With the aging of workforces, managers are increasingly faced with the challenge of managing multigenerational workforces. Most of the healthcare organizations have up to four different generations under one organizational operation. Each of the generations have different expectations and approaches to work. Thus, there is an overall need for managers to consider these differences in the management of the intergenerational differences.
Scholars and managers argue that management of intergenerational workforce in the workforces requires that there be an acceptance of the existing differences, creation of a trust, and overall accountability (Turner, 2017). Generally, when the different generations are made aware of their differences; each is able to express their strengths and be accommodating to other generations. In healthcare settings, the older generations generally serve as mentors while the younger generations provide new approaches to routines as well as new technologies that could better improve healthcare services and the management processes. This aspect can be observed in the operation dynamics between baby boomers and the millennial generation.
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The perception of different generations requires that managers and leaders perceive the opportunity as a chance for growth. With the diversity in generations, it is easier for healthcare organizations to better serve the public through the provision of staff that identifies with the different generational needs. At the same time, the needs of the staff are different and there is a need for an overall review and satisfaction of these needs (Turner, 2017). These ideally lead to the overall ability of the managers to satisfy needs that relate to things such as intergenerational perceptions and overall differences in the understanding of the different aspects of the operation. Thus, intergenerational differences are advantages that provide organizations with the ability to manage the different client needs. The challenge to managers relates to the overall identification and appreciation of the existing differences.
References
Turner, P. (2017). Talent management in healthcare: exploring how the world’s health service organisations attract, manage and develop talent . Springer. Retrieved from: http://196.189.45.87/bitstream/123456789/62415/1/50..pdf
