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Describe at least two ways the work environment is conducive to older workers and at least two difficulties it might present.

Assignment: Creating a Welcoming Workplace for the Older Worker
The nursing workforce is aging rapidly. In fact Baby Boomers constitute the largest group of nurses currently practicing. This aging workforce poses two significant ramifications for nurse managers. First due to the volatility and uncertainty in the world and national economy many Baby Boomers have shifted their retirement plans and are staying in the workforce. This is requiring creative responses on the part of employers. Conversely as these highly experienced and knowledgeable nurses do begin to exit the active workforce experts anticipate a brain drain that will affect all levels of health care environments.
In this weeks Assignment you critically assess your current organization or one with which you are familiar to determine why older workers may stay in or leave their positions. In addition you suggest strategies that could help to retain and further engage this specific population of nurses.
To prepare
Review the article From Veterans to Nexters: Managing the Multi-Generational Nursing Workforce. Reflect upon the key ideas: the challenges and implications of managing a multi-generational workforce common generational differences interventions for increasing generational motivation and strategies for retaining the older nurse.
Reflect on your current organization or one with which you are familiar and determine the demographic breakdown of employees based on age. Then consider how this specific work environment might present difficulties for older workers and think about factors that might cause these employees to leave your setting.
Use this weeks Learning Resources as well as your own scholarly research to identify strategies that could engage and retain this population of nurses.
To complete
Submit a 3- to 5-page paper in which you do the following:
Identify the demographic breakdown of employees in the organization. If you are unable to access exact demographical data provide your best estimate for each of the following age ranges: 2030 3040 4050 5060 and 6070 and 70+.
Describe at least two ways the work environment is conducive to older workers and at least two difficulties it might present. Support your response by citing authentic examples from the workplace and this weeks Learning Resources as applicable.
Propose at least four specific strategies you could implement to engage and retain older workers.
Minimum number of references required is 5.
Required Readings
Beheri W. H. (2009). Diversity within nursing: Effects on nurse-nurse interaction job satisfaction and turnover. Nursing Administration Quarterly 33(3) 216226.
Retrieved from the Walden Library databases.
Behrens article examines the effects of diversity in nursing. The study found that nurses who are satisfied with their jobs and have a higher level of education are more likely to tap into the potential offered by cultural diversity.
Collins-McNeil J. Sharpe D. & Benbow D. (2012). Performance potential. Aging workforce: Retaining valuable nurses. Nursing Management 43(3) 5051.
Retrieved from the Walden Library databases.
Due to the increasing connectivity between patient safety and government-sponsored financial incentives it is important for nurse managers to understand the specific language used by finance. This article examines the importance of this topic.
Harton B. B. Marshburn D. Kuykendall J. Poston C. & Mears D. A. (2012). Self-scheduling: Help or hindrance? Nursing Management 43(1) 1012.
Retrieved from the Walden Library databases.
This article discusses the possibility of allowing nurses to create their own schedules to boost retention.
Outten M. K. (2012). From veterans to nexters: Managing a multigenerational nursing workforce. Nursing Management 43(4) 4247.
Retrieved from the Walden Library databases.
The author of this article addresses the need for effective management of a multigenerational workforce. Increased nurse turnover and interpersonal conflict are some of the consequences of overlooking this type of diversity.
Wisotzkey S. (2011). Will they stay or will they go? Insight into nursing turnover. Nursing Management 42(2) 1517.
Retrieved from the Walden Library databases.
In this article the author focuses on creating a work environment that will decrease the effects of nurse turnover. The author states that organizational commitment has the most direct effect on these turnover rates.
Optional Resources
Manion J. (2009). Managing the multi-generational nursing workforce: Managerial and policy implications (White Paper). Retrieved from International Centre for Human Resources in Nursing website:http://www.hrhresourcecenter.org/node/2377
Hatcher B. J. (Ed.). (2006). Wisdom at work: The importance of the older and experienced nurse in the workplace (White Paper). Retrieved from National Academy on an Aging Society website:http://www.agingsociety.org/agingsociety/links/wisdomatwork.pdf
Chambers P. D. (2010). Tap the unique strengths of the millennial generation. Nursing 40(2) 4851. Retrieved fromhttp://journals.lww.com/nursing/Citation/2010/02000/Tap_the_unique_strengths_of_the_millennial.18