According to nursingworld.com., the baby-boomers are swelling the Medicare rolls, and The Affordable Care Act allowing individuals access to more healthcare are contributing problems for issues in the workforce in the 21st
My current employer has multigenerational workforce from baby boomer to Gen Y. According to Shroer (n.d.) the baby boomer were born from 1945 to 1964, which would make the generation with 71 million people who were 20 years apart in age. The baby boomer life experience were completely different bonded by the Kennedy and Martin Luther King assassinations, the Civil Rights movements and the Vietnam War.
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.
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).
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may be viewed as self-centered and lazy whereas older generations may be viewed to blindly follow protocols that are no longer valid and supported by scientific data; working hard rather than working smart.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
The ANA (2017) recognizes three main factors that contribute the nursing shortage. The ageing RN workforce has become a concern in recent years that is only likely to grow. There are a large amount of experienced nurses within the baby boom generation (those born between 1946 and 1964) who are reaching retirement. The cost of this will be an alarming loss of experienced nurses when the demand is likely the highest.
Recently, there has been a change in the workplace dynamics which has resulted in there being different sets of values, beliefs and expectations depending on the individuals’ generation. According to the article Managing an Intergenerational Workforce: Health Care Transformation there are currently four types of generations in the workforce; Traditionalist, Baby Boomers, Generation X, and Millennials (Managing an Intergenerational Workforce 6). In order to maintain a positive workforce dynamic management must implement ways to influence an integrated culture. In addition, to understanding the differences between each generation based on their “priorities, attitudes, communication styles, and ways to engage with peers…” (6). For instance, by
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).
Task 1 So many influences throughout time has impacted Nursing in so many ways in which has also shaped this professional sector. There are several historical and contemporary influences that has made Nursing such diverse and versatile career. I will be looking at Florence Nightingale, a well-known historical figure that has influenced modern healthcare and fabricated nursing into a noble profession for women. I will be comparing Florence Nightingale’s influences on the Economic cost of Nursing in this modern age and the issues in this workforce have changed over time.
A nurse must be able to perform activities like moving a patient, lifting heavy equipment, being on their feet for much of their shift, etc. The nursing profession can be very taxing on a person’s body and society as a whole is seeing the effects of this. Older nurses who have been in the field for a long time are no longer able to perform these tasks and it is causing them to change their area of expertise, or even leave their profession entirely. This has negatively impacted effective health care delivery and proper patient-centered care because these nurses are not able to effectively help their patients. Research shows that there are a large amount of nurses that are near or at the retirement age.
Intergenerational issues in the workplace can cause tension between the employees and employer. Millennials feel that it is harder to grow and develop their careers in organizations because of this problem due to an absence of guidance from other generations in higher positions. Where Millennials feel lack of guidance, Baby Boomers and Generation X feel that Millennials entering the workforce are directly after their positions, therefore causing a strain on workplace relationships between employees. If intergenerational problems in the workplace continue to remain unsolved, it can and will cause disruption within the organization. Productivity can decline due to low cooperation between multigenerational employees resulting in lower efficiency and completion objectives leading to disruption within the organization.
This diversity of skills and experience is similar to that found in the mentoring model where “mentors learn at least as much as mentees,” according to Jodi Davidson, Director of Diversity and Inclusion Initiatives for Intergenerational learning throughout the course of one’s life puts the onus on workers of all ages to draw from and contribute to one another, developing nonlinear work lives and establishing longer, more dynamic careers that defy generational stereotypes. The diversity of the intergenerational workplace isn’t just a development—it’s a creative opportunity. To Peter Whitehouse, M.D., President of Intergenerational Schools International and Professor of Neurology at Case Western Reserve University in the United States, today’s baby boomer workers are an experienced, engaged resource that should be fully
The first recommendation is to teach each generation about the other to promote a better culture and prevent miscommunication and misunderstanding. This can be accomplished by having training sessions on generational styles and characteristics. Secondly, acknowledge worker’s skills, experience and education publicly so that each generation understands what the other brings to the job develops a culture of respect between the differing generations. Older workers make good mentors for younger ones by bringing their breadth of experience while younger workers can provide technology expertise for older ones.
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.
Introduction- Generational Theory is a theory of social history that describes and explains changes in public attitudes over time. Generation is defined as people that are grouped within a certain range of ages, location they live, and significant life events they experienced at critical developmental stages. Generational shift is playing a major role in shaping the future of the workplace. Skilled and talented young employees have more employment choices and consequently gaining a deep understanding of their values, attitudes, and behaviors.
