MHA 543: Benchmark Assignment: Multi-generational workforce assignment, Complete A+ Solution Guide.

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Within the field of healthcare today, there are many challenging roles all wrapped into one with Charge Nurse being the most challenging role of them all. With members of the healthcare workforce sp... anning in age over five generations, these age differences can result in conflict amongst the team and organization. They can pose unique challenges for the manager and members of the group – the manager will always have to think of ways to resolve conflict and to make the environment a happy medium. When cooperation with other departments, performance, and shift scheduling suffer from these conflicts, management must take a fierce look at their leadership style and quickly determine the changes needed to be efficient and effective as well as a successful leader of the multigenerational workforce. Identification of Conflict Currently, as the Charge Nurse of a 42-bedded Pediatric unit, I am overseeing a staff of 40-45, which consists of members from the millennials, Gen Xers, veterans, and baby boomers. With our group currently in a transition phase from paper charting to the implementation of both the electronic medical record as well as barcoded medication scanning, there has been chaos on the unit dealing with the differences amongst the generations during this course of significant change in workflow. These changes in workflow seem to have ignited the process of disagreement; there have been conflicts before this culture change, which attributed to generational descriptors of work values, intergenerational conflicts seemed to be surrounded by key themes. These themes include work-life balance, productivity, communication methods and styles, the future of the public This study source was downloaded by 100000860583932 from CourseHero.com on 01-27-2023 03:22:55 GMT -06:00 https://www.coursehero.com/file/64843974/Britney-D-Way-Benchmark-Assignment-Week-4-MHA543docx/ MULTI-GENERATIONAL WORKFORCE 3 sector, leadership techniques and styles, and organizational change. It is essential for the success of my Pediatric unit that I have an enhanced understanding of these differences in generational perceptions to work toward a successful resolution. Critical Strategies for Resolution of Generational Conflict Charge Nurses and those within the public sector deal with the challenge of creating a technique to retain and motivate highly skilled older employees who are transitioning out of the workplace while remaining attractive to lesser qualified younger employees who are entering the workplace (Bright, 2010). Because, within the field of healthcare, multiple generations are working together, attention on each of their orientations is important when lowering the possible issues (Haynes, 2011). Before coming up with a resolution, there is an intangible framework drawn from the specialties of management and sociology that must be understood as a pacesetter to confirm the trail to success, Mannheim's theory of generations. This theory teaches us that individuals are greatly influenced by the socio-historical climate (events that are notable for which they were actively involved) of their childhood or youth, yielding generations that become change agents, and provides rise to events that, in turn, mold and shape future generations (1952). Also, with the understanding of Mannheim's theory of generations, a Charge Nurse must also employ strategies formed from the opinion of diversity management. Wyatt-Nichol and Badu Antwi-Boasiako (2012) indicated that the concept or theory of diversity management originated from Thomas (2011). Thomas defined diversity management as the capability of a leader to make decisions of the highest quality amid similarities, differences, and related complexities and tensions. Our employees represent us from a variety of preferences and This study source was downloaded by 100000860583932 from CourseHero.com on 01-27-2023 03:22:55 GMT -06:00 https://www.coursehero.com/file/64843974/Britney-D-Way-Benchmark-Assignment-Week-4-MHA543docx/ MULTI-GENERATIONAL WORKFORCE 4 backgrounds, personnel in human resources have come to appreciate diversity management strategies as critical to the performance of organizations as a whole (Wyatt-Nichol & Badu Antwi-Boasiako, 2012). In keeping in line with the previously discussed framework as well as theory, there are five strategies that I, as a Charge Nurse, can employ to deal with and promote conflict resolution within my unit. The first is simple, and that is the definition of issues. Secondly, policies must be developed in a manner to address the problems identified while maintaining adherence to the overall goals of the institution. Next, and very importantly, these policies must be made known to all staff in a method that they prefer and can understand easily. Once there is an understanding of systems, and regardless of feelings toward policies or conflict, all staff members must be held accountable to comply with procedures. Finally, the last strategy for success is the continuation of evolvement through innovation and through staying current and knowledgeable of best practices in healthcare management. Evaluation of Leadership Style Through the conduction of research on different methods for dealing with conflict within a multigenerational workforce, I have found that as a Charge Nurse, I need to be more receptive to these differences and make sure that I am not favoring one group's perspective over another's. I have felt that some of my older staff members were stubborn, and I now see that I was assuming without much knowledge and have been biased by believing in my perspectives, which caused me to experience personal frustration as a lead. I should have appreciated the opportunities to use those highly skilled employees to help shape the lesser experienced younger nurses. I also see that I need to adjust the way that I communicate [Show More]

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