Describe your workforce, in terms of generational diversity. Identify the strengths and weaknesses of their work abilities as you have seen them.

Describe your workforce, in terms of generational diversity. Identify the strengths and weaknesses of their work abilities as you have seen them.

Describe your workforce, in terms of generational diversity. Identify the strengths and weaknesses of their work abilities as you have seen them. 150 150 Nyagu

Team Building: Multi generational Challenges Essay
Team Building: Multi generational Challenges Essay

Read the article, “Multigenerational Challenges: Team-Building for Positive Clinical Workforce Outcomes “ (pdf) • For this assignment, you will be writing a paper and addressing the following: o Using the information in the article, assess the mix of personnel on your floor/unit in your workplace. o Describe your workforce, in terms of generational diversity. Identify the strengths and weaknesses of their work abilities as you have seen them. o Assess this group’s functioning as a team. Use the information in your readings and in the current literature to describe what makes a functional team. o If you were the leader, describe a plan to coalesce this group into a functional team. Use the article and other readings for this information. o Apply transformational leadership strategies to your plan, and state the outcomes you would like to see. • Paper Requirements: • o This paper will be 6-8 pages long, with at least 6 references, in APA format. o It will have an introduction, a body, and a conclusion, a cover page, and a reference page. o Use APA headings to separate sections I currently work in a hospital setting that is very multigenerational diverse. Team Building: Multi generational Challenges Essay

Team Building: Multigenerational Challenges

Introduction

Healthcare industry is comprised of health practitioners from different generation cohorts working together. Healthcare leaders and managers find themselves managing over four generation cohorts which have different preferences, experiences, beliefs, work habits, and perspectives on issues. The presence of generational diversity at work has been a challenge to the healthcare managers and leaders as they leverage each generation’s skills and tactic knowledge. In addition, a leader has to reduce conflicts among the staff, enhance maximum productivity, and contribution of each member. This essay gives an overview of multigenerational mix of personnel and diversity, group functioning/development, and transformative leadership strategies a leader can use to coach and improve positive outcomes at work place.Team Building: Multi generational Challenges Essay

Assessment of Mix of Personnel at Workplace

Healthcare institutions have largely used a worker’s age and generation as a means of identifying their strategies. Currently, I work in a hospital setting that is very multigenerational diverse. The mixture of workforce is complex and spans across all the generation cohorts implying that a manager has to understand the workforce attitudes and values to create an insight on their needs and expectations. The hospital setting I work in has people of different health practitioners such as physicians, consultants, nurses, therapists, social workers, doctors, clinical officers, nurse assistants, psychiatrists, psychologists, and counsellors. All these professionals work together in groups and teams to plan and implement care plans for patients. Our workforce experiences generational differences which has an impact on the business culture since most of the individuals range between 25- 75 years of age. We have people in the workforce who are between 20 -23 years who are college students coming for internships in hospital. There are some younger persons between 25-30 years of age in leadership positions working with health practitioners of over 65 years of age. In addition, there are also managers in their mid-fifties in positions of leadership. All these leaders and workers from different age groups have different expectations and needs which an employer has to consider to promote productivity at workplace.

Description of Workforce in terms of Generational Diversity

Generational diversity is the aspect of having people of various age groups represented at the workplace. A workforce is classified in terms of its generational cohort. Each cohort share a collective personality, defining experiences, birth year, and history. The life, historical, political, and social events shared by a generational cohort shape their values, attitudes, and work ethics. In the current workplace, there are five distinct generations. According to Stutzer (2019), they can be classified into traditionalists, Baby Boomers, Generation X, Millenials, and Generation Z. The traditionalists were born from 1925 to1945 who grew up in difficult economic, social and political times. The events that shapes their lives include World War II and Great Depression. They are hardworking, cautious and conservative in terms of finances (Stutzer, 2019). When faces with challenges, they derive insight from past events. They are loyal and perceive seniority and experience as a critical factor in career advancement. Many of the traditionalists are transitioning into retirement but their main strengths are loyalty, respect to authority, and discipline in their work habits (Moore et al., 2016). Their weaknesses is in declining productivity due to health concerns resulting from age advancement. They require a flexible and less demanding work schedule.Team Building: Multi generational Challenges Essay

