Creating A Welcoming Workplace For The Older Nurse

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Creating a Welcoming Workplace for the Older Nurse Healthcare demands are increasing across the United States. The nursing shortage is a national concern and nursing leaders are faced with the reality that the nursing workforce is ageing at a rapid rate (Sherman, 2013; Harrington & Heidkamp, 2013). It is predicted by the year 2025, there may be a nursing shortage of 250,000 nurses. Currently the average age of a nurse in the United States is 47. More than one third of the Registered Nurse (RN) workforce is between the ages of 50 and 64 (Sherman, 2013). A challenge for organizations will be in retaining the older nurses. Facilities will need to build supportive cultures, teach leaders about generational diversity, and consider how the current work is being completed and to give attention to ergonomics and job engineering (Sherman, 2013). To encourage older healthcare workers to remain in the workforce, organizations will need to develop strategies to accommodate the older workers changing abilities (Harrington & Heidkamp, 2013). The purpose of this paper is to look at the age demographics of a current healthcare facility in Wisconsin. The ways in which the work environment is conducive to the older worker along with the difficulties which it can present will be discussed. The proposal of specific strategies which can be implemented to engage and retain older workers will be suggested.
Demographic Breakdown of Employees at Mercy Medica Center The median age of a

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