Generational Considerations in Providing Critical Care Education

Abstract

With the current and predicted nursing shortage, much emphasis is placed on recruitment and retention. With an aging workforce, we must recruit, educate, and retain nurses from many different generations. As leaders and educators, we must be aware of generational differences and work with staff to appreciate potential preferences in communication, approach to learning and motivational factors. We are aware that over the next 15 years, many experienced nurses will retire. We must do all we can to recruit and retain nurses from all generations in order to provide a workforce able to meet the needs of our patients and families. Generational preferences should be considered when developing nursing education and in welcoming and accepting new staff into the culture of the nursing unit.

Does an Online Computer Based Critical Care Orientation Program Support the Learning Needs of a Multigenerational Workforce?

“…Today's workforce includes four generations of nurses spanning more than 22 years (Paterson, 2010). Generations have characteristics and values that are consistent with their generational era, which in turn influence the way they learn (Clausing et al, 2003;Cordeniz, 2002;Gleeson, 2007;Lavoie-Tremblay et al, 2010;Palumbo et al, 2009;Walker et al, 2006;Weingarten, 2009}.…”

“…Learning preferences for this generation include typical classroom set-up using an instructor (Gleeson, 2007). Baby boomers, born between 1946Baby boomers, born between -1964, make up 45% of the nursing workforce (Paterson, 2010). They are optimistic, enjoy learning, workaholics, work hard and will sacrifice for the group (Wieck et al, 2009).…”

“…Veterans born between 1920 and 1939, aged 68 to 89 (Paterson, 2010} are traditionalist, tend to stay in one place, are respectful of authority, value hard work and discipline (Wieck & Northam, 2009) but are slower in adapting to new technology (Lavoie-Tremblay et al, 2010}. Learning preferences for this generation include typical classroom set-up using an instructor (Gleeson, 2007).…”

“…This mix represents nurses of different generations who share differences in prior experiences, behaviors, learning needs, and who have diverse expectations of the workforce and different values and beliefs (Weingarten, 2009). These generational differences reinforce the need for institutions to find innovative ways to prepare these nurses with the skills and knowledge required to provide safe patient care (Clausing, Kurtz, Predeville, &Walt 2003;Curran-Smith & Best 2004;Paterson, 2010;Thomason, 2006;Wieck, Dais, & Northam, 2009}.…”

“…The expansion of health care will result in a projected 18% increase in the patient population greater than 65 years old (USDHHS, 2002). This projected population increase, along with the expected advancements in medical technology, will add to increased patient acuity (Cleary, 2010;Paterson, 2010;Robert Wood Johnson Foundation, 2009} and subsequently require additional nurses. This is especially significant for hospitals since hospitals are the major source of demand for Registered Nurses (RNs) (USDHHS, 2002}.…”