The Baby Boomers were born between 1946 and 1960. They form a considerable portion of the workforce. They were born in a healthy social and political environment and occupy many of the leadership positions in healthcare. Their strengths lies in their strong work ethics and team playing. They enjoy and value recognition through work and have preference for discipline and established structures (Solaja and Ogunola, 2016). Their weakness are constant need for recognition to keep them motivated, are less inclined to accept change, and are less tech savvy limiting their ability to keep up with technological advancements. Generation X spans between year 1961 and 1979. Most of them were born when both parents worked outside home and were raised as latchkey children. Their formative experiences were characterized by massive layoffs making them value work-life balance and self-reliance (Solaja and Ogunola, 2016). Their strengths include being technologically savvy, commitment to work, maintain a work-life balance, and are results oriented. Their weaknesses are that they are less loyal to corporate culture, are often dissatisfied with senior management, and are less inclined to spend overtime hours since they value performing tasks quickly.Team Building: Multi generational Challenges Essay

The millennial generation spans from year 1980 to 2000. Their formative experiences include globalization, technological advancement, violence, and terrorism. Their parents structured their lives hence most Millenials are attached to their families for safety and security. Their strengths are in being independent, innovative, creative, embrace technology, value ethics and social responsibility of the institutions they work for, embrace multiculturalism, and source for information to create their own processes(Stutzer, 2019). Their weaknesses include lack of interest in team work due to their independent nature, lack of a strong work ethic, and are likely to leave within two years if there is no career growth or skills development. According to Solaja and Ogunola(2016), Generation Z spans from 1997. Many of them are still in school with some joining workforce in search of internship opportunities. Their strengths lie in being most technologically savvy if any generation, embrace change easily, are ambitious and natural entrepreneurs, and a high ability to multi-task. Their weaknesses are being over-reliant on technology to solve problems and having a realistic outlook of life making them appear cynical.

Assessment of Group’s functioning as a Team

Healthcare settings often require employees to work and collaborate in groups and teams to come up with care plans and implement them. Teamwork in healthcare implies that multidisciplinary professionals work together to achieve a common goal(Pelican et al., 2020). Health professionals can be defined as a group since they are assembled together to provide healthcare services and are unified by a common goal of improving health outcomes of their clients. In the hospital unit I work, health teams exist with an aim of planning for patient care and work towards a specific activity. Each member of the team has specific roles but the members have a high level of interdependence since delivery of patient care follows multifaceted and related processes(Khan &Wajidi, 2019). A health team has defined objectives that have to be achieved for it to be considered successful. The achievement of set goals in a team is dependent on several factors such as level of communication, work environment, and relationship between the members. An effective team functions within a supportive environment, have respectful communication, mutual respect, manage conflicts and problems effectively, and have positive work relations(Pelican et al., 2020). An effective team is highly functional and focused in providing cost-effective and quality healthcare services.Team Building: Multi generational Challenges Essay

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Sometimes, several teams in the hospital settings have turned out to be ineffective leading to poor patient outcomes, poor services, and demotivation among the team members. I have encountered an effective team which was dominated by a few members with autocratic leadership style. The ineffective team hadpoor working relationships, poor conflict resolution methods, and poor communication(Woods, 2016). These resulted to resentment, demotivation, and disagreements among the members and in turn, low achievement of set goals and poor group functioning. To counter the negative effects of an ineffective team, there are several factors that describe a functional group or a team(Woods, 2016). A functional team is characterized by its clarity of purpose, roles, priorities, and standards. It has a high level of commitment, participation, clear communication and feedback, conflict resolution, mutual respect and good working rapports. The team members have ability and willingness to listen to each other, handle disagreements quickly and respectfully, and communicate clearly and openly. Decisions are made through a consensus and each member understands what is expected of them. Every member is given an opportunity to air their views and share ideas making them feel valued an important members of the group. All these aspects help in making a functional group.Team Building: Multi generational Challenges Essay

Description of a Plan to coalesce an Ineffective Group into a Functional Team

Effective team management in a multigenerational workforce is a huge task for a leader who has to leverage the strengths of each generations’ skill set. An ineffective team is often characterized by conflicts, disagreements, miscommunication, and personal differences. These leads to a toxic work environment, low morale, reduced productivity, poor patient and health outcomes, and increased turnover. As a leader, I have to make a plan to bring unity to an ineffective group allowing it to solve its problems and become a functional group. The plan should include working towards conflict resolution (Khan &Wajidi, 2019). Generational conflicts in groups are inevitable. However, they can be resolved and a safe working environment fostered. By planning to undercover any underlying assumptions that cause conflict between members and work towards establishing a solution together, the members will learn from one another and create a formal agreement to hold them accountable while creating a respectful working environment.

