Running head: GENERATIONAL DIFFERENCES AMONG NURSING WORKFORCE
Generational Differences among Nursing Workforce
Abby Walker
Auburn University School of Nursing
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Running head: GENERATIONAL DIFFERENCES AMONG NURSING WORKFORCE
Abstract
Nursing today is seen a highly sought after profession with flexibility, a changing
atmosphere, and rewarding work. The career of nursing has certainly transformed
over the years and has adapted to a constant changing society. There are four
distinctive generations of nursing that are very different. Each generation has
grown up in a different era, undergone diverse experiences, and adopted exclusive
habits. While each generation operates differently, every generation brings a new
viewpoint to the workforce of nursing and contributes to improving nursing.
Sensitivity to individual characteristics of each generation is a key component in
being successful in improving organizational commitment in the nursing workforce.
Each generation in the nursing workforce has a different way of thinking, however,
each generation also has made contributions to the nursing workforce and created
new perspectives. It is important to include every generation in decision-making
and provide support to increase their job satisfaction. Learning how the various
nursing generations work and adapting to their habits will create a positive
environment and increase organizational commitment.
Keyword: generation, unique, workforce
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Running head: GENERATIONAL DIFFERENCES AMONG NURSING WORKFORCE
Healthcare is one of the top industries in the United States today. Within the
healthcare industry is the nursing workforce that is constantly changing. Although
healthcare is a major commerce, there is a major nursing shortage. The problem is
complicated by the increased average age of nurses, a larger proportion of nurses
planning to retire before age 65, and decreased number of admission seats in
nursing programs (Wilson, Squires, Widger, Cranley, & Tourangeau, 2008). There
are many factors that contribute to this nursing shortage; however, one component
that could improve this shortage is evaluating the generational differences between
the nursing workforce and constructing an environment that is suitable for each
generation. Nurse managers are challenged to embrace and respect the
multigenerational diversity of the staff while developing and supporting a highly
functioning and cohesive nursing team (Hahn, 2011). There are four main
generations within the nursing workforce that all grew up in different eras with
different teachings and perspectives. Each generation has its own set of values,
views on authority, attitudes towards work, communication style, expectations of
their leaders and of the work environment (Stanley, 2010). None of these
generations are “wrong” in their doings; they are simply not like-minded and have
different viewpoints on working and careers. This creates a challenge for the nurse
managers to embrace and respect the multigenerational diversity of the staff while
developing and supporting a highly functioning and cohesive nursing team (Hahn,
2011). The purpose of this paper is to assess the diverse generations in the nursing
workforce today and articulate how these differences can form together into a
common ground of successful nursing quality. There are four distinct generations
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Running head: GENERATIONAL DIFFERENCES AMONG NURSING WORKFORCE
that have been identified in the nursing workforce. The term 'generation'
represents a group of people that are within the same range of age and born in the
same time of history and culture (Stanley, 2010). The first and smallest generation
is called the Veterans. This is the smallest generation group because they are the
oldest. This generation of nurses have learned what they know and stick with their
set ways. The members of this generation are very traditional and value
consistency. During the lifetime of the Veterans the world underwent dramatic
events, such as The Great Depression and World War II. The consequences of these
events greatly impacted the lives of those in this generation (Carver, 2008).
Through the trials this generation endured, working hard and professional respect
is highly valued. They tended to be uncomfortable with change and tend to favor
command and control management/leadership styles. Their core values are law
and order, respect for authority, duty, honor, dedication, and sacrifice (Stanley,
2010). The Veterans have a more black and white point of view, are concrete with
their way of doing things, and are very loyal to their work.
The next generation in the nursing workforce is the Baby Boomers. This
generation has not only influenced the nursing world but all aspects of society
because they were born during a time when the largest population growth ever
experienced by our country ever happened. The Baby Boomers were raised during a
time of post-war prosperity with parents that ensured their children would have a
better life than preceding generations (Carver and Candela, 2008). This generation
is similar to the Veterans in the sense of working hard to be recognized. They have a
very strong work ethic and strive for excellence. Since this generation is so vast and
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Running head: GENERATIONAL DIFFERENCES AMONG NURSING WORKFORCE
approaching retirement, this is creating discrepancy in healthcare demand. The
consequences for healthcare are that Baby Boomers are reaching the age where
they will be accessing healthcare more frequently and there are not enough nurses
worldwide to address this increase in demand (Carver and Candela, 2008). The
Baby Boomers like to be involved and recognized for their hard work. Their core
values are optimism, personal growth, health and wellness, and involvement
(Stanley, 2010).
