2019 ACMA National Poster: Generational Differences in the Workplace

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Generational Differences in the Workplace Janet Rowland, EdD, MSN, RN‐BC, ACM‐RN; Kerry Mitchell, PhD; Fusae Abbott, DNSc., RN; Melinda Mata, MBA, MSN, RN, ACM

Samuel Merritt University; Moxy Solutions; Sutter Health Purpose The Case Management Program prepares 48 MSN nurse case managers per year, the majority of whom are aged 25‐35 and have limited clinical experience. Following reports of communication difficulties and other professional behavior issues with our graduates, a program was developed between the SMU Case Management Program and one of our service partners, Sutter Health, to examine generational differences.

Major Curriculum Changes in 2011

Tools Demographics Gender

 83.8% of graduates were female.

16% 84% F

Age at Graduation

M

Goals • Facilitate greater understanding and appreciation of generational differences • Hear others’ points of view on workplace behaviors • Consider others’ experiences and expectations in the workplace • Communicate effectively in a multi‐generational environment • Plan for further action

Background

 The average age at graduation was 32.2 (range: 23‐ 57).

Initially the Case Management Program sought to address the issue of generational conflict, through case management coursework. After discussions with our service partner, it was determined that it would beneficial for care coordinators, managers and directors to also participate in the workshop. This project contributes to the field of case management by seeking to influence case managers’ perspectives, both those currently in practice, and those who will shortly graduate and begin practice. The innovative approach of conducting a joint workshop with a service partner, mixing management and graduate students to problem solve together was very successful. RESEARCH POSTER PRESENTATION DESIGN © 2015

www.PosterPresentations.com

Comparing G1 (1998‐2011 graduates (n=43) to G2 (2012‐2017 graduates (n=74) ) First Job 2012‐2017

 61% of graduates obtained CM jobs as a first job and 30% obtained non‐ CM RN jobs. Other 9%

A generation is defined by Merriam‐Webster, as “a group of individuals born and living contemporaneously.” Research on the multigenerational nursing workforce has described the characteristics of different generations and the impact of these on employee performance and job satisfaction (Stevanin, et al, 2018). Members of a generation typically share common experiences and values. Individuals from different generations may not share workplace attitudes, values and communication methods (Hendricks & Cope, 2013). It is not surprising that there may be generational differences among case managers. The median age range is 55‐59 for the largest group of board certified case managers (Relias Media, 2018). This is in contrast to MSN graduates, who range in age from 25‐35 years. As current case managers are aging and leaving, it is vital that they be replaced by younger workers.

 Adding Advanced Pathophysiology, Advanced Pharmacological Management, & Advanced Health Assessment.  CM Program developed partnerships with Kindred, Sutter, and John Muir Physician Network.

75.7%

1998‐2011

Jobs

Time to First Job

First Job <6mo 10%

RN 30%

CM 61%

<1yr 2%

34.9%

58.1% CM

Prior <6m

Leadership

58% 16%

<1m >1yr

<3m <1yr

<4yrs 11%

<3yrs 24%

<2yrs 24%

Yes 68%

<1yr

60.5%

Educator

FNP

Informat

23.3%

NA

NonRN

ProjMngr

QI

RN

RsrchRN

2012‐2017: Leadership Roles 5%

3% 7%

 Employment status and career advancement among responding graduates showed excellent program outcomes.  The impact of changes in the CM program around 2011 was shown in the positive results. After the changes, more graduates quickly gained jobs in the CM field.  Promotion to a leadership role and/or a preceptor role is associated with years of work experience.  Group 1 graduates expressed more favorable views about program preparedness. This area needs to be explored further by examining the comments from the survey participants.

1%

Thank you

83%

7% Director

Educator

LeadCM

Director

Educator

LeadCM

Manager

Other

No

Manager

Other

No

2012‐2017: Program Preparedness

1998‐2011: Program Preparedness

5.4%

7%

2.7%

43.2% 40%

Strongly Agree

The findings of very favorable views about the CM Program suggest that graduates who had positive feelings were more likely to participate in the survey. Also, considering the low response rate, the results of the survey might be biased.

5%

63%

 41% were promoted within 2 years after graduation.

Conclusion

Limitations 1998‐2011

16%

No 32%

 47% strongly agreed that the program prepared them for their given professions, followed by 45% agreed, 6% neutral, and 2% disagreed.

16.2%

1%

Work as a Preceptor <1yr 17%

<3m

>1yr

9%

No 75%

Time to a Leader

<1m

<6m

74.3%

1998‐2011: Leadership Roles

 25% of graduates held CM leadership roles.

Prior

Current Job

Director Educator 4% 9% Manager 7% LeadCM 4% Other 1%

≥5yrs 24%

2012‐2017: Time to First Job 8% 3% 15%

Prior 54%

CM

Leadership Roles

Other

46%

2012‐2017

Current Job

7.0%

19%

 53.8% obtained jobs before graduation and 32.4% obtained within 6 months after graduation.

CM 69%

RN

16%

<1mo 16%

RN 19%

13.5% 10.8%

1998‐2011: Time to First Job 5% 14%

>1yr 2%

<3mo 16%

Other 10%

Educator 2%

Program Preparedness

53%

Agree

48.6%

Neutral

Strongly Agree

Agree

Neutral

Disagree


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