Do you need this or any other assignment done for you from scratch?
We have qualified writers to help you.
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.
Because medicine has improved in recent centuries and human mortality has declined, there is a greater diversity of generations in the workplace. Corporate managers should now consider this circumstance when compiling organizational policies and communication networks since certain challenges occur when several generations attempt to collaborate. The traditionalists, baby boomers, Gen Xers, millennials, and Gen Zers are present together in the healthcare facilities as well. In this essay, the issues emerging in such multigenerational spaces and strategies for their resolution are present.
Different generations have experienced various events in their manner, according to the time they were growing up. As a result, they have various values, needs, goals, and work ethics which present challenges to the managers. For example, traditionalists might have limited abilities to participate in physically-demanding activities and communicate via digital devices (AHA Committee on Performance Improvement, 2014). In turn, baby boomers tend to desire leading positions in all spheres, which might cause unwanted overenthusiasm. Gen X people value more or less free schedules and do not recognize authorities which makes the surveillance more complicated.
Next, millennials live in the reality of instant feedback and need updates about their performance. Moreover, they expect promotion after a short period of staying in an office regardless of their demonstration (AHA Committee on Performance Improvement, 2014). Finally, Gen Z workers are dependent on technologies and constant communication through social media while having trouble with real-life interaction, which might cause stress and anxiety (Chicca & Shellenbarger, 2019). Thus, the generations are different in their working abilities and values, which creates challenges for keeping this diversified workforce productive and profitable.
Fortunately, managers in healthcare and other spheres developed several important strategies for overcoming the difficulties when hiring differently aged individuals. First of all, a company needs to create a healthy generational foundation. Namely, to analyze the present workforce, create handbooks for employees about the organization’s core values, provide an opportunity to change tasks, acquire new skills, and manage schedule comfortably (AHA Committee on Performance Improvement, 2014).
The second intergenerational strategy is to install effective inclusive practices in communication, orientation, and motivation. Furthermore, it is recommended to engage the employees in dialog and provide information about their differences to keep them sensitive towards others (AHA Committee on Performance Improvement, 2014). Chicca and Shellenbarger (2019), suggest social media representation of the organization, emotional support, and feedback to Gen Z workers. Thus, the jest of these strategies is precise analysis, communication improvement, and inclusion of others’ values and issues.
Concerning my opinion about these strategies and practices, I agree with the majority of recommendations. Diversifying the communication styles for the needs of different generations seems to be the most effective solution to the problem. However, I do not think that managers should pressure their workers to create a dialogue space. If the meetings are poorly organized and not voluntarily performed, they might seem too artificial and would cause no positive effect on the employees.
Yet, I think these strategies would be more helpful than if the matters between the different generations remain untouched. Not all possible conflicts can be prevented with these measures. Nevertheless, if people can get information about the background of different generations’ values, they are closer to mutual understanding. These practices can at least reduce the lack of knowledge about the differences in comprehension and support a discussion and dialogue instead of conflict.
The multifaceted nature of the different generations’ presence in the workplace produces a variety of strategies. As such, Adil et al. (2017) developed a collaboration strategy for family-owned businesses with succession issues that could be applied elsewhere. The proposed solution is the training of individuals from different generations so that they can exchange their experiences. Furthermore, they can demonstrate their knowledge and discover talents in this process to start vale each other. Hence, the strategy proposes a mutual exchange of information and skills to create a dialogue between generations.
The strategy from the article mentioned in the previous paragraph supports the general information from the required articles. Namely, it also suggests that different generations of members should participate in some activities to establish a common ground between them. However, the article authors’ do not recommend emphasizing the differences between people but uniting them for a common cause (Adil et al., 2017). Therefore, the articles are mostly similar but differ in the matter of recognizing diversity.
In my workplace, I have faced some conflicts naturally arising from the differences between generations. For example, several old workers (possibly baby boomers) expressed prejudices towards my and my young colleagues’ performance. They criticize us for excessive independence and the lack of desire to communicate. To resolve the conflict, we participated in a respectful dialogue in which we established our values and working responsibilities.
To summarize, the workplaces become more diversified with each year. The current essay discussed the diversity of generations, and several strategies for reducing differences were reviewed. It was established that the best approach common for all strategies is the dialogue between people. Additionally, a survey of the workforce might help correct the practices for dealing with different generations following their values, issues, opportunities, and goals.
References
Adil, E., Nasution, M. D. T. P., Samrin, S., & Rossanty, Y. (2017). Efforts to prevent the conflict in the succession of the family business using the strategic collaboration model. Business and Management Horizons, 5(2), 49. Web.
AHA Committee on Performance Improvement. (2014). Managing an intergenerational workforce: Strategies for health care transformation. Web.
Chicca, J., & Shellenbarger, T. (2019). A new generation of nurses is here. American Nurse Today. Web.
Do you need this or any other assignment done for you from scratch?
We have qualified writers to help you.
We assure you a quality paper that is 100% free from plagiarism and AI.
You can choose either format of your choice ( Apa, Mla, Havard, Chicago, or any other)
NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
NB: All your data is kept safe from the public.