The third generation in the nursing workforce is known as Generation
X. This generation is different from the other two in they were raised in rapid
changing environment. They grew up in an environment if two career families,
rising divorce rates, downsizing and the dawn of the age of rapid developments in
technology and communication (Stanley, 2010). Generation X needs more attention
and nurturing compared to the Baby Boomers. They need an environment that will
enhance them to thrive and remain secure. Quality of life is important for this
generation because they watched their parents work long hours and experience
downsizing and layoffs (Hahn, 2011). Generation X members are more likely to
jump around from job to job in order to find their fit and meet their needs rather
than remain with the same job like the Baby Boomers. The core values of Generation
X are focused on thinking globally, balance, technological literacy, having fun,
travel, independence, diversity, and informality (Stanley, 2010). Generation X is
more concerned with being comfortable in their work than the other two
generations.
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Running head: GENERATIONAL DIFFERENCES AMONG NURSING WORKFORCE
The next and last generation in the nursing world today is called
Generation Y or also known as the Millennial Generation. Communication and
technology are the focal points of this generation with vast amounts of information
available to them. They prefer to be tech-savvy, employ multitasking and are keen
to participate or collaborate in decisions as much as possible (Stanley, 2010).
Technology is like a second language to this generation because they have always
had it around them. Millennials are more accustomed to working in groups,
welcome variety and new opportunities, and are flexible. Like the Veterans, the
Millennials strive to be part of the greater good and have a high sense of civic duty
and morality. Similar to the Generation X nurses; the Millennials want a flexible
work schedule to achieve a work-life balance (Hahn, 2011). This generation of
nurses is unique because they are so unlike the preceding generations in how they
perceive work and they also hold the future of nursing. There is confidence in the
Generation Y nurses for the future that they will bring but the question still remains
as to what will need to be done to maintain this distinctive generation. The
relationship between the work environment and the health of the employee as it is
encountered by the new generation is also imperative to sustain this workforce
(Hutchinson & Longworth, 2011). Generation Y is unpredictable and it will be
interesting to see the adaptation that occurs within the nursing workforce to
accommodate.
There are differences between every generation and there are even greater
differences when generations are put into a working environment. Every
generation needs to be understood in order to accommodate to what works best for
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Running head: GENERATIONAL DIFFERENCES AMONG NURSING WORKFORCE
that particular generation and what environment is suitable. Improving
interpersonal relationships and organizational commitment in the employees is key.
Without a congruent, organized working environment, nothing will be achieved and
the organization will fail. In the nursing workforce each generation has adapted to
situations that arise and change that occurs. Understanding and providing the
encouragement, comfort, and understanding that each nursing generation needs
based on the unique characteristics that each one comprises of will help maintain a
cohesive workforce. As I begin my nursing career I will be much more cognoscente
of the different generations that I may coincide with in the workforce. Remaining
sensitive to how different generations operate and view how things should be done
is a very important step in cohesiveness.
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Running head: GENERATIONAL DIFFERENCES AMONG NURSING WORKFORCE
References
Carver, L., & Candela, L. (2008). Attaining organization commitment across different
generations of nurses . Journal of Nursing Management , 16, 984-991. doi:
10.1111/j.1365-2834.2008.00911.x
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. doi: 10.1111/j.1365-2834.2008.00874.x
Hutchinson, D., Brown, J., & Longworth, K. (2011). Attracting and maintaining the y
generation in nursing: a literature review. Journal of Nursing
Management , 20, 444-450. doi: 10.1111/j.1365-2834.2011.01203.x
Stanley, D. (2010). Multigenerational workforce issues and their implications for
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10.1111/j.1365-2834.2010.01158.x
Hahn, J. A. (2011). Managing multiple generations: Scenarios from the
workplace. Nursing Forum,46(3), 119-127 .
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