Conflict of Interest. Objectives. Nursing Profile. Nursing Profile 11/8/2013

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1 Conflict of Interest Mardy Chizek, RN, FNP, BSN, MBA, AAS Charism Eldercare Services Phone: Web site: Margaret Chizek has no: Financial relationship with companies who manufacture products used in the treatment of subjects under discussion. Financial relationships between the planner, content specialist or presenter and commercial supporter/s of the activity and Intent to discuss of-label uses of a commercial product or an investigational use of a product not yet approved for this purpose. Objectives Recognize the four generations of nursing professionals Compare and contrast the generational belief systems Establish management styles that fit the needs of the multiple generations Anticipate non generational challenges in nursing 2008: Average nurse age 47 Economic downturn eased shortage Healthcare reform initiatives 613,000 healthcare jobs added since recession 260,000 nurse shortage by 2024 Rapidly aging work force 19,400 RN vacancies in LTC 30,000 more nurses to graduate annually or 30% increase in current graduates 55% of nurses reported retiring between 2011 and 2020; most will be nurse managers 2020 there will be 1 million nurse shortage All states will have shortages by

2 2012: Average Age : Nurses in 50 s largest segment of work force 2012: nearly 25% of nurses in 50 s 2004: Average Age 46.8 Ratio of nurses for elderly will decrease by 40% between 2010 and % nurses say shortage impacts quality of care Traditionally nurses cut back working at 53 to 56 years of age Change in life expectancy Change in retirement benefit plans Fastest growing RN labor market is re-entry by older nurses Older nurses fill in shortages Diversity Synonyms Variety Heterogeneity Variedness Difference Assortment Medley Variance Diversity Is Diversity is the one true thing we all have in common. Celebrate it every day. Diversity: the art of thinking independently together. Malcolm Stevenson Forbes Diversity is not about how we differ. Diversity is about embracing one another's uniqueness. Ola Joseph Risks Generational diversity Attitudes Beliefs Work habits Expectations Values Hiring and retention 2

3 Benefits Generational diversity Richness to the work force Strength due to diversity Awareness of patient and family need Competition as employer Veterans or Silent Generation Baby Boomers Millennial or Generation Y The Veterans or Silent Generation 1925 to 1945 Age: 86 through 66 Military style authority Do not complain Do not tolerate piercing and tattoos Harsh with younger generation When I was your age Veterans Seniority Respect for people in authority Respect for elders Motivated by job security Generations in Nursing Baby Boomers 1946 to 1964 Age: 65 through 47 Penetration in management positions Self defined by job and work is self worth Limited overt support, coaching and nurturing I worked hard to get to where I am 3

4 Baby Boomers Commitment Dedication Heard work Loyalty Money and consumerism motivators Career women Age: 46 through 31 Second career nurses; didn t see value in nursing as young adult Latch key kids Independent Develop solutions to challenges How about we try this Generation X Little loyalty; maybe boss but not company 40 hour work week in the past Productivity: success and output not measured by amount time at the job Time off motivator Millennial or Generation Y Age: 30 through 11 Comparable to Veterans More interest in nursing Structure and technology Immediate feedback I need tools for my job Millennial High energy level Easily bored Minimal loyalty Culturally skilled Global orientation Fast results Time off motivation 4

5 Act on generational differences in values Nursing will be age diverse for future Generation groups are not homogeneous Restructure the work environment to accommodate cultures All employees held to same work expectations All employees held to same organizational policies and procedures Consider individual employee needs Taylor preferences by culture Coaching and motivating Veterans 1 to 1, seniority, experienced coach Personal touches hand written notes, plaques, pictures Boomers Peer to peer coaching, life long learning Public recognition, perks, recognition in newsletter Coaching and motivating Equal coaching environment, not micro managed Advancement based on merit, paid time off, cash rewards Millennial More coaching and mentoring than any other group, want structure, guidance, extensive orientation Personal feedback, opportunities for self development Communication Veterans Inclusive and built on trust Face to face or written not electronic Boomers Open, direct, less formal Group processing of information Staff meetings and discussion Will use but prefer face to face 5

6 Communication Technological communication Communication approach is bottom line Bored at meetings with much discussion Millennial Instant feedback and irritated when not immediate Enjoy team work and group discussions Read less so lengthy P & P not as effective as or chats Conflict resolution Work ethic conflict Veterans and Boomers resist technology and Millennial respect Boomers achievement and Millennial want work-life balance and Millennial less likely to work extra Conflict De-escalation Mutual respect and tolerance Mutual team goals Resident care focus Recognize each group for their contributions Work Design Distance walked Lifting and transfers Floor surfaces Lighting Noise Shift length Extra Generational Challenges Men in nursing 5.9% of nursing population Nursing is women s work Prejudices in and outside of nursing Marginalization Gender biases Aggressive and ladder climbers Extra Generational Challenges Minorities in Nursing Race Work schedule Academic preparation Earning potential Practice setting Re-entry nurses Accelerated programs 6

7 Bibliography Olson, Valerie Dong, Generational Diversity: Implications for Healthcare Leaders, Journal of Business and Economic Research, Seton Hall University, November, 2008 Rosseter, Robert J., Nursing Shortage Fact Sheet, American Association of Colleges of Nursing, September 20, 2010 Schoonover-Schoffner, Kathy, Why Aren t Men Choosing Nursing, Journal of Christian Nursing, Spring 2006, Vol 23, No. 2, pp Sherman, Rose O, Leading A Multigenerational Nursing Workforce: Issues, Challenges and Strategies, Online J Issues Nurs. 2006; 11(2), 2006 Nursing Statistics, 7