Organizational Values In Nursing

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Organizational values
Values are an essenital part of our life, they encompass the abstract of what is right, worthwhile or desirable (Omery, 1989). Values are learned, modified and expanded through education (Eddy, Elfrink, Weis & Schank, 1994) but are also the products of culture or social norms (Meglino & Ravlin, 1998). They are shaped by the individual 's socialization throughout their life cycle and may change with age, experiences and culture (Parkes et al., 2001; McNeese-Smith & Crook, 2003). Due to their broad character they act as the basis upon which individuals make priorities and make choices in their personal and professional lives (Lee, 1976). A nurse 's individual value set shapes and guide her actions, attitudes and
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The global nursing workforce today is more age diverse than ever before and represents three main generations of nurses: the Baby Boomers (BB), Generation X, and Generation Y (Duchscher & Cowan, 2004; Hart, 2006; Zemke et al., 2000).
The Baby Boomer generation currently occupies many nursing leadership positions (Buerhaus, Staiger, & Auerbach, 2000; Thrall, 2005). Baby Boomers were born between 1943 and 1960, are known for their strong work ethic, working long hours at their jobs. Work has been a defining part of both their self worth and their evaluation of others (Greene, 2005; Sherman, 2005). Their core values are optimism, personal growth and involvement (Duchscher & Cowan, 2004; Weingarten, 2009).
Generation X were born between 1961 and 1980 and were reffered as ' 'The Lost Generation ' '. This generation was the first generation where both parents were likely to work outside home and many were raised as latchkey children. This has led to a sense of individualism and independence. They value self reliance and work-life balance; they are described as less loyal to the corporate culture (Karp et al., 2002). Generation X-ers are familiar with computers and video games, they are technically competent, multi-tasking and competitive (Kupperschmidt, 2006). The representation of Generation X cohort in nursing is significantly larger than the Baby Boomers. Althoug during the 1990s, the nursing profession had significant problems attracting Generation X members who saw
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This generational diversity in the workplace can lead to increased creativity and a greater richness of values and skills, it can also lead to value clashes, disrespect of each other 's viewpoints, and increased conflict (Swearingen & Liberman, 2004; Kupperschmidt, 2006). Smola and Sutton (2002) found several significant differences between the BB generation and X generation: generation X had a stronger desire for quick promotion than generation BB and they were less likely to believe that ‘work should be one of the most important parts of a person 's life’. This is in keeping with the stereotype of generation X as being more ‘me’ oriented and less loyal to an employer. Generation X was also more likely to believe that they should work hard even when their supervisor was absent. Generation X felt more strongly that 'working hard makes one a better person ' comparing to BB generation that felt more strongly that 'work should be one of the most important parts of a person 's life '. Smola and Sutton (2002) concluded that work values were more influenced by generational experiences than by age and maturation. McNeese-Smith & Crook (2003) found significant differences only for values of variety and economic returns, the younger the generation, the higher these values. Generation Y has been found to be significantly different from BB generation and X generation in his value to autonomy and work-life balance, searching for new work opportunities that might met his
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