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Running head: EXECUTIVE SUMMARY
Executive Summary
Brittany Long
Chamberlain College of Nursing
NR531: Nursing Leadership in Healthcare Organizations
September 2020
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:11:50 GMT -05:00
https://www.coursehero.com/file/80149140/Week-Seven-Paperdocx/
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EXECUTIVE SUMMARY
Executive Summary
Using the Magnet Model is a strategic way that organizations portray nursing excellence.
Receiving a Magnet certification is the highest recognition for nursing excellence. The
American Nurses Credentialing Center (ANCC) recognizes organizations with Magnet status to
serve at the forefront of healthcare showcasing knowledge and expertise. The Magnet Model
consists of five areas: transformational leadership, structural empowerment, exemplary
professional practice, new knowledge, innovation, and improvements, and empirical quality
results (Lal, 2020). At St. Louis Medical Center (SLMC), all components are apparent within
the organization with the exception of transformational leadership. The purpose of this paper is
to articulate the issue and missing component at SLMC, explain the missing component, and
articulate the key components of an executive summary.
Issue and Magnet Model Component Identified
SLMC is integrating many components of the Magnet Model within the organization.
However, SLMC is failing to incorporate transformational leadership. Transformational
leadership allows a leader to motivate, encourage, and inspire (Fischer, 2016). Motivating,
inspiring, and encouraging ultimately leads to success. As a nurse executive at SLMC, I can
only be as successful as the rest of my team. Being a transformational leader limits the potential
of micromanaging as teamwork is at the forefront (Fischer, 2016). It is important that the board
of directors understands that incorporating transformational leadership into the SLMC culture
will affect healthcare by improving the morale of the team, lowering turnover costs, engaging the
whole person, and allowing new visions to be quickly formulated and integrated. All of these
ultimately transform the healthcare environment by lowering turnover, increasing patient
satisfaction, and allowing the continuation of growth at SLMC.
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:11:50 GMT -05:00
https://www.coursehero.com/file/80149140/Week-Seven-Paperdocx/
Running head: EXECUTIVE SUMMARY
Executive Summary
Brittany Long
Chamberlain College of Nursing
NR531: Nursing Leadership in Healthcare Organizations
September 2020
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:11:50 GMT -05:00
https://www.coursehero.com/file/80149140/Week-Seven-Paperdocx/
, 2
EXECUTIVE SUMMARY
Executive Summary
Using the Magnet Model is a strategic way that organizations portray nursing excellence.
Receiving a Magnet certification is the highest recognition for nursing excellence. The
American Nurses Credentialing Center (ANCC) recognizes organizations with Magnet status to
serve at the forefront of healthcare showcasing knowledge and expertise. The Magnet Model
consists of five areas: transformational leadership, structural empowerment, exemplary
professional practice, new knowledge, innovation, and improvements, and empirical quality
results (Lal, 2020). At St. Louis Medical Center (SLMC), all components are apparent within
the organization with the exception of transformational leadership. The purpose of this paper is
to articulate the issue and missing component at SLMC, explain the missing component, and
articulate the key components of an executive summary.
Issue and Magnet Model Component Identified
SLMC is integrating many components of the Magnet Model within the organization.
However, SLMC is failing to incorporate transformational leadership. Transformational
leadership allows a leader to motivate, encourage, and inspire (Fischer, 2016). Motivating,
inspiring, and encouraging ultimately leads to success. As a nurse executive at SLMC, I can
only be as successful as the rest of my team. Being a transformational leader limits the potential
of micromanaging as teamwork is at the forefront (Fischer, 2016). It is important that the board
of directors understands that incorporating transformational leadership into the SLMC culture
will affect healthcare by improving the morale of the team, lowering turnover costs, engaging the
whole person, and allowing new visions to be quickly formulated and integrated. All of these
ultimately transform the healthcare environment by lowering turnover, increasing patient
satisfaction, and allowing the continuation of growth at SLMC.
This study source was downloaded by 100000841138256 from CourseHero.com on 03-22-2022 08:11:50 GMT -05:00
https://www.coursehero.com/file/80149140/Week-Seven-Paperdocx/
