Charlyanne M. Nester, BSN, RN
GENERATIONS IN THE WORKPLACEThe Nurse Administrator’s Role in Maintaining Generational Competency
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
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
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
Causes con’t. 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
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
Literature Review Studies on:
Communication styles of the multigenerational team
Job satisfaction and retention Stress and conflict in the workplace Carefronting as a strategy
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
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 others to provide purpose and meaning Recognition and rewards (pay for performance) Offer mentor roles for younger nurses Be mindful of role overload
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 Teamwork
Conclusion Promote an environment where all perspectives
are valued Be aware of personal bias Develop teams with patient care as the focal
point Model carefrontingDespite 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.
Questions?????????????????????????????????????
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