lack of communication

Running head: WRITTEN CASE STUDY CRITIQUE 1

WRITTEN CASE STUDY CRITIQUE 3

Abstract

This paper focuses on the article titled “Generational Diversity” by Linda Kramer in the Dimensions of Critical Care Nursing. This article is based on the generational differences in the nursing field, and how that influences and affects the workplace atmosphere. In this paper, the article will be briefly summarized, along with discussion on the communication issues at hand and solutions to the problem.

Written Case Study Critique

“Generational Diversity” by Linda Kramer in the Dimensions of Critical Care Nursing is an article mainly focused on why generational diversity is occurring in the nursing industry, its affects on the environment, and what nurse leaders can do to overcome that challenge. Kramer begins the article by giving brief definitions of generational diversity, the generational gap, generational values, and generational cohorts. Kramer (2010) explains that the different groups of generations form generational cohorts which are “groups of people who share birth years, history, and a collective personality as a result of their defining experiences” (p.125). The four different generational cohorts are the Veterans, the Baby Boomers, Generation X, and the Millennial Generation. The Veterans who grew up during the Great Depression tend to be conservative, respectful of hierarchy and authority, and value face-to-face communication (Kramer, 2010, p.125). The Baby Boomers are the largest cohort in the nursing workforce, and also are often known as workaholics who value public recognition for successful work (Kramer, 2010, p. 126). Generation X believes more in a work-life balance, and many are currently reentering nursing as a second career (Kramer, 2010, p. 126). The Millennial Generation is the smallest cohort in the nursing industry, and technology plays a big role in the way they communicate in the workplace. Kramer (2010) mentions that if they do not address the issue of generational diversity, miscommunication will occur which could lead to unresolved conflicts (p.127). She states that ways to address the issue include understanding the differences between the generational cohorts, focusing on how to motivate each different cohort, find a communication style that fits each cohort, and using the differences between each generation to enhance the team (2010, p. 128). Though Kramer mentions several solutions to the generational diversity in the nursing industry, there are also several other options available.

The changing environment in the workplace is leading to generational diversity not only in the nursing industry, but also in several industries across the world. Generational diversity is not the only cultural difference affecting the workplace. In the textbook “Business Communication Today” by Courtland Bovee and John Thill (2010), there are eight main types of cultural differences. They include contextual, legal and ethical, social, nonverbal, age, gender, religious, and ability (Bovee & Thill, p. 66). Each of these different cultural differences is affecting the workplace environment, and just like generational diversity, need to be acknowledged before miscommunication occurs.

One of the first and most important solutions for overcoming the challenge of generational diversity is studying the other generational cohorts. To realize that there is even an issue at hand, leaders in the nursing industry need to recognize that each generation produces a different type of employee. Bovee and Thill (2010) state that “success in building bridges starts with understanding the gaps between the two sides” (p. 72). This studying or understanding can be done in several ways. The leaders can research each generational cohort to find information on their attitudes, values, communication styles, and expectations. By clearly understanding that each cohort has gone through significant experiences that effect the way they communicate in the workplace is the first step to resolving the challenges of generational diversity.

Respecting the differences, and not just simply understanding the differences, is also an important aspect. To respect the differences, nurse leaders need to change and adapt their communication style for each generational cohort. For example, the Baby Boomers and the Veterans prefer face-to-face communication, while Generation X and the Millennial Generation prefer communication via electronic devices (Kramer, 2010). Therefore, if a nurse leader has an employee who is a part of the Generation X group, and needs a way to communicate a message, an e-mail may be the most effective tool. While if a nurse leader needs to relay a message to an employee a part of the Baby Boomer generation, they may choose to communicate face-to-face.

Not only do the nurse leaders need to understand and respect the differences, but the nurses within the organization who are of different generational cohorts need to understand and respect each other. To work effectively with each other, they also need to take into consideration the type of communication style they are using. Nurses from the different generational cohorts could work together to show which communication style they are using. For example, if an employee from Generation X only used e-mail as their form of communication, and their colleague who is a Baby Boomer did not necessarily understand e-mail as well, the Generation X employee could teach them the basics of e-mail. By doing this, they are showing that they respect and understand the differences between their communication styles. Respecting the differences between the generations is not only effective in communication, but also in the type of management the employer uses.

The management style that a nurse leader uses is also going to differ across the generational cohorts. The Baby Boomers and the Veterans want a manager that will praise and reward them for the hard work they put in, while Generation X and the Millennial Generation are not as concerned with the constant rewards (Kramer, 2010). Generation X and the Millennial Generation prefer constant mentoring and coaching from their managers (Kramer, 2010). The nurse leaders will have to acknowledge these differences so that each employee from every generation is performing to the best of their abilities.

Communication is an essential part of everyday life. More importantly, it is constantly used in the workplace environment. Finding a communication style to fit the needs and understanding of everyone is difficult, due to not only generational differences, but also the other seven cultural differences. All of the different cultural differences can lead to miscommunication in the workplace, therefore by understanding and respecting the differences, an organization can overcome the challenge of cultural differences affecting communication.

References

Bovee, C., & Thill, J. (2010). Business Communication Today. United States: Pearson Education.

Kramer, Linda. (2010). Generational Diversity. Dimensions of Critical Care Nursing, 29 (3). Retrieved from <http://journals.lww.com/dccnjournal/Fulltext/2010/05000/Generational_Diversity.5.aspx>