Great depression Research Paper.
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Pico Format 2 Nursing Problems
Introduction
In order to facilitate success within the workplace, it is essential to understand some of the differences that may arise. Diversity should not just be regarded as something that is racially or ethnically based alone; it can also be founded on generational differences. The essay shall look at some of the problems confronting nurses and how this hinders implementation of evidence based practice.
Population of Interest
In order to foster a productive and feasible atmosphere in clinical practice, it is imperative for members of the organization to appreciate differences and to respect them. This means that gender, racial and ethnic backgrounds need to be understood and appreciated. The latter categories of diversity have been discussed at length in nursing practice and most people can understand them well. On the other hand, the issue of intergenerational differences can also be problematic if nurses do not understand it properly. In order to place this matter in context, it is essential to study the historical background of these different generations. The population of Interest falls within one of these categories. (Cordinez, 2002)
There are basically four generations that may be found within the clinical situation; these are Veterans (born between 1922 and 1945), baby Boomers (born between 1945 – 1960), Generation X (born between 1960 – 1980) and lastly the Millennial Generation (Born after 1980). All these generations underwent different experiences that subsequently shaped their respective professional and personal values. The first generation under consideration is the Veteran generation born during the Great Depression and the Second World War. The latter generation grew up under tough times but during their adulthood, the country's economy began flourishing. Because of these matters, The Veteran Generation realized that hard work can be rewarded and that authority ought to be respected. It can therefore be said that the values most revered by this generation are authority, loyalty and respect. The latter generation falls within the population of interest.
The second generation of nurses in the field today is the Baby Boom generation. This group was born during a time of economic prosperity that was still characterized by some traditional values. This generation grew up around two- parent households in which one of the parents was the breadwinner. However, there were still a number of issues that they were confronted with at their time. They began challenging status quo and did not respect authority. According to members of this generation, real heroes are those ones with the courage to change systems as they are. Besides this, the latter generation had a lot room for growth within the nursing profession owing to the fact that economic times were relatively good. This generation is not that conversant with technology. Also, this generation falls within the population of interest. (Raines, 2003)
Intervention
Evidence based practice implementation in most health institutions is a recent development. Since the population of interest falls within the older generation, then this kind of practice was something that they have had to get accustomed to in subsequent years. It can therefore be asserted that evidence based practice was not part of their training and this fact makes it exceedingly hard for them to make it part of their practice. Consequently, the baby boomers and the veteran generation have not been associated with evidence based practice. Instead, it is the younger generation of nurses who have been enthusiastic about this sort of practice and something ought to be done about the situation.
Comparison of interest
After examination of the historical backgrounds under which these various groups grew, one can now understand that the differences between these groups have been influenced by their past. The four generations of nurses have different perspectives on authority, workplace structures and things such as technology and also evidence based practice. (Spitzer, 2001)
This can be a problem owing to the fact that organizations have changed dramatically over the past few years. Most health institutions now respect team based approaches and individuals from different organizational levels are often required to work together thus challenging traditional organizational structures in which the older generation were highly respected; the latter view is synonymous to implementation of evidence based practice. As if this is not enough, the advent of technology has flipped organizational relationships. Baby boomers who had grown up with a deep respect for authority now highly depend on younger nurses to explain to them all the nifty gritty of computer technology. This has created renewed tensions between the latter groups because despite the dramatic change in organizational structures, nurse's mental attitudes have still remained relatively stagnant and this has hampered implementation of evidence based practice.
Some nurses have failed to recognize where behavior patterns originate from and thus misunderstanding their colleagues from other generations. For instance, Baby Boomers usually think of generation Xers as being highly unreliable or disloyal. On the other hand, the latter generation regards Baby Boomers tendency to remain with one employer as a failure to cease new opportunities.
Outcomes
Instead of looking at the issue in a negative light, it is possible for different generations of nurses to work together and thus promote the overall well being of the organization. Diversity management is often seen as the process of valuing people because of their differences rather than in spite of their differences. It would be more beneficial for respective organizations to work with intergenerational differences rather than ignore them or oppose them
Baby Boomers can learn from their younger colleagues that possessing a work life balance in which they have time for their family is a positive aspect. On the other hand, the millennial and generation Xers can learn from older nurses that it is possible to put off short term gains within one's career so as to benefit from long term investment in a particular job. (Hicks & Hicks, 1999)
Most of the time, conflicts arise within specific organizations when the root causes of these differing perceptions are not well understood. Additionally, problems are further compounded by failure to incorporate the ‘other' generations' view points in workplace policies and rewards. The Millennial and Generation X have fallen victim to this aspect because most of the time, the older generation are the ones who create those policies through their traditional lenses. Multiple generations are capable of working together within health institutions if nurses understand that different generations have different value systems and that those values can be a positive to the institutions.
Conclusion
In order for health organizations to flourish, there is a need to acknowledge differences between various generations of nurses and then utilize those differences for the overall good of the organization. Baby Boomers – who may have plenty of real time experience - can contribute towards high quality practice within a respective organization. On the other hand, younger nurses can use their knowledge of technology to streamline work processes. Old ideas that do not hold water in the current environment should be relinquished. However, those that may lead to organizational growth still need to be maintained.
References
Cordinez, J. (2002): Recruitment, retention and management of generation X; Health Care Management Journal, 47, 237
Hicks, R. & Hicks, K. (1999): Boomers, Xers and other strangers; Harper Collins
Raines, C. (2003): Connecting generations; CA, Crisp Publishers
Spitzer, R. (2001): A new world and new generation to come; Seminars for Nurse Managers, 9. 1367
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