Considering employee attendance how does generational differences (baby boomers, generation X, generation Y or Millennials) in our workforce affect growth, advances and retention. (in healthcare)

GENERATIONAL DIFFERENCES Today's workforce includes nurses from three generations, and each cohort (baby boomers; generation X; and generation Y, also known as millennials) has different expectations in the workplace (Dols, Landrum, & Wieck, 2010). Generation Z (teenagers in grades 7 through 12) will soon join these older cohorts (Levit, 2015). Older nurses may resent the younger ones, especially their technology skills and their lower need for social interaction. Here is an example: Kirsten McNamara is 24 years old. She spends her lunch break relaxing and returning text and email messages on her phone while she eats; she uses the quiet time to rejuve- nate. Her older coworkers are o'ended and complain that she was \"on her phone and rude\" the entire lunch hour. Generational differences affect retention as well. Generation X and Y nurses want challenging careers that offer opportunities for growth and advancement as well as time for lives outside of work. Flexible schedules and time off are valued by these cohorts, and organizations can expect high turnover if these expectations are not met (Edge et. al., 2011). Expectations of the younger generational cohorts affect supervision as well. They expect independence and to be involved in decision making (F arag, Tullai-McGuinness, & Anthony, 2009). Thus, shared governance is an appropriate structure, and consulta- tion is an effective management strategy. _