Purpose
The purposes of this assignment are to: a) identify and articulate the results of a Magnet report received from the American Nurses Credentialing Center (ANCC)for Saint Louis Medical Center (SLMC). You, the nurse director, will present your findingsto the SLMC board of directors,in an executive summary format (CO 2, 3), b) articulate and include the key components of an executive summary in your report(CO 5), and c) provide empirical, scholarly evidence to support your assignment (CO 4).
NOTE: As the nurse executive of SLMC, you may choose one item from any of the following Magnet Model Components to discuss and present to the SLMC board of directors, in your executive summary. There is no written report of a Magnet Survey; you have the flexibility to choose what you would like to discuss in this assignment. For example, you may state in your report that your Magnet model component is structural empowerment and you wish to implement a new nurse model since the results of your Magnet report were not acceptable in this area.
Magnet Model Components:
Exemplary Professional Practice
New Knowledge, Innovations & Improvements
Due Date: Sunday 11:59 p.m. MT at the end of Week 7
Total Points Possible: 225
Requirements:
- This paper will be graded on quality of paper information, use of citations, use of Standard English grammar, sentence structure, and organization based on the required components.
- Create this assignment using Microsoft (MS) Word, which is the required format for all Chamberlain documents. You can tell that the document is saved as a MS Word document because it will end in “.docx”.
- Submit to the appropriate assignment area by 11:59 p.m. MT on Sunday of the week due. Any questions about this paper may be discussed in the weekly Q & A Discussion topic.
- The length of the paper is to be no greater than three (3) pages, excluding title page and reference page.
- APA formatusing the sixth edition manualis required in this assignment, including a title page and reference page. Use APA level 1 headings for the organizational structure of this assignment. Remember that the introduction does not carry a heading that labels it as a level heading in APA format. The first part of your paper is assumed to be the introduction. See the APA manual sixth edition for details. See resource under Course Resources, “Guidelines for Writing Professional Papers.” Use the suggested format and headings to organize your assignment:
- Include introduction (do not label as a heading in APA format)
- Issue and Magnet Model Component Identified
- Key Components of Executive Summary
- Supporting Evidence
- Conclusion
Solution:
Executive Summary: Transformational Leadership
The magnet model is designed to deliver a framework for the research and practice of nursing in future and to serve as a roadmap for the organizations striving for the magnet recognition. According to Brewer, Kovner, Djukic, Fatehi, Greene, Chacko and Yang (2016), this model is designed to provide a framework for nursing practice and research in the future, as well as serving as a guiding tool for organizations seeking to achieve Magnet recognition. The ANCC Magnet-recognized organizations are the source of global nursing care delivery knowledge and expertise. Among the components of Magnet model, this paper seeks to discuss transformational leadership, its elements and evidences supporting it.
The Concept of Transformational Leadership
According to Brewer et al. (2016), transformational leadership is a leadership approach that influences change in people and social systems. Following the declining health of patients in SLMC particularly the elderly patients suffering heart failure and cardiovascular disease, SLMC needs to implement transformational leadership in order to enhance the morale, performance and motivation of the nurses to provide optimal and quality care to these patients.
The applicable mechanisms to enhancement of healthcare providers include connection of their sense of identity to the organizations identity, mentoring and inspiring them, challenging them to take responsibility for their performances to facilitate the leader’s propensity to align them with their tasks they are experts at to optimize their performance and outcomes (Bottomley, Mostafa, Gould‐Williams & León‐Cázares, 2016). Strong and productive leaders have explicit vision, expertise, influence and knowledge to guide their followers to achieve their goals……………Please click the Paypal icon below to purchase full solution for only $10