Multigenerational Workforce Conflicts

Multigenerational Workforce Conflicts
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Multigenerational Workforce Conflicts
In the 21st century, a healthcare workforce comprises distinctive generations of workers from different cultural perspectives. As a healthcare manager, my organization has merged with another one, layoffs occurred, and departments are consolidated. However, my employees’ ages span four generations from three distinctive cultural groups. The conflicts between workers are adversely affecting shift scheduling, work performance, and cooperation with other departments. If something is not done at the moment to effectively manage my multigenerational workforce, things would be worse. In that light, the situation needs a proper solution by first understanding the primary sources of conflicts. Employees in my department should understand that everyone’s contributions are crucial to the overall success of the organization. As such, the paper focuses on appropriate strategies that can support the multigenerational healthcare workforce to help employees work harmoniously to facilitate the success of the firm.
Age differences within a healthcare workforce remain to be a primary challenge for numerous organizations. As a healthcare manager, one should create a workplace environment that fosters cooperation, collaboration, communication, and cohesion between the four generations of employees in my department. In particular, managing a multigenerational is challenging since it entails individuals with differences in attitudes, values, behaviors, and characteristics (Lewis & Wescott, 2017). A good example of a multigenerational workforce is shown in the table below.
Figure 1
Multigenerational Workforce, Birth Years, Characteristics, and Experience.


(Source: /profile/Lorinda-Lewis/publication/316160639_Multi-Generational_Workforce_Four_Generations_United_In_Lean/links/59cc1479aca272bb050c65b1/Multi-Generational-Workforce-Four-Generations-United-In-Lean.pdf)
As can be seen in Figure 1, different generations have unique experiences that shape their behaviors and characteristics. Indeed, it can be challenging for these people to work together without conflicts if proper measures are not put in place. The following are the clear and reasonable expectations and goals that would eliminate conflicts among workers in my department:
As a healthcare manager, the first thing that an individual should do is to foster open communication through different media to eliminate communication barriers between the four generations (Graystone, 2019).
Also, one should facilitate continuous feedback.
When setting expectations or tasks, they should be precise.
Embracing flexibility ensures that employees’ personal and professional needs are met regardless of their generation, which requires active listening.
The healthcare manager should create effective ways to enhance knowledge sharing among workers by combining traditional and contemporary methodologies.
Moreover, workers should be given a chance to share their ideas and opinions using the most appropriate ways. For example, younger generations prefer instant feedback while ol...