Generational Diversity's Impact on Nursing Profession

Intergenerational Diversity and Nursing
Cultural differences are not the only influences on the diversity of a workplace. Members from different generations are working together now more than ever due to changes in financial resources and the need to delay retirement. Each generation has defining characteristics and provides valuable attributes to the workforce. This paper will briefly discuss four generations, their characteristics, and how they contribute to the nursing profession.
Four Generations
The first of the four generations are the veterans. Individuals in this group were born between the years 1925 and 1945. They have lived through world wars and economic difficulties. They often remain in the workforce due to financial need

or to maintain their vitality. Defining characteristics of this generation include loyalty and discipline. They are known to work hard and acknowledge authority. In nursing, it is more common for veterans to hold positions in management, having advanced their careers from bedside nursing (Andrews & Boyle, 2016).
Following the veterans are the baby boomers. Those in this generation were born between 1946 and 1964. This group did not experience the wars and financial difficulties of the previous generation. Most enjoy free expression and had more opportunities than their parents. They were often the first in their families to receive higher education and better employment opportunities (Clark, 2017).
Defining characteristics of baby boomers include a need for instant gratification and validation for their work. They seek this validation through promotions, raises, and a nice office (Andrews & Boyle, 2016). Through hard work they typically achieve higher level positions. Many are reaching the age where they are contemplating retirement (Clark, 2017).
The next generation is known as generation X. Between 1965 and 1980, these people values their individuality more than team work. Because of this, they tend to prefer to manage themselves without time constraints or limitations. They may show qualities that resemble ambiguity and uncertainty. Because of their flexibility, they are able to maintain a balance between work and home (Andrews & Boyle, 2016).
Those born in this generation are known as latch key kids. They were often left home alone with very little supervision while their baby boomer parents were hard at work. This created a sense of independence and autonomy. Although they prefer their independence, they are capable of working with others to complete a mutual task (Clark, 2017).
The final generation is the millennial. Born from 1980 to the present, this is the youngest generation found in the workforce. This group can adapt easily to change and require a balance between their personal lives and their careers. This group is the most adept at technological advances and this may provide advantages in the workplace (Andrews & Boyle, 2016).
In the workplace, millennials require feedback from supervisors and specific guidelines and job descriptions. This may be attributed to a need to feel welcome and that they have a purpose. Millennials are more common in the workforce than those in generation X. Millennials are often willing to change careers if they feel they may be happier elsewhere (Clark, 2017).
My Generation
I was born in July of 1981.

Although I am technically considered a millennial, I feel as though I relate more to generation X. I was a latch key kid and I had little supervision growing up. I tend to work better on my own, but I also value the importance of team work. I prefer autonomy over close supervision. Unlike true millennials, I did not have access to technology that is so prevalent now.
There are however, many traits of millennials that I can relate to. I agree with most millennial political standpoints. Also like most millennials, I am not particularly religious. One study completed in 2005 showed that only about half of the millennials surveyed reported that they pray regularly. While technology did not play a role in my early childhood, it was definitely present later in my high school career and college (Brown, 2017).
While considering the differences between these two generations and determining where I belong, I thought of my coworkers. The majority of staff on my unit are millennials, with a few from generation X. We do not have anyone from the veteran generation and, to the best of my knowledge, maybe one or two baby boomers. We have recently seen several nurses leave for different opportunities. While researching this paper, I found that millennials are more likely to change jobs and these are the staff members that have left. The most common reasons for leaving a position are feeling unsupported by management and a workload that is too heavy (Tourangeau,

Wong, Saari, & Patterson, 2014).
Baby Boomers
Because I can relate to both generation X and millennials, I chose to look more into the baby boomer generation.

This is my parents’ generation and I see those defining characteristics in both my mother and father. They are both hard working and value their careers.
Many differences exist between baby boomers and millennials. One major cultural difference involves segregation and racism. Baby boomers experienced the civil rights movements that occurred in the 1960s. Millennials do not understand the segregation that occurred, as well as the continuing presence of racism in today’s society. Many millennials from minority groups do not see the problem in continuing to live in the society they always have, with segregation being nonexistent. In recent times, racism has been a major part of almost daily life (Brown, 2017).
In the nursing profession, the majority of nurses that make up the workforce are baby boomers. Compared with millennials, baby boomers are more likely to remain in their current position. When considering work ethic, millennials are more likely to place greater emphasis on leisure time than baby boomers. When working together in the clinical setting, baby boomers and millennials can benefit greatly. The baby boomers are seen as mentors to the younger staff due to experience. Millennials offer the baby boomers other resources found through technological methods. All generations have the potential to benefit from each other (Clark,

2017).
In conclusion, generational differences exist among nurses but this should not be seen as a barrier to providing quality care. By using others as resources, nurses have the potential to become well-rounded in their ability to care for patients of varying ages. Knowing the characteristics that define each generation may lead to some ideas as to how a patient may expect to be cared for.