Please respond to each discussion post (a total of 2 responses). Each response should include additional information in response to the discussion post. Please note, you are responding directly to the person by name such as Hi James, or Hi Jane, etc.
Length: at least 135 words each response, not including references
Citations: At least one high-level scholarly reference in APA per post from within the last 5 years
The entire paper should not be in APAP format but the in-text citation and reference should be in APA format.
Cultural Diversity in the workforce by Sean Diener
Diversity is everywhere, including in our place of work. In healthcare, diversity can be seen in our patients and among the health care workers. Our differences can be utilized in a positive way to create a dynamic environment that adds elements that reflect the cultural cross-section in the community. Diversity education is a vital part of the process when working to improve cultural competence. Health care is complex and dynamic, with a multifaceted environment (Moore, Everly, & Bauer, 2016). The goal is to work together and compromise to meet desired positive outcomes. Because the healthcare environment has generational diversity, it would be prudent to embrace this diversity and promote its benefits.
Today’s workforce consists of four generations, including the Veterans (1925-1945), Baby Boomers (1943-1960), Generation X (1961-1979), and Millennials (1980-2000) (Moore, Everly, & Bauer, 2016). Each generation carries specific knowledge, values, experiences, style, needs, goals, events, characteristics, strengths, weaknesses, and challenges. The staff culture must adjust to the changing environment, learn to appreciate diversity, respect differences, and work together. Therefore, integrating them and promoting celebrating the celebration of differences, promoting each generation’s strengths, and seeking an understanding of the differences is important.
Moore, Everly & Bauer (2016) defined workplace generations as follows: Veterans, who comprise about 3%, the smallest portion of the workplace, are respectful, loyal, and hard workers, but have less stamina for long hours still want to be in the workforce. Baby Boomers live to work, sacrifice personal interest, care for older parents and grown children, and comprise 32%. They enjoy recognition, are work-oriented and are team players. Generation X encompasses 39% who are self-reliant, value independence, question authority. Millennials are technology experts who prefer a healthy work-life balance and flexible schedule and comprise 26% of the workplace.
With all generations combined, cohesiveness with mutual respect and shared understanding of their own organization’s diversity can help create an environment where everyone is respected, valued, and unjudged. Team building will promote positive outcomes. Leaders can promote teamwork through retreats and goal-focused meetings, prompting equity and fairness, increasing job satisfaction, teaching listening skills, empowering participants, communicating vision, and overcoming adversity.
Team Building Strategies
Team building can effectively solve problem-solving, increase morale, enhance a healthy work environment, and improve cooperation. The four aspects of team building are open communication, inclusion, trust, and conflict resolution.
• Open communication is the ability to communicate to each generation with acceptance and understanding. In the spirit of openness, a leader reinforces the fact that each generation has strengths and weaknesses. For example, text messaging with abbreviations is appropriate for Millennials, while Baby boomers prefer face-to-face communication, and they find texting is informal and confusing (Moore, Everly, & Bauer, 2016). To facilitate open communication from all generations, the strategy would be to make the communication line available in all forms such as texting, in-person meeting, bulletin boards, newsletter, or e-mailing.
• Inclusiveness understands the varying behavior between diverse generations. Each generation will appreciate strengths and accept weaknesses. For example, Baby boomers’ skills and experience are valued by other generations, while the Millennials know they are preferred for technology skills. The understanding of reciprocity is an important element amongst generations.
• Trust is integral to relationships, including the workplace. Trust facilitates cohesiveness. Honesty is a precursor to trust. Building trust should start with familiarizing oneself with others around them. QuizBreaker is an online game that can help build trust within a team and help them become more acquainted. A fun weekly scheduled virtual quiz delivered by email helps teams get to know one another in just 2 minutes per round (Allen, 2018).
• Conflict resolution: Conflict in the workplace is inherent but preventable. Conflict is a normal process in a diverse environment and happens in every organization. Conflict challenges the team and offers opportunities when resolved (Kim, et al., 2017). However, unresolved conflict can lead to dysfunction, reduce morale, and hamper performance. Therefore, it needs to be addressed promptly with successful navigation through the process to reach a collaborative solution and effect (Kim, et al., 2017). “Bulls-Eye” is a game designed to look at the big-picture benefits of effective conflict resolution. A drawing of a large target, consisting of three circles: an innermost circle represents a team member themselves; the middle circle represents the team, and the outer circle presents the company. The discussion question is, “How does your ability to resolve conflict affect you and your job?” Team members shout out various ideas and record them appropriately on the target (Fox, 2016).
