It has been shown through research to be critical that the organization make the provision of support for the nursing staff in terms of their education and provisioning career support as well through making time and financial allocations to provide the necessary support system in which the nursing staff may advance their education and hence their career. (Cook, Horz & Mildon, 2006; paraphrased citing the work of: Robinson, (2001 and Hinshaw (2002) Additionally falling within these provisions of support are time and financial allocations for "research, special projects and publications (Kramer & Schmalenberg, 1988; as cited by Cook, Horz, & Mildon, 2006) the research fact sheet includes the necessity for organizations to "Support a 'bias toward action' (Kramer & Schmalenberg, 1988; as cited by Cook, Horz, & Mildon, 2006); and to "Enhance nurse-staffing rations (Hinshaw, 2002; as cited by Cook, Horz, & Mildon, 2006) and lastly to provide encouragement among the nursing staff and physicians within the organization to collaborate among one another. (Robinson, 2001; Hinshaw, 2002; as cited by Cook, Horz, & Mildon, 2006) III. OUTCOMES for ORGANIZATIONS WITH THESE CHARACTERISTICS

Cost-Benefit Analysis

The cost-benefit analysis of the organizational outcomes in organizations that adhere to the foregoing organizational characteristics are that these organizations are able to "attract and retain nurses, and hence reduce turnover, which may significantly impact on overall organizational costs (Jones-Schenk, 2001; Upenieks, 2003a; as cited by Cook, Horz, & Mildon, 2006)

Outcomes for Nursing Staff

Higher levels of nurse job satisfaction

Lower levels of nurse burn-out, emotional strain, frustration and dissatisfaction (Havens & Aiken, 1999 as cited by Cook, Horz, & Mildon, 2006)

Enhanced welfare and workplace safety for nurses

There are many existing sub-factors not able to be inclusive within the scope of this work in research that must be given consideration as well in the analysis of an organization from the perspective of one in a nursing leadership role..
Bibliography

Cook, a. Hiroz, J. And Mildson, B. (2006) Strategies and Outcomes Associated Magnet Hospitals Fact Sheet II of II - Nursing Health Services Research Unit 2006 September Online available at http://64.233.161.104/search?q=cache:wmmvrr7kMqUJ: www.nhsru.com/factsheets/Magnet%2520factsheet%2520Part%2520II%2520of%2 520II%2520-%2520Strategies.FINAL.pdf+Nursing+Leadership:+Healthcare +organizational+analysis&hl=en&gl=us&ct=clnk&cd=79.

Quality First: Core Values and Concepts for Quality Leadership (2006) American Health Care Association - Provider Guidelines. Online available at http://www.ahca.org/quality/qf_corevalues.htm.

Alexander, Jeffrey; Bloom, Joan; and Nichols, Beverly (1991) Nursing Turnover and Hospital Efficiency: An Organizational Level Analysis (1991) Institute of Industrial Relations University of California Berkley

Nursing Leaderships Role: 'Key' Factors in Organizational Analysis