MHACB 543 COMPETENCY TWO ASSESSMENT

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University of Phoenix *

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MHA/543

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Business

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Feb 20, 2024

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1 Competency Two Assessment Gwendolyn Thompson University of Phoenix MHACB 543 Diane Rodriguez November 20, 2023

2 Competency Two Assessment Workforce Conflicts A multigenerational workforce brings with it a wide range of benefits and problems. These days, it's not uncommon to find four generations working side by side in numerous fields. Every generation contributes a unique viewpoint to the workplace. There have been some difficulties following the recent merger inside our company, which resulted in departmental consolidation. Our staff now comprises multigenerational workers from four generations, thanks to this combination. The reorganization has left these personnel with a variety of requirements and desires. We have observed several changes since the merger, including a decline in employee performance and productivity, which has eventually impacted on department scheduling and collaboration. This blueprint comprises a strategy plan that will evaluate the current problems and, hopefully, promote a culture that is so comprehensive that it will raise employee happiness. Assessment To determine whether employee complaints were the result of isolated instances or were a symptom of a larger problem, the department will create an employee evaluation. It is imperative for organizational leaders to get a keen awareness of the needs and desires of their workforce. The results of these evaluations led to the implementation of routine shift meetings, which gave employees a forum to discuss any problems they might be having. Employers can better understand what motivates their workers by having anonymous online surveys for their staff members. The survey must be accurate and tailored to the organization's requirements.

3 Expectations & Goals Employees are given clear instructions and goals to work toward, and they are equipped with the means to achieve these objectives when they are set. Although it's important to make sure staff members understand our expectations, a lack of clarity in this regard might cause worry and confusion. Making sure staff members are aware of what must be done to live up to our expectations is imperative. The following are some tactics for communicating expectations to our staff: relate goals to company objectives; provide opportunities for feedback and discussion; put expectations in writing; learn about each employee's skill set; and be open and honest about what we expect and why. To ensure the effectiveness of our initiatives, we need to receive candid input and engage all employees across all departments. When it comes to getting employee input, technological channels like email and social media can be quite useful. Leadership will be able to make any required adjustments when needed if we can offer employees a variety of resources so that we can obtain input in real time. Overcome Conflicts and Improve Workplace Performance Conflicts will inevitably arise, and when they do, the key is to handle and resolve them effectively rather than attempting to prevent them. Finding a rapid solution to the problems before they get worse is preferable. The top 5 conflict resolution techniques, in Sonya Krakoff's opinion, are as follows: 1) don't ignore conflict; 2) define the issue; 3) get all parties engaged in a conversation; 4) find a solution; and 5) keep an eye on and follow up on the conflict. While it is ideal to increase workplace performance, there is no one-size-fits-all strategy for performance management due to the wide range of ages and work styles. It is imperative that we acknowledge the distinct and valuable contributions that every generation offers to the department. SyncHR states that valuing the experience of senior employees, avoiding stereotypes, and

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4 enhancing performance management for employees of all ages are strategies to enhance workplace performance. Measuring the Metrics You can evaluate the degree and significance of disagreements, disputes, and animosity between people or organizations by measuring the intensity of conflict. It is important to assess employee success to determine the effectiveness of our strategies. Over time, objectives may change, and constructive, cooperative performance assessments result from discussions with our staff. Training metrics, efficiency metrics, and productivity measurements will all be utilized to gauge performance. Another method is to be able to assess our performance with our recently put-into-practice tactics, which ought to aid in settling our intergenerational disputes. The best way for us to gauge the success of these projects is through our patients. Patients are welcome to provide us with anonymous or non-anonymous comments regarding their experiences dealing with the clinic and/or our employees, as well as any compliments or complaints they may have about us. We'll know we're headed in the right direction if fewer concerns and critics voice their opinions. We might also think about scheduling regular meetings without the participation of staff people. Effective Leadership Traits Effective leaders are the skills and wit that go unseen in a company. The idealists in charge of guiding their departments away from dangers are these leaders. "Manager" or "boss" roles are inferior to those of effective leaders. They have successfully mastered the ideal ratios of charisma, certainty, and zeal. Although it may appear that these leaders are born with special abilities, many leadership traits can be picked up and developed with enough time and experience. A competent leader possesses the following qualities: self-management, strategic

5 action, effective communication, accountability, responsibility, setting and sticking to clear goals, and complexity management. Transforming the work environment is a major key in this conflicting situation. The goal of transformational leadership is to assist team members reach their full potential by inspiring and motivating them. This is excellent for fostering high job satisfaction and staff empowerment. When the team is happy with the work environment it makes tackling conflict doable and successful in most cases. Conflict invariably follows the rapid evolution of the healthcare industry. However, what matters is how one reacts. A workforce comprising several generations will inevitably encounter conflict because of differences in working practices, viewpoints, and ages. Competent leadership may address these issues by defining objectives and implementing strategies that are aimed at preventing a repeat.

6 References Llensa, Eusebi, and Eusebi Llensa. “Managing a Multi-generational Team: The Definitive Soft Skills List.” Talent [R]Evolution, 24 Mar. 2022, blog.outvise.com/managing-soft-skills- list. “Overcoming the Challenges of a Multigenerational Workforce.” www.umassglobal.edu, www.umassglobal.edu/news-and-events/blog/multigenerational-workforce . Wheelan, S. A. (2013). Creating Effective Teams. Creating Effective Teams, 1–9

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MHACB 543 COMPETENCY TWO ASSESSMENT

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