Allen, V. (2018, May 22). The Best 5 Activities That Can Build Trust Within Your Team. Retrieved from Workstyle: https://www.workstyle.io/team-trust-building-activities
Fox, A. (2016, September 19). Using games in conflict resolution. Retrieved from Anne Fox APS: https://annefox.eu/2016/09/19/using-games-in-conflict-resolution
Kim, S., Bochotay, N., Relyea-Chew, A., Buttrick, E., Armdahl, C., Kim, L., . . . Lee, Y.-M. (2017). Individual, interpersonal, and Organisational Factors of Healthcare Conflict: A Scoping Review. Journal of Interprofessional Care, 282-290. doi:https://doi.org/10.1080/13561820.2016.1272558
Moore, J. M., Everly, M., & Bauer, R. (2016). Multigenerational Challenges: Team-Building for Positive Clinical Workforce Outcomes. The Online Journal of Issues in Nursing, 21(6). doi:https://doi.org/10.3912/OJIN.Vol21No02Man03
Understanding and Leading by Julie Pender
The main topic I would include in my presentation would be respect and understanding. Respect has always been a requirement for successful workplace. You cannot control who you work with nor can you control the patients who you care for. Respect is the foundation of all positive workplace successes that arise from living and working in a diverse environment. When people aren’t familiar with how or why a person does something, it is easy to question or to criticize it. For example, when it comes to certain issues in the workplace, two people with differing religious views could have different views from each other toward a new policy. It is possible that neither one may agree with the other’s views, but both can agree to treat each other with respect, to reduce the conflict and stress of the situation. Over time, hopefully, the two will learn to appreciate the job that each one does, and hopefully, each will try to look beyond personal differences. The main takeaway is that embracing each other’s differences can give us different points of view in to how to care for our patients. Cultural respect is critical to reducing health disparities and improving access to high-quality health care, health care that is respectful of and responsive to the needs of diverse patients. When developed and implemented as a framework, cultural respect enables systems, agencies, and groups of professionals to function effectively to understand the needs of groups accessing health information and healthcare participating in research-in an inclusive partnership where the provider and the user of the information meet on common ground.(NIH, 2017)
For each of the four topics listed below, discuss at least one team building strategy that you, in an advanced nursing role, would be inclined to implement to promote positive clinical outcomes.
Open communication – one team building strategy is doing role-playing activities. Giving the staff scenarios and acting them out. Then allowing staff to discuss how different cultures would respond in that situation. This is a team building exercise and builds cultural education.
Inclusiveness- team building strategy would be to play a bingo game. Where the squares are to help the employees get to know each other and their different cultural beliefs. Also, discussing stereotypes. Encourage open and frank discussions during training by exploring employee diversity in terms of generational differences, work styles, work philosophy and ethics.(Robins, 2020)
Trust- a team building strategy that builds trust is doing interactive activities. QuizBreaker is an online game that can help in building trust within a team. A fun weekly scheduled virtual quiz delivered by email that helps teams get to know another better in just 2 minutes per round (Allen, 2018) Another idea is a virtual escape room.
Successful conflict resolution- Believe it or not, just listening to an employee’s issue is the first and most important step in resolving conflict. You should simply listen to all parties involved to completely understand the nature of conflict and then start troubleshooting solutions.(University of Notre Dame, 2020)
References Allen, W. (2018). The best 5 activities that can build trust within your team. Work Style. Retrieved February 1, 2021, from https://www.workstyle.io/team-trust-building-activities
National Institute of Health. (2017, February 15). Cultural Respect. NIH.gov. Retrieved February 1, 2021, from https://www.nih.gov/institutes-nih/nih-office-director/officecommunications-public-liaison/clear-communication/cultural-respect
Robins, A. (2020, August 6). 5 diversity and inclusion activities to build belonging on teams. Office Vibe. Retrieved February 1, 2021, from https://officevibe.com/blog/diversity-andinclusion-activities
University of Notre Dame. (2020, October 7). Conflict Resolution Skills & Techniques in the Workplace. Retrieved February 1, 2021, from https://www.notredameonline.com/resources/negotiations/6-simple-workplace-conflictresolution-techniques/. For more information on Cultural Diversity Week see this: https://en.wikipedia.org/wiki/Cultural_diversity
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