Read and respond to the following classmates’ discussion posts. Be constructive and professional with your thoughts, feedback, or suggestions. Be sure to use at least 175 words, FULL APA references, and in-text citations.
1. Yes, I agree that managers should have a multi-generational understanding in order to embody well-rounded leadership. Managers encourage cooperation among various generations of employees and lead to achieve quality results. It takes a team functioning together and in sync in order to achieve the quality initiatives required, as you well point out in your post.
Class: Suppose you were the lead manager of an organization and cooperation among various employees from different generations was lacking, and as such was a barrier to making progress in quality initiative areas. What would be a first step to find the root cause of the problem of lack of teamwork? What first set of questions might you ask in your search for answers? Please discuss.
2. This week as we think about employee satisfaction and working together to bridge generational differences, I think it’s important that employees communicate well across departmental boundaries. Communication is an important element of bringing generational differences to a common point. In our businesses sometimes deficiencies in communication may not be addressed properly therefore supporting a continual need for improvements. This course and our material causes me to stop and think about the possibility of generational differences being part of the communication deficit; if this is true then addressing the differences and finding commonalities might be a way to support lasting solutions.
In a recent QAPI meeting with my managers, we noted problems with our screening station where employees are screened for covid 19 prior to entering the building. We have had a screening station since the pandemic began and there continue to be deviations that need to be corrected. Small the problems may seems, as all employees are being screened, they are problems none the less because of discrepancies with rules that have been set up. I brought up to my managers that when the nurse infection preventionists develop improvement strategies and educate staff, that a component that is needed is an avenue for an employee to express a concern about the process, or a grievance. This part has been left out – we have put rules into place and said “follow them.” I would like to know the reasons why some staff have deviated and aren’t going along with all processes. Without a mechanism to hear their voice how do we know if there is something we don’t see that needs to be fixed?
So in thinking about my experience and needing to understand why workers do as they do, do you think there may be generational differences in how we can best present an avenue for employees to express why the system isn’t working? Might one generation respond better to a process than another and if so, what might the solution be?
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