Cultural Differences In Health Care

Working in the health care field nurses encounter cultural diversity not only with the patients served but with fellow workers as well. Cultural differences can influence how nurses function as a team therefore affecting the quality and outcomes of health care. These differences can change communication, perceptions, and job satisfaction. One of the cultural diversities encountered is generational. Generational differences are that the life experiences of each generation can be profoundly varied. To be addressed in this paper are three differences between Baby Boomers, born between 1946 – 1964 and Generation X (Gen Xers), born between 1965 and 1979. The three of the areas are job loyalty, communication and work expectation. To enable nurses

Baby Boomers tend to be loyal employees who identify self-worth through their jobs (Shatto, 2017). Their loyalty is not only to their employer but extends to the team they work with. Not only are they are team-oriented they are natural agents in a dynamic workplace, arrive early to work and think overtime is a moral obligation (Phillips, 2016). Phillips (2016) continues in her report that “Gen Xers learned to set limits, manage their own time, are self-directing and appreciate work life balance” (p. 198). Members of Generation X may have decreased loyalty to employers (Tourangeau, 2014). With this contrast, it is no wonder that misunderstandings can occur between these two generations. These misunderstandings can cause the team to work poorly together and can affect patient care and outcomes. It is important for staff nurses and management to be aware of the potential problem and when conflicts do occur management should quickly intervene getting the issue out in the air (Vincent,

Younger nurses are less interested in long term career plans, they are focused on learning transferrable skills and getting results they can showcase in a resume (Kennedy, 2015). Continuing in her article Kennedy (2015) states that “In contrast, Boomers – despite all the evidence against the odds of achieving this goal still yearn for long term employment even if they have to give up leisure time and money to get it” (p. 34). Management will need to focus on what incentives can entice the Gen Xers to stay, including money, promotions and especially a flexible work schedule. Management can further enlist Baby Boomers to mentor these employees, using their vast knowledge and work expectations to groom and mold younger nurses. As they mentor they are also mentored as Gen Xers can help bring Baby Boomers up-to-date on using