Ethics & Legal Aspects in Nursing

 

 

 

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Ethics & Legal Aspects in Nursing

Diversity in the Nursing Workforce

Nursing is a patrician profession that provides care, compassion, and comfort to needy individuals. Nurses depict a critical role in the healthcare industry, and their actions can significantly impact patients’ well-being. Ethical and legal considerations are crucial in nursing practice. Ethics are the moral principles and values guiding a person’s conduct, while the law sets out the rules and regulations governing the nursing profession (Varkey, 2021). Ethical and legal principles are convoluted and essential in nursing as they ensure that patient care is delivered safely, effectively, and ethically. This essay will explore the common barriers to minority student success, the critical characteristics of the four-generation groups in today’s workforce, and how the different generations present in nursing affect nursing care and the nursing workplace.

The Common Barriers to Minority Student Success

There are many common barriers faced by minority students impeding their success in academic settings. One crucial barrier is the lack of access to resources and support systems aiding their academic achievement (Manzano-Sanchez et al., 2019), including inadequate access to technology, textbooks, and other educational materials, including limited access to guidance counselors or mentors providing advice and support. In addition, minority students face discrimination and prejudice from their peers, teachers, or administrators, leading to feelings of isolation and lack of belonging. Their ability to succeed academically can be affected by financial constraints and the requirement of working while studying (Alschuler & Yarab, 2018). These barriers can lead to lower retention and graduation rates among minority students, hindering their opportunities for future success. It is essential to address such barriers through targeted support programs, cultural competency training for educators and administrators, and increased resources, as it can create a more balanced academic environment for all students.

The Critical Characteristics of the Four Generational Groups Present in Today’s Workforce

There are four generational groups currently present in today’s nursing workforce, having their characteristics and attitudes, and the groups include Baby Boomers, Generation X, Millennials, and Generation Z (Hisel, 2020). Baby boomers are those born between 1946 and 1964, known for their hardworking and loyal nature, where they value job security, and they have a strong work ethic. Generation X are those born between 1965 and 1980 and are more independent and self-reliant. Generation X values work-life balance and prefers working in a flexible and adaptable environment. Millennials are those born between 1981 and 1996 and are known for their tech-savvy nature and desire for instant gratification (Kaul, 2022). Millennials value feedback and recognition and prefer a collaborative work environment. Generation Z is those born between 1997 and 2012, and they are the youngest generation in the nursing workforce, valuing diversity and inclusion. Generation Z prefers a fostering creativity and innovative environment, allowing them to work with autonomy. Nurse educators need to comprehend the critical characteristics of the four generational groups as it improves their communication and engagement with their students, creating a positive and productive work environment.

The Effects of the Generational Groups on Nursing Care and the Nursing Workplace

The nursing profession incorporates individuals from distinct generations, including Baby Boomers, Generation X, Millennials, and Generation Z, where the generations have distinct attitudes, values, and work styles, significantly affecting nursing care and the nursing workplace. The differences in the groups can affect the nursing workplace, creating communication challenges and challenges in collaboration and leadership (Shelley André, 2018). This can be seen as Baby Boomers have a more ancient approach to nursing care, and they struggle to adapt to new technologies and workflows, but Generation Z they may be comfortable with technology and lack experience hence requiring guidance and mentorship from older colleagues. Differences in values and work styles among generations can lead to conflicts and misunderstandings between coworkers, mostly in multigenerational teams. For nursing care, the distinct generations can lead to unique perspectives and approaches to patient care (Christensen et al., 2018). This is clear as Baby boomers have a more dismissive approach to patient care, but Millennials and Generation Z prioritize patient autonomy and empowerment. This diversity can be essential in providing patient-centered care, but it also requires effective communication and collaboration among healthcare teams, ensuring that all voices are heard and considered. These generations in nursing can provide benefits in terms of diversity and a broad range of perspectives requiring effective management and communication in overcoming potential challenges and creating a cohesive and collaborative workplace culture.

Conclusion

Ethics and legal aspects are vital components of nursing practice ensuring that patients receive quality care while adhering to professional and ethical standards. Nurse educators should address the barriers to minority student success creating a more inclusive and diverse nursing workforce. The presence of different generational groups in nursing today indicates unique challenges requiring understanding and collaboration to ensure effective communication and positive work environments. Nurses and nurse educators must recognize and respect different generations’ value systems and attitudes, promoting a cohesive and collaborative nursing workforce that provides the utmost patient care.

References

Alschuler, M., & Yarab, J. (2018). Preventing student veteran attrition: What more can we do? Journal of College Student Retention: Research, Theory & Practice, 20(1), 47-66. https://doi.org/10.1177/1521025116646382

Christensen, S. S., Wilson, B. L., & Edelman, L. S. (2018). Can I relate? A review and guide for nurse managers in leading generations. Journal of nursing management, 26(6), 689-695. https://doi.org/10.1111/jonm.12601

Hisel, M. E. (2020). Measuring work engagement in a multigenerational nursing workforce. Journal of nursing management, 28(2), 294-305. https://doi.org/10.1111/jonm.12921

Kaul, A. (2022). Attracting, retaining and motivating the Indian millennials-a human resource perspective. ICTACT Journal on Management Studies, 8 (1), 1524-1530.

Manzano-Sanchez, H., Matarrita-Cascante, D., & Outley, C. (2019). Barriers and supports to college aspiration among Latinx high school students. Journal of Youth Development, 14(2), 25-45. https://doi.org/10.5195/jyd.2019.685

Shelley André, R. N. (2018). Embracing generational diversity: Reducing and managing workplace conflict. ORNAC Journal, 36(4), 13.

Varkey, B. (2021). Principles of clinical ethics and their application to practice. Medical Principles and Practice, 30(1), 17-28. https://doi.org/10.1159/000509119

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