Write a 1,050- to 1,400-word directive to address these conflicts. Do the following in yourdirective:
• Assess the situation that your department is facing.
• Create clear and reasonable expectations and goals to achieve cohesion,
cooperation, and communication between the four generations of workers in your
department.
• Lay out a strategy to overcome these conflicts and improve workplace performance.
• Explain how success will be measured based on your strategy and goals.
• Consider using tables, matrices, or other visuals.
• Evaluate what leadership traits you need to incorporate to lead your diverse
department. Cite 3 reputable references to support your assignment (e.g., trade or
industry publications, government or agency websites, scholarly works, or other
sources of similar quality).
•
Create a 15-slide Microsoft® PowerPoint® presentation with speaker notes that
presents your directive to the human resources manager and chief operating
manager. Format your citations according to APA guidelines.
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Multi-Generational Workforce
Jamie Johnson Moody
MHA/543
August 26, 2019
Lawrence Fergus
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Multi-Generational Workforce
WellStar had to unfortunately layoff some of our personnel. We also had to combine a
couple departments together. While this will help us be more effective, it did create some
conflicts. Unfortunately, these conflicts have started to impact performances, productivity, and
schedules. Employees are not working well within their team let alone with other departments.
Since we have found that communication and collaboration have been affected, we need to
provide goals, strategies and metrics on how to resolve these issues. WellStar’s core values are
Professionalism and Respect. Our core values define us as who we are. “The intention is that our
values will evolve and grow with us and our challenges in a more flexible format, reflecting who
we are and who we aspire to be (Ericsson, 2019).” In this paper we will look at the behaviors that
the team needs to work on to overcome these struggles. The behaviors we will be looking at are
trust and communication. These are so important when it comes to collaboration.
Goals
The goal for our team is to change behaviors and drive results. We will be looking at the
behaviors in a second but want our staff to know that what we are doing right now is not
working. We want to have a better working relationship with our co-workers and other
employees within the company. The expectation is that everyone is to come to work with an open
mind and be willing to help make our team better and more efficient.
Behaviors
With that being said, our team will need to learn about some behaviors, strategies to
perform the behavior, drive change, and reward the behavior. Let’s first look at the behaviors.
When we look at collaboration, the first behavior to look at is trust. Every employee needs to
have trust or faith in the other person. “It is also the glue that holds together any group, and it is
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the foundation of true collaboration (Kinsey Goman, 2017).” This does not matter what
generation you come from either. When it comes to strategies for building trust, we will
encourage the team to getting to know about each other. Once you build trust, then you can start
creating a working relationship so that you can learn from each other. If each generation takes
the time to actually get to know each other, they will find out that they have a lot more things in
common than they think. It also avoids people stereotyping generations and bias. One of the
biggest issues with multi-generational workforce, is that there are a lot of employees that
stereotype people. By encouraging employees to get to know each other, it makes them look at
them as a person and not a generation or sex. Our department will be going through a team
building session quarterly. This will help break the ice and for the employees so they can get to
know each other. This is also another great opportunity for a manager to find out each person’s
strengths and weaknesses and perspective. As leaders, we need to lead by example, so we should
be open to others as well. We will do the team building sessions based on shifts. Another
strategy is pairing employees up on projects. Teams can build trust in each other when they have
to work on projects together. Every generation has some similarities so we can use that to start
out with. Building trust does not happen overnight but is a great way to start it off.
The next behavior is communication. We as a company should always encourage good
communication. Communication is not just talking but it includes listening and body language as
well. We as a company need to encourage communication with our teams because this can make
or break a team. One of our core values is respect. We have all heard of the golden rule. “Do unto
others as you would want them to do unto you. This goes with communication as well. You want
your voice heard just as much as the next person. Sometimes people get frustrated because they
do not feel that the other person is listening to them or saying one thing, but their body language
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says something else. We should encourage people to be aware of their body language. This is one
of the common conflicts in organizations today. As an organization, we can implement some
communication exercises to help promote good communication. Each generation has their
preference on how they want to communicate, but within a business it is sometimes just good to
have talk in person.
One strategy that we can implement is by having ice breaker staff calls once a month. As
a leader we can initiate the conversation as we should set an example. All companies that have
multi-generational employees should value the differences in each generation. Not only does it
keep the communication open, but it helps people feel more comfortable doing it in this type of
setting. The topic does not have to be work related either but needs to stay clear of certain topics
(politics, and religion). On every project and staff call always leave the end of the call for
feedback, conversations, concerns. The more that you give the team the opportunity to talk to
each other the better off the team will be.
Leader Traits
As a leader, you need to have some leadership traits to help motivate and guide your
team. The leader needs to be a good communicator. Communication is key. We are expecting our
team to communicate well with each other. We need to be the one that leads by example. Another
leadership trait that you must have is being people oriented. By being a people oriented, you will
be able to foster a team culture, involve others in decision-making, and show concern for each
team member (CFI, 2015).” Another trait that you must have is confidence. Your team is not
going to follow your lead if you are not confident. If you are wishy washy, they will not think
you know what to do. A team will fail quickly if the team does not have a leader that can lead
and guide their team. As a leader you want your team to follow your lead. Everyone makes
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5
mistakes, but a responsible leader will admit when they are wrong. When others see that their
leader lets them know that they made a mistake or takes responsibility for something, that they
don’t have to worry. A leader not only needs to lead but needs to motivate their team to do the
right thing. This team is having issues and needs a leader that will step in, guide them and
motivate them. Once the team is back on track and is performing the behaviors that are needed
for them to be successful the leader can start rewarding them for their behavior. A leader needs to
motivate and coach their team. We are expecting our team to trust one another, so we should
expect the same from ourselves. Your team must be able to trust you. These are all traits that will
help our team be successful
Conclusion
Our team can overcome these challenges. We just need to work at respecting each other,
building trust so that we can learn from each other. We want to be able to work together to be one
successful team. We also want to be good communicators and be aware of how we are coming
across to the other person. Once we have overcome these challenges, as a leader I can start
rewarding the team for their behavior by recognizing them for what they have done and giving
them points so they can buy items out of a catalog. As being a manager, I need to also lead by
example as well. the key points from the supporting paragraphs without introducing any new
information.
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References
CFI (2015) Leadership Traits Page 4 paragraph 1 Retrieved from
https://corporatefinanceinstitute.com/resources/careers/soft-skills/leadership-traits-list/
Ericsson (2019) Core Values Page 2 Paragraph 1 Retrieved from
https://internal.ericsson.com/book-pages/41387/vision-and-core-values
Kinsey Goman, C (2017) Six Crucial Behaviors Of Collaborative Leaders Page 3 paragraph 1
Retrieved from https://www.forbes.com/sites/carolkinseygoman/2017/07/11/six-crucialbehaviors-of-ollaborative-leaders/#3d7f86c98cbe
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