IMPLEMENTATION PLAN:
Running head: PROPOSAL XXXXXXXXXX1
PROPOSAL XXXXXXXXXX2
CULTURAL SENSITIVITY AND GENERATIONAL AWARENESS: IMPORTANCE FOR NURSING COHESIVENESS Comment by Atobajeun, Donna: Your running head should be reflective of your title
A PAPER
SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE
NURS 5773: CAPSTONE PROPOSAL WRITING & PROJECT DEVELOPMENT
IN THE GRADUATE SCHOOL OF THE
PRAIRIE VIEW A&M UNIVERSITY
COLLEGE OF NURSING
BY
TAMIKA JUSTINE HARDIN, BSN, RN
TIFFANY D. WILLIAMS, RN, BSN
HOUSTON, TEXAS
NOVEMBER 12, 2019
DONNA ATOBAJEUN, DNP, APRN, CPNP
Table of Contents
Introduction………………………………………….…………………………………….3
Problem……………………………………………………………………………………3
Purpose……………………………………………….……………………………………3
Theoretical Framework……………………………………………………………………3
Literature Review………..………………………………………………………………...5
PICO……………………………………………….………………………………….....11
Implementation Plan………………..........………….…………………………………...11
References................................................................................................................. XXXXXXXXXX13 Comment by Atobajeun, Donna: Remove bold- See APA
Appendices
Appendix A. Flyer………………………..................................................... XXXXXXXXXX15
Appendix B. Pamphlet……...………………………………….................... XXXXXXXXXX16
Appendix C. Email…………………………................................................. XXXXXXXXXX17
Appendix D. Exit Survey……………………………………………………………..18-19
Introduction
Generational gaps have existed in the American workforce, especially with the adult population working longer before retirement and a newer age of younger nurses joining the workforce. Mixing generations within the workplace often
ings potential areas of disagreements and generational clashes. The cu
ent nursing workforce poses a significant challenge to nursing leaders and administrators as staff and leaders from different generations representing different cultures, attitudes, experiences, and work habits interact and work together within the nursing teams. Comment by Atobajeun, Donna: Needs supporting evidence. Same feedback given in Lit Review assignment.Include citations. Evidence that this is a problem that needs to be investigated.
Problem
With more cultural groups and generations now than ever in the workforce, nurse leaders must make efforts to have staff participate in training that will assist them in expanding their knowledge to encourage respectful behaviors and teamwork. Comment by Atobajeun, Donna: No evidence provided. See ru
ic
Purpose
The purpose of this review quality improvement project is to understand how nurse administrators effectively manage multigenerational and multicultural workforce effectively. Nurse leaders have to create and maintain a positive organizational culture, by influencing employee behavior and how employees are treated, culture drives employee effectiveness, safety and whether employees take advantage of opportunities as they arise (Nursing Diversity Magazine, 2018). Comment by Atobajeun, Donna: Your implementation plan states that you’re providing education to all staff, but this statement says you’re doing a review to understand how……By the end of your project will you “understand how they effectively manage…”. Revise based on what your end outcome will be based on your implementation plan Review the ru
ic criteria for this section
Theoretical Framework
Madeleine Leininger’s Transcultural Nursing Theory held that all patients must receive a course of care and treatment that is tailored to their unique cultural needs (Foronda, XXXXXXXXXXThe theory supports the notion that each person a
ives with a set of cultural practices and beliefs that will influence their ability to engage in their course of care and accept the aid given by others (Curtis, Bultas, & Green, XXXXXXXXXXWhen nurses work together to recognize the importance of culture on a patient’s treatment and outcomes, they can better support one another as well as the patients and their families in reducing conflict, educating all parties, and working toward outcomes/solutions that represent the wishes of the patient and their family.
Generational awareness, as put forth by William Strauss and Neil Howe,
ings an understanding of similar traits displayed in generational groups by shared historical events experienced during an era. Most of today’s workplace generational groups consist of “Baby Boomers” XXXXXXXXXX, BB),” Generation X or Latch-key” XXXXXXXXXX, Gen X), and “Generation Y or Millennials” XXXXXXXXXX, Gen Y) (Stevanin, Palese, Bressan, Vehviläinen-Julkunen, & Kvist, XXXXXXXXXXNurses should acknowledge the intergenerational differences when communicating so that they can strategize to minimize the impact of external influences on patient health that may cause adverse outcomes and capitalize on strengths that can support individual and familial well-being. Comment by Atobajeun, Donna: Is this a citation? Comment by Atobajeun, Donna: This section has varying font colors
XXXXXXXXXXNursing Administrators should be aware of the importance of their staff having cultural and generational sensitivity while interacting with one another. Dr. Madeline Leininger's Theory of Culture Care Diversity and Universality is a nursing theory that is highly relevant to the healthcare needs of the patient and families of diverse backgrounds. Dr. Leininger saw the importance of responding appropriately and therapeutically to clients from different cultures; it was critical for healing and wa
anted research to explain the beneficial outcomes. Daily we are all tasked with working on teams that are diverse in culture, age/generations, socioeconomic, racial, and other subgroups. Can we coexist in a respectful, team-oriented manner? According to Dr. Leininger and Strauss-Howe, we absolutely can! Transcultural Nursing has implications in research, education, and practice; as nurse leaders and team members, we want to provide the most culturally congruent care to our patients, but the same principles can be applied to our coworkers. Nurse Administrators always want to have a positive impact on staff daily, and they can do so by treating them with respect, having open communication, maintaining trust, and placing value on their individual needs. By ensuring that staff receives proper education and training will provide a positive cycle of interactions with one another.
XXXXXXXXXXHealth care in any setting is an exceptionally personal endeavor that must meet the needs of diverse individuals presenting with a variety of personal life experiences influencing their outcomes. Health care providers must recognize the need for cultural sensitivity in the provision of that care as well as a respect for generational awareness that affects the provision of care and interactions with both patients and their families. When Nurse administrators create a work environment that incorporates both aspects into their practices by attending training sessions and continuous education, teamwork is enhanced, and patient outcomes are improved.
Literature Review Comment by Atobajeun, Donna: Opening paragraph not evident. See feedback from lit review, refer to lit review class ppt
Generational gaps have existed in the American workforce, especially with the adult population working longer before retirement and a newer age of younger nurses joining the workforce. Mixing generations within the workplace often
ings potential areas of disagreements and generational clashes. According to Sibarani, Tjakraatmadja, Putro, & Munir (2015), each generation's values, ambitions, and working styles are different, causing conflict, negatively impacting productivity, morale, and retention rates amongst staff. The cu
ent nursing workforce poses a significant challenge to nursing leaders and administrators as staff and leaders from different generations representing different cultures, attitudes, experiences, and work habits interact and work together within the nursing teams. The purpose of this review is to understand how multigenerational and multicultural consciousness can establish a conducive professional work environment.
Meretoja, Numminen, Isoaho, & Leino-Kilpi XXXXXXXXXXconducted a cross-sectional study in which they sought to compare nurse competencies between the three generational cohorts that comprise the cu
ent nursing workforce. Data was collected from 2052 nurses in a university hospital in Finland. The Nurse Competence Scale was used to collect the data. The results of the study showed that the level of experience had a direct effect on the development of competence. The oldest cohort that had the most extensive work experience recorded the highest competence score at 70.1 on the visual analog scale. The youngest group registered a score of 59.0. All the cohorts included in the study were competent in patient-related tasks, engagement in continuous professional development, and provision of ethical care. This article provides details on