The Baby Boom Era Impact
The Baby Boom Era Impact
Recruitment & Retention of Healthcare Professionals
HS546: Health Insurance & Managed Care
Keller University
Table of Contents
Executive summary 3
Problem statement 4
Literature review 5
Problem analysis 10
Solutions and Implementation 12
Justification 14
References 16
Executive summary
The increasing number of elderly individuals is largely impacting the healthcare personnel and the industry itself. Apart from the problem of trying to provide qualified health physicians for patient treatment, new perspectives are coming up and they will significantly modify the healthcare industry. The new perspectives will modify the manner in which health services are received and provided. In addition, recruitment and retention of healthcare professionals (i.e. Doctors, nurses, midwifes, medical assistants, nurse practitioners, hospital personnel, etc.) has become crucial to enhancing access to medical services especially to the aging and underserved population in the United States.
Experts have provided two reasons that have accounted for differences in generational values and attitudes. “The first reason involves historical events such as World War and the second reason concerns itself with employee trying to be particular with what they expect from their employers.” (Diane A., 2001). Moreover, regardless of “the fact that people from different generations do not agree on some things, they share some common aspects.” This paper illustrates two major age groups “namely baby boomers and the x-generation and discusses their distinctions and similarities”. (Leigh, 2011). In addition, the impact of these generations on recruitment and retention of healthcare professionals, solutions to this issue and their justification is also discussed.
This paper also outlines “management strategies that employers can utilize in the healthcare
Recruitment & Retention of Healthcare Professionals
HS546: Health Insurance & Managed Care
Keller University
Table of Contents
Executive summary 3
Problem statement 4
Literature review 5
Problem analysis 10
Solutions and Implementation 12
Justification 14
References 16
Executive summary
The increasing number of elderly individuals is largely impacting the healthcare personnel and the industry itself. Apart from the problem of trying to provide qualified health physicians for patient treatment, new perspectives are coming up and they will significantly modify the healthcare industry. The new perspectives will modify the manner in which health services are received and provided. In addition, recruitment and retention of healthcare professionals (i.e. Doctors, nurses, midwifes, medical assistants, nurse practitioners, hospital personnel, etc.) has become crucial to enhancing access to medical services especially to the aging and underserved population in the United States.
Experts have provided two reasons that have accounted for differences in generational values and attitudes. “The first reason involves historical events such as World War and the second reason concerns itself with employee trying to be particular with what they expect from their employers.” (Diane A., 2001). Moreover, regardless of “the fact that people from different generations do not agree on some things, they share some common aspects.” This paper illustrates two major age groups “namely baby boomers and the x-generation and discusses their distinctions and similarities”. (Leigh, 2011). In addition, the impact of these generations on recruitment and retention of healthcare professionals, solutions to this issue and their justification is also discussed.
This paper also outlines “management strategies that employers can utilize in the healthcare
References: Andrew, C., & Michael, K.(2009).Generational attitudes of rural mental health nurses. Australian Journal of Rural Health, Apr2009, Vol. 17 Issue 2, p97-101, 5p, 5 Graphs; DOI: 10.1111/j.1440-1584.2009.01044.x Diane Arthur Charts; DOI: 10.1007/s10869-010-9163-8 Janneka, G.(2011) John, M.L., Teona, T.,& Mary,A. K.(2007).Diversity, Inclusion and Mentoring to Retain Nurses. Diversity Factor, Vol. 15 Issue 4, p27-30, 4p Kevin,R., Andrea, M., & William,M.(2011).More Similar than Different: Millennials in the U Lara, C.,& Lori,C. (2008).Attaining organizational commitment across different generations of nurses. Journal of Nursing Management, Vol. 16 Issue 8, p984-991, 8p, 2 Charts; DOI: 10.1111/j.1365-2834.2008.00911.x Leigh,E.(2011) Lynn,W.K. (2005).Generational Approaches to Current Nursing Issues. Oklahoma Nurse, Vol. 50 Issue 1, p16-19, 4p Maggi,P Nancy, C.P., Kleiner, H.K., & Kleiner, H. B.(2011). Managing Generational Diversity In The Hospital Setting. Culture & Religion Review Journal, Vol.20 Issue 1, p54-68, 15p, 1 Chart Ryan, B.M.,& Chelsea,V Santos, S. R., & Karen, C.(2004).Workplace Adjustment and Intergenerational Differences Between Matures, Boomers, and Xers. Nursing Economic$, Vol. 18 Issue 1, p7-13, 7p, 5 Charts Studies, C Wendy,H., Wang,W.,& Anthony,A.(2007). Retirement Planning and Expectations of Australian Babyboomers. Annals of the New York Academy of Sciences, Dec2007, Vol. 1114, p267-278, 12p, 2 Diagrams, 3 Charts; DOI: 10.1196/annals.1396.024