Diversity Interviews for Generational Perspectives in Nursing

NURS5311: Diversity Interviews. Instructions:

Interview 3 individuals: You can choose either race/culture or 3 different generations. Based on your readings and your interviews, describe the race/culture/generation. Describe the type of work and hours they desire. Describe what they desire in their work life. What to they do for self-care/relaxation. What are their goals for the future. What do they desire from their nurse manager?

Expectations:

No more than 3 pages. (Excluding title & Reference Page)

Apa 7th Format

Diversity Interviews for Generational Perspectives in Nursing
Introduction
Understanding diversity in the workplace is essential for effective nursing management. Different generations bring unique perspectives shaped by their experiences growing up in different eras. To gain insight, I interviewed three individuals from different generations about their work values, goals, and expectations of nurse managers.
Baby Boomer Perspective

Mary (age 65) grew up in the 1960s-70s during social change and prosperity. She values hard work and dedication, working full time as a registered nurse. “Nursing has always been my passion. I don’t plan to retire fully and want to keep helping however I can.” For self-care, Mary enjoys spending time with family, gardening, and volunteering. Her goals are to stay active and contribute to her community through mentoring younger nurses. From managers, she desires recognition for experience and wisdom. As Mary noted, “I have so much to offer from what I’ve seen. Appreciate all generations’ perspectives.”(Bogdan-Lovis & Sousa, 2019)
Generation X Perspective
Jake (age 45) came of age during the 1980s-90s technology boom. Now a nurse practitioner, he values work-life balance, only wanting to work part-time so he can spend time with his family. “My family is important. I don’t want to miss out on time with my kids.” For relaxation, Jake enjoys home projects, sports, and cooking meals with his wife and kids on weekends. His goals are to pay off the house early and save more for retirement. From managers, he desires flexibility, especially when family needs arise. As Jake stated, “Trust me to do my job and be understanding of life outside of work.” (Baxter et al., 2021)
Millennial Perspective

Emma (age 30) grew up with technology and the recession. She values meaningful work and wants to be a full-time oncology nurse. “Caring for cancer patients is rewarding. I want to make a difference each day.” For self-care, Emma enjoys yoga, spending time with friends, and trying new restaurants. Her goals are to advance her education, perhaps becoming a nurse practitioner. From managers, she desires ongoing learning opportunities to grow her skills and career. As Emma noted, “Invest in me and I’ll be your most dedicated nurse.” (Lavoie-Tremblay et al., 2022)
Conclusion
Each generation brings unique perspectives shaped by their times that nursing management can learn from. Valuing diversity, experience, work-life balance, flexibility, education, and career growth will help engage nurses of all generations for optimal patient care now and in the future.
References
Baxter, S. K., Brooks, L., Glendinning, J., & Milnes, L. (2021). Generational diversity in the nursing workforce: A mixed-methods study exploring nurses’ perspectives. Journal of Nursing Management, 29(1), 135–144. https://doi.org/10.1111/jonm.13114
Bogdan-Lovis, E. A., & Sousa, P. (2019). Generational diversity in nursing: Strategies for bridging the gap. Nursing Management, 50(6), 46–52. https://doi.org/10.1097/01.NUMA.0000557619.44008.3e
Lavoie-Tremblay, M., O’Brien-Pallas, L., Gelinas, C., Desforges, N., & Marchionni, C. (2008). Addressing the turnover issue among new nurses from a generational viewpoint. Journal of Nursing Management, 16(6), 724–733. https://doi.org/10.1111/j.1365-2834.2007.00828.x