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Four Generations In The Nursing Workplace

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There are now four generations emerging in to the nursing the Veterans, baby boomer, generation x, millennials. With four different generations working together can be beneficial as well as frustrating. There’s a possibility for misunderstandings to arise with difference in attitudes, work habits, behaviors, strengths, weaknesses, values, and work ethics causing conflict. Changes in life benefits for retirees, and changes in life expectancy has contributed greatly to the overlap of generations in the nursing workforce.
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The watershed “IOM Initiative on the Future of Nursing” report encompasses a four pronged approach or some might say, a challenge to the whole profession of nursing. the challenge to be better educated so that we can provide the highest quality of care to our patients, the push to encourage health care professionals to achieve higher levels of education. The initiative to have a stronger voice and presence in guiding the direction of how the health care landscape in this county. All of these factors come into play in the ever changing landscape of our health care system. Now more than ever nurse leaders have a great opportunity to have a profound impact on health care policies and decisions that will eventually decide which direction our current health care delivery system takes.

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1.   Today, there is a multigenerational workforce when it comes to nursing. I believe this improves patient care for many reasons. A nursing workforce is made up of staff and leaders from several different generational cohorts including the Veterans (1924-1945), the Baby Boomers (1946-1964), Generation X (1964-1980), and Generation Y (1980-2000) (Huston, 2017, pg. 151).

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I do believe that generational differences can have an impact on patient care, but it does not necessarily mean that impact is bad. Our ATI book focuses on some of the standout characteristics of each generation such as the baby boomer tendencies toward accepting authority and being loyal workaholics versus the gen Xers who place a higher priority on work/life balance and are more likely to leave a job but adapt more easily to change (Sommer, 2013, p. 37). These attitudes can result in conflicts as younger generations may be viewed as self-centered and lazy whereas older generations may be viewed to blindly follow protocols that are no longer valid and supported by scientific data; working hard rather than working smart. I tend to think of

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Education amongst registered nurses and health care workers regarding ageism can be beneficial as Bosak (2016) states that the more educated an individual is, the more resources they have, the more likely of a positive outcome in relation to being healthy both physically and mentally. Education is essential in sculpting nursing practice within the nursing and midwifery board guidelines (2006). In-services and education sessions for health care workers on ageism could be an effective strategy when minimizing ageism within health care . Nursing is a challenging and rewarding profession that is subject to constant changes in health care provision, thus the need for in-service training programs for nurses (Norushe, Strumpher & Rooyen, 2004).

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Introduction A general consensus is developed that Americans who are currently in their working age fall into four categories namely Traditionalists, baby boomers, Generation X and Generation Y. The Traditional generation is the oldest generation in the workplace, although most are now retired. Also known as the veterans, the Silent generation, the matures, the greatest generation, this generation includes individuals born before 1945, and some sources place the earliest birth year to 1922 (Tolbize, 2008). According to the US census Bureau baby boomers are defined as those individuals who born between 1946 and 1964.

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