• K Schmidt, J Meyer, J Liebeneiner, C E Schmidt, and K B Hüttenbrink.
• Klinik und Poliklinik für Hals-, Nasen-, Ohren-Heilkunde, Kopf- und Hals-Chirurgie, Universitätsklinikum Köln, Kerpener Str. 62, Gebäude 23, 50924, Köln, Deutschland. kristina.schmidt@uk-koeln.de
• HNO. 2012 Nov 1; 60 (11): 993-1002.

BackgroundThe shortage of qualified doctors and nurses has led to a competition between hospitals. Analyzing the circumstances of the competition, nurses and doctors of so-called generation Y are important. These employees are mainly female and have different requirements compared to previous generations. Therefore, knowledge of these requirements will become a critical success factor for hospitals in the future.MethodWe interviewed medical students in Kiel and Hannover from 2005 to 2011 about the clinical department chosen, the criteria for choosing a specific clinic, and the importance of MD and PhD programs. In addition, we conducted an internet and Medline search for scientific studies on labor shortage, generation Y, and demographics. The data were sorted by main categories and relevance for hospitals. Statistical analyses were performed using descriptive measures.ResultsWe received 1,097 answers which represents approx. 75% of all students. Sixty-seven percent of the students were female, 33% male. Preferences for departments revealed internal medicine, pediatrics, and anesthesiology as the top three. ENT followed at rank 10. The main criteria for choosing a clinic were working climate, structure and broadness of education, family friendliness, and respect. MD programs were rated 2.6, while PhD programs were rated 3.6. Staff members of Generation Y "live while working" and disagree with hierarchies. Internet and computers are part of their daily routine.ConclusionEmployees of Generation Y challenge leadership in hospitals by increasing demands. However, Generation Y can increase professionalization and competitiveness for hospitals significantly.

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