The current nursing workforce is composed of four distinct generational cohorts that display various characteristics whose effective incorporation for better patient outcomes. The cohorts include the veterans, baby boomers, generation X, and millennials. This essay describes the four generations and compares the group that I belong to with another one.
The Four Generations
Veterans (Born 1925 – 1945). Veterans were born during the Depression and World War II events. These nurses experienced tough times due to the political and economic reservations experienced during this period, which made them nurses become more hardworking. While most of them have retired, some have remained in the workforce, although unable to work for long hours, and their productivity is low (Saber, 2013). The nurses are cautious of every challenge they experience and acknowledge lessons from history as a source of insight for solutions. However, the transition to technology changes has proved to be a challenge to them.
Baby Boomers (1946 – 1964). The nurses in this generational cohort grew up during the time of free expression and economic development. The group forms the most significant nursing workforce and have a strong work ethic who view their duties and responsibilities as a means to self-fulfillment. They demand to be valued through salary increases and promotions.
Generation X (Born 1965 – 1980). The nurses in this group approach work on an individual basis and hence, do not value teamwork. They like working under self-management of time and setting their limits. They work well without supervision and embrace flexibility and uncertainty effectively.
Millennials (Born 1980 to present). They were born when terrorism, violence, and drugs became life realities. They accept and embrace multiculturalism as a beneficial way of life. The nurses are adaptable to technological changes and maintain a balance between work and family. The advancement in technology has become part of their lives, and they also depend on the internet to solve some of their work challenges (Moore, Everly & Bauer, 2016). They enjoy working in teamwork and can effectively synthesize large amounts of information in a short duration.
The Group to Which You Belong
I belong to the millennial group because I was born during this period. I also possess features that describe this group, like the ability to adapt to the changing technology in the nursing field. I also value teamwork, and I am fond of challenging assumptions to get the facts rather than working with opinions. I also like to work in a multicultural environment to gain more insights into the world we live in and the dynamic demands of the nursing workforce.
Group to Which You Do Not Belong.
The millennial group to which I belong shares some common values with the first group – veterans. However, they have a lot to learn from each other. While the millennial rely mostly on evidence-based practices to get solutions to the challenges they experience, the veterans tend to refer to past events and learn from the (Saber, 2013). In this regard, the millennial should also learn to apply what worked with a previous challenge and what did not work to assess a viable solution (Moore, Everly & Bauer, 2016). Although the veterans have become less productive due to their age, they should also embrace multiculturalism and feel comfortable while dealing with patients and workmates from diverse cultures. Such will reduce their worries and enhance their comfortability at work.
Generally, the four cohort generations have different experiences based on the time they were born. Such experiences have shaped their way of life and working practices. While in the current nursing workforce, the four groups pare represented, although, in various ratios, they need proper cooperation to combine efforts for better patient outcomes.
References
Moore, J. M., Everly, M., & Bauer, R. (2016). Multigenerational challenges: Team-building pfor
positive clinical workforce outcomes. lOnline journal of issues in nursing, 21(2).
Saber, D. A. (2013). Generational differences of the frontline nursing workforce in relation to job
satisfaction: what does the literature reveal?. The health care manager, 32(4), 329-335.