A leader should plan to coach and communicate to an ineffective group to ensure each one has equal expectations, clear roles, and vision to ensure healthy interactions and patient safety. A leader should plan to use a multifaceted approach when communicating to address generational preferences. Coaching should be done to harness the different generations into the management strategy (Pelican et al., 2020). Coaching will promote teamwork, open communication lines, and increase accountability. A leader should plan for technology integration of the team through training. Information technology is used in healthcare to improve patient care. Each generation is at different level of technology expertise (Nnambooze&Parumasur, 2016). It is necessary to plan for educational workshops to train on new technologies while incorporating the existing technologies. Team Building: Multi generational Challenges Essay

A leader should plan for informal or formal sessions where employees can showcase and share knowledge and expertise in a particular area to provide a context for learning and appreciating the wealth of knowledge available across the generations. A leader should plan for generational training to create awareness and appreciation in the workforce as they find a common ground in their similarities and differences for better service delivery(Graystone, 2019). Launching of affinity groups where all generations are welcome to learn and grow as a team can help a team to have regular cross-generational contact which will reduce misconceptions and assumptions. A leader should plan for team-building activities and events to cultivate stronger connections, better communication, and faster decision making which are necessary elements of a functional group.

Application of Transformational Leadership Strategies and Expected Outcomes

Transformative leadership is the best style recommended for use when managing a generationally diverse workforce. To promote effective teamwork, group functioning, and implementing the plan to ensure an ineffective team become productive; a leader would implement transformative leadership strategies that accommodate generational preferences such as coaching and motivating, communication, and conflict resolution (Woods, 2016). Various generations have different formative experience in their upbringing that create preferences in how they want to be coached, motivated, and mentored by their leaders. Motivation, especially intrinsic is an inherent humanneed that should be met. A leader should incorporate different methods of motivating and rewarding their staff depending on their generational recognition needs.

Utilization of effective communication strategies in transformative leadership would work effectively to promote good working relationships, receipt of prompt feedback, and development of good listening skills. By being sensitive to the communication differences and preferences across the different generations, a manager will be able to bridge communication gaps that result in ineffective teams and provide unique solutions that are acceptable by each generational belief system (Graystone, 2019). Good communication strategies help team members in understanding their roles, expectations, and to reduce errors that emanate from failures in communication. By using effective conflict resolution strategies, a manager can help in minimizing workplace conflicts that emanate from differences in generational values and work ethics (Nnambooze&Parumasur, 2016). Conflicts at workplace result in poor productivity, poor working relations among team members, and demotivation. By ensuring that conflicts are resolved promptly and in a respectful manner, a team will become effective and functional.Team Building: Multi generational Challenges Essay

Conclusion

In healthcare industry, facilitation of staff growth and development is a critical leadership function which is challenging in the light of a generationally diverse workforce. It is imperative for a leader to understand each generational cohort and accommodate their values, work ethics, and behaviors. A leader needs to coach and motivate all members of groups and healthcare teams and come up with ways to resolve generational conflicts and build effective teams. A leader should also come up with leadership strategies that will promote productivity, rapport, patients/ health outcomes, and organizational performance and success.Team Building: Multi generational Challenges Essay

References

Graystone, R. (2019). How to build a positive, multigenerational workforce. JONA: The Journal of Nursing Administration, 49(1), 4-5.

Khan, M. R., &Wajidi, A. (2019). Role of Leadership and Team Building in Employee Motivation at Workplace. Global Management Journal for Academic & Corporate Studies, 9(1), 39-49.

Woods, K. (2016). Organizational ambidexterity and the multi-generational workforce. Journal of Organizational Culture, Communications and Conflict, 20(1), 95.

Moore, J. M., Everly, M., & Bauer, R. (2016). Multigenerational challenges: Team-building for positive clinical workforce outcomes. Online Journal of Issues in Nursing, 21(2).

Nnambooze, B. E., &Parumasur, S. B. (2016). Understanding the multigenerational workforce: Are the generations significantly different or similar. Corporate Ownership and Control, 13(2), 244-257.

Pelican, K., Blair, B., Adisasmito, W., Allen, I., &Wanzala, S. (2020). One Health Leadership and Team Building Training. One Health: The Theory and Practice of Integrated Health Approaches, 184.

Solaja, O. M., &Ogunola, A. A. (2016). Leadership style and multigenerational workforce: A call for workplace agility in Nigerian public organizations. Leadership, 21, 46-56.

Stutzer, K. (2019). Generational differences and multigenerational teamwork. Critical care nurse, 39(1), 78-81. Team Building: Multi generational Challenge