PLEASE RESPOND TO THE FOLLOWING POST OF A CLASSMATE IN 100 WORDS, Remember that

PLEASE RESPOND TO THE FOLLOWING POST OF A CLASSMATE IN 100 WORDS, Remember that

PLEASE RESPOND TO THE FOLLOWING POST OF A CLASSMATE IN 100 WORDS, Remember that your posts must be substantive and contribute to the dialogue that is taking place and Response posts must offer at least one new piece of information or insight.
Classmate Post:
In Magnet organizations, nursing shared governance is a fundamental component that significantly determines the professional practice environment and organizational performance. This model gives the nurses at all levels an opportunity to be involved in decision making processes thus increasing ownership, responsibility, job satisfaction, morale, and retention rates (Nurmeksela et al., 2021). Nurses are empowered to bring their knowledge, suggestions, and feedback to the table and are treated as valued colleagues rather than subordinates. This is not only a positive factor for the work environment of nurses but also for the outcome of patient care. Research has also revealed that Magnet organizations with strong shared governance practices have fewer adverse occurrences, higher patient satisfaction, and improved quality results (Nurmeksela et al., 2021).
Moreover, Magnet organizations’ professional practice focuses significantly on autonomy, lifelong learning, and evidence-based practice (Rodríguez-García et al., 2020). It not only helps in the recruitment of qualified nurses but also helps in the improvement of their skills which is beneficial for the patients. At the moment, Magnet organizations promote clinical decision making among nurses hence low mortality and complications and high patient satisfaction. The focus on career advancement makes certain that nurses are conversant with the existing processes and strategies to improve patient experiences (Melnyk et al., 2020). Thus, the interdependence between nursing shared governance, the professional practice environment, and other organizational outcomes fosters a culture of excellence and innovation in nursing care in Magnet organizations.
References:
Melnyk, B. M., Zellefrow, C., Tan, A., & Hsieh, A. P. (2020). Differences between Magnet and non‐Magnet‐designated hospitals in nurses’ evidence‐based practice knowledge, competencies, mentoring, and culture. Worldviews on Evidence‐Based Nursing, 17(5), 337-347.
Nurmeksela, A., Zedreck Gonzalez, J. F., Kinnunen, J., & Kvist, T. (2021). Components of the Magnet® model provide structure for the future vision of nurse managers’ work: A qualitative perspective of nurse managers. Journal of nursing management, 29(7), 2028-2036.