Healthcare and Medicine Reference
In-Depth Information
way because we all had a similar mindset as nurses about what needed to
be done. The leader was transferred to a different department but like so
many meetings I've attended over the years, there's often a disconnect in
the process, and what might have been easily done by a motivated and
experienced group of people in a short period of time often gets
extended into a long drawn out process where a couple of people could
have done the assignment quickly. In terms of lost patient care and mis-
use of time, it's inexcusable.”
TEAMWORK AND GENERATION X WORKERS
Karp, Sirias, and Arnold (1999) discuss teamwork and Generation X, or
what has become known as the “slacker generation” of workers born
between 1963 and 1982. Generation X workers have sometimes been
characterized as lazy, arrogant, unreliable, cynical, and particularly ori-
ented to self rather than to teams. According to the authors, the lack of a
team orientation turns out to be untrue. GEN XERS work well in teams
“if it's a high-performing team composed of strong, diverse individuals,
focused on delivering results, who create flexible linkages to work as an
entire team, in isolation or in different configurations, depending on the
task. They are looking for authentic team synergy rather than confor-
mance to group norms” (p. 30). The authors also note that while GEN
XERS have the ability to work in teams, they may not necessarily accept
some of the limiting expectations of organizational life. To bring them
together as a team capable of working with a mix of older and younger
workers, the authors propose the following strategies and tactics:
1.
Identify a worker's strengths and interests and emphasize the attributes
they bring to the team, which may include a fresh perspective, high
technological ability, adaptability to change, resilience, and enthusiasm.
2.
Encourage individual identity since XERS may be fiercely independent.
3.
Integrate perspectives. XERS use the team to support their individual
efforts and relationships, while boomers see supporting the team as
their primary, individual role. Both perspectives must be discussed and
valued as the team moves forward.
4.
Provide personal support and offer feedback, frequently, quickly, and
when it's needed.
5.
Create a dialogue among team members that allows the team to dele-
gate responsibilities and to frequently review and revise how the team
is working.
 
Search Pocayo ::




Custom Search