Managing the Multigenerational Nursing Team

Abstract

Today's workforce is more diverse in age than ever before. This study examined the generational profiles of two groups (the Silent Generation, and Baby Boomers vs. Generation X and Generation Y) in terms of the following variables: characteristics, communication styles, and significance of tasks. The purpose was to assist nurse managers to maximize departmental effectiveness by capitalizing on the unique characteristics of the multigenerational nursing team. A descriptive design was used to examine nursing staff perceptions of their generational profiles, communication styles, and significance of tasks. The convenience sample included registered nurses, nurse technicians and nursing secretaries from two departments, a medical-surgical and a critical care department (N = 62). The study provided participants with the opportunity to give their interpretations of their generational types. Similarities and differences of generational profiles were found between the two groups. There were no significant differences in communication style and significance of tasks between the two groups (P > .05). However, there were differences in expectations regarding commitment to the manager versus the organization and the type and timing of rewards for performance. All four generational groups had vastly different employment demands and different needs for orientation, training, advancement, benefits, perks, and retirement options.

Generational differences in nurses’ characteristics, job satisfaction, quality of work life, and psychological empowerment

“…A generation is a cohort of persons who are broadly socialized together. Generational cohorts are born and raised within the same societal, political, and historical context, shaping a shared belief system based on a similar world view [28,31,32] . Because members of a generational cohort experience similar societal influences during the formative years and those societal influences are considered unstable and changing over time, generations have been noted to differ in their values [30] .…”

An investigation into compassion fatigue and self-compassion in acute medical care hospital nurses: a mixed methods study

“…As Hu et al, [124] has highlighted, today's health care workforce is more diverse in age than ever before, each generational cohort having differing needs and expectations.…”

Retaining new graduate nurses in practice; under-pinning the theory of reciprocal role modelling with ‘routinisation’ theory and transition shock

“…Living through particular historical or environmental events contributes to a generation sharing the same beliefs and attitudes (Strauss and Howe, 1991). These common beliefs and values have implications for multigenerational work environments, with research illustrating significant differences in the career aspirations and expectations between different generation cohorts (Zemke et al, 2000;Hu et al, 2004;Dols et al, 2010). Wilson et al (2008) have shown intergenerational disparity in nursing staff retention, with markers of job satisfaction, including pay and benefits, rated higher by Baby Boomers than Generation X or the Millennials.…”