Multigenerational Workforce Diversity

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    The Nurse Administrators Role in Maintaining Generational Competency
    Charlyanne M. Nester, BSN, RN

2. Introduction
Current workforce is diverse
Four distinct generations
The Silent Generation
The Baby Boomers
Generation X
Generation Y
Differing goals, expectations, and teaching-learning styles lead to conflicts in the workplace, interpersonal tension, decreased job satisfaction and decreased productivity
3. Description of the Issue
Behaviors derive from values and values affect how work is conducted
Generational membership is a key variable to the determination of behavior (Hu, Herrick, & Hogdin, 2004, p. 335).
Diversity can have a positive affect on an organization
Negative experiences (conflicts) decrease productivity and satisfaction
4. Cause of the Issue
Four distinct generations working side by side
Values based on events, social norms, and hardships during formative years
The Silent Generation (1922-1945):
Uniformity, discipline, a sacrifice
The Baby Boomers (1945-1960):
Independent, critical thinkers, free-spirited, skeptical of Government, materialistic
5. Causes cont.
Generation X (1960-1980):
Latch-Key, assertive, self-reliant, self-directive
Generation Y (after 1980):
Sociable, confident, optimistic, talented, well-educated, collaborative, open-minded, achievement oriented
6. Significance of the Issue
Global shortage of nurses, expected to increase
Increase average age of nurses expected to retire before age 65
Fewer admission seats in nursing programs
20% of new nurses will leave the profession of nursing within 3 years of graduating
Generation Y nurses are disengaging from the profession due to negative attitudes of older nurses
7. Literature Review
Studies on:
Communication styles of the multigenerational team
Job satisfaction and retention
Stress and conflict in the workplace
Carefronting as a strategy
8. Nurse Administrator Intervention
The importance of creating an environment that encourages individuals to want to be a part of the profession
Clear communication
Mentoring and coaching
Modeling carefronting
9. Strategies for Coaching
Silent Generation:
Professional and official
Authoritative leadership
Formal meetings
Tangible rewards, valuing and respect
Baby Boomers:
Remind them of the impact they make on the lives of othersto provide purpose and meaning
Recognition and rewards (pay for performance)
Offer mentor roles for younger nurses
Be mindful of role overload
10. Strategies for Coaching
Generation X:
Informal atmosphere
Provide and support education and career-development opportunities
Internet access
Provide individual tasks, allow independent work
Autonomy, shared governance
Generation Y:
Coaching, mentoring, intensive support
Personal, immediate feedback
Flexible scheduling
11. Conclusion
Promote an environment where all perspectives are valued
Be aware of personal bias
Develop teams with patient care as the focal point
Model carefronting
Despite the differences between the generations, all individuals seek the same thing from their managers: clearly set goals, challenging work, accurate and timely feedback, praise, and rewards for a job well done.
12. Questions?
13. References
American Nurses Association. (2009). Nursing Administration: Scope and standards of practice.
Silver Spring, MD: Nurses
Anthony, M. K. (2006). Overview and summary: The multigenerational workforce: Boomers and
Xersand Nets, oh my! Online Journal of Issues
in Nursing, 11(2), 4p, 11 ref.
Hertel, R. (2008). Multigenerational workforces: From conflict to collaboration. Academy of
Medical-Surgical Nurses, 17(6), 11-15.
Hu, J., Herrick, C., & Hodgin, K. A. (2004). Managing the multigenerational nursing team. The
Health Care Manager, 23(4), 334-240.
Kupperschmidt, B. R. (2006). Addressing multigenerational conflict: Mutual respect and
carefrontingas a strategy. Online Journal of Issues in
Nursing, 11(2), 14p. 49 ref.
Santos, S. R., & Cox, K. (2000). Workplace adjustment and intergenerational differences between
Matures, Boomers, and Xers. Nursing
Economics, 18(1), 7-13.
14. References
Sherman, R. O. (2006). Leading a multigenerational workforce: Issues, challenges, and strategies.
Online Journal of Issues in Nursing, 11(2), 5p,
28 ref.
Stewart, D. W. (2006). Generational mentoring. The Journal of Continuing Education in Nursing,
37(3), 113-120.
Sudheimer, E. E. (2009). Appreciating both sides of the generation gap: Baby Boomer and
Generation X nurses working together. Nursing
Forum, 44(1), 57-63.
Weston, M. (2001). Coaching generations in the workplace. Nursing Administration Quarterly, 25(2), 11-21.
Weston, M. J. (2006). Integrating generational perspectives in nursing. Online Journal of Issues in
Nursing, 11(2), 11p, 13 ref.
Wilson, B., Squires, M., Widger, K., Cranley, L., & Tourangeau, A. (2008). Job satisfaction among a
multigenerational nursing workforce.
Journal of Nursing Management, 16, 716-723