please see attachment
Week 7 Discussion: Workplace Culture and Diversity
Step 1 Read the article.
Review the article,
Managing Generational Diversity in the Hospital SettingLinks to an external site.
Step 2 Post your response to the discussion board.
Respond to the following question and, if appropriate, include personal experience as part of your answer.
· The article discusses common threads of safe patient care and optimal patient outcomes. If you were the nurse manager on your unit, how would you use these concepts to work with generational differences?.
Use your personal experience, if it’s relevant, to support or debate other students’ posts. In your responses, provide one other example of how, as a manager, you would assist to meet patient/family needs. If differences of opinion occur, debate the issues professionally and provide examples to support opinions.
· In addition to your original post, be sure to provide a meaningful response to two responses. Read other students’ initial postings and respond to at least two other students. Expand on their comments to progress the discussion.
· Your initial post should be 2-3 paragraphs long and follow the requirements outlined in the discussion rubric. Please add to the discussion in your peer responses with informative responses, instead of posts similar to “great idea! I really agree with you.” The initial post and the peer responses have different deadlines. Make sure that your discussion adheres to these deadlines.
· APA guidelines and plagiarism prevention matter in discussion posts just like with other scholarly assignments. Cite all references appropriately using APA format.
Discussion response #1
If I were a nurse manager on my unit, I would prioritize diversity training so I can work with practitioners from different generations. Training helps nurses understand their peers’ backgrounds and why they act or behave in a specific way (Peck et al., 2011). Diversity training also allows nurses to provide comprehensive care to patients by considering their values and beliefs in decision-making. The training would be related to clinical, organizational, and linguistic issues (Finkelman, 2015). In addition, I would create unit teams by combining nurses from each generation. Doing so would allow each generation to give their input and assist in delivering evidence-based care. In my practice, I have realized that working with people from different generations, including baby boomers, millennials, and veterans, provides a balance in units. Each person brings a unique view, which contributes to informed decisions.
Furthermore, I would use the concepts to design practical reward schemes. Incentives are an effective way to appreciate nurses for their high performance and encourage them to achieve optimum outcomes. As nurses become motivated in their work and satisfied with being appreciated, they will likely remain loyal to the healthcare facility (Peck et al., 2011). However, rewards may not play a significant role if they do not reflect generational values. I have realized that people from different generations like to be addressed and awarded in a specific way. For example, veterans would love photos with hospital executives, personalized gifts, or close parking spots (Peck et al., 2011). Millennials, on the other hand, would be intrigued by public recognition and celebrations. Understanding what each generation values would help me give meaningful rewards to my unit members and, eventually, build loyalty and quality performance (Peck et al., 2011). I would also consider pairing staff in my unit to learn from each other. Although creating groups with mixed generations may be effective, they may not encourage growth through interaction. Therefore, paring members is a viable option for achieving desired teamwork goals.
References
Finkelman, A. (2015).
Leadership and management for nurses: Core competencies for quality care (3rd ed). Pearson
Peck, N. C., Kleiner, K. H., & Kleiner, B. H. (2011). Managing generational diversity in the hospital setting.
Culture & Religion Review Journal,
2011(1).
Discussion Response #2:
With in the article
Managing Generational Diversity in the Hospital Setting written by Peck et al., (2011) generational diversity is becoming recognized by healthcare organizations as necessary. In order to create a safe and positive work environment healthcare organizations must be able to retain and recruit nurses as well as create a healing environment for the healthcare consumer (Peck et al., 2011). This article highlights four different generations that are prevalent within healthcare today – the veteran generation, the baby-boomer generation, generation X, and the millennial generation.
The veteran generation (1920-1943) are known as the traditional, mature, and silent generation. Throughout this generation is is known that they are respectful, obey rules, and never question authority. The baby boomer generation (1943-1960) grew up during prosperity, economic growth, and optimism. This generation was taught that anything is possible and was involved in the civil rights movement, women’s liberation, and improvements in entertainment. Because of the time that this generation grew up in baby boomers have a strong work ethic, are competitive, and tend to be distrustful towards authority. Generation X (1960-1980) is also known as the lost generation. Many individuals were raised in a single-parent household and were allowed to participate in decisions impacting the family. This generation values a work-life balance and is less likely to work extra hours. The millennial generation (1980-2000) received increased parental attention and valued relationships, higher education, and collaborative teamwork. Millennials bring a positive outlook to the work environment and are extremely hard-working (Peck et al., 2011).
As a nurse manager, it is important to understand the generational diversity that is prevalent within the workforce and the values that each generation can bring to the work environment. By understanding these generations, the nurse manager is able to better promote a safe and positive work environment.
References
Peck, N. C., Kleiner, K. H., & Kleiner, B. H. (2011). Managing generational diversity in the hospital setting.
Culture & Religion Review Journal,
2011(1).
