Generational Conflict in the Workplace - 1526 Words

Abstract Conflict in the workplace is not a new problem. Having many generations working towards the same goal will almost always cause some friction. It becomes the responsibility of administrators/managers in the workplace to not only understand the source of this conflict, but also diffuse it before it becomes counterproductive. Conflict can be a very powerful tool in the workplace if not allowed to get out of hand. Each generation in the workplace has much to learn from the others. They also have much to teach. Using â€Å"The Wheel of Conflict† to understand this conflict will allow for a more productive, and less hostile workplace. Factors Leading to Conflict With the recent downturn in the economy and the†¦show more content†¦Generation X consisted of the 1960’s and 1970’s. There were racial struggles in the not so distant past. Old stereotypes die hard, and there may be some subconscious issues between the older guard and the newcomers. These issues may not be as blatant as outright racism, but may be subtler. Gen Yers wouldn’t think twice about seeing a burka in the workplace, whereas Gen X and before may do a double take. Relationships with family also play a large role in this conflict. Firstly Gen Yers are not afraid to live with their parents until they find the right job. This can often be viewed unfavorably by older generations who see this unwillingness to head off on their own as a weakness. Needs In order to properly address the conflict within the workplace, one must understand the various needs of all parties involved. There are three basic types of issues to consider. The first of these are Substantive Issues. This includes things like money or salary, resources needed for a job, or time. Second is Procedural Issues. These include means that we use to address the conflict. This could be communications or other means that are used to address conflict. Finally Psychological Needs comes into play. These are things that all people generally hold sacred. This includes things like trust, fairness, or respect. These general needs or issues are the same for all people. They only differ in the perception ofShow MoreRelatedManaging Generational Differences Of The Workplace Essay1544 Words   |  7 PagesManaging Generational Differences Introduction Workforces are diverse, not only with respect to gender, racio-ethnicity, culture and work styles, but also with respect to age. Workplaces have always had numerous generations working together. There s the bright-eyed and bushy-tailed younger generation of newcomers, the established middle generation that holds most of the management roles and the older generation of senior executives who are 30 or 40 years of valuable experience. Each of these distinctRead MoreThe Generation Of The Boomer Generation1422 Words   |  6 Pageshopes of an exodus by those Boomers, who might seem old and in the way rather than mentors of knowledge. 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The Downside Risk of Best College Paper Writing Service That No One Is Talking About

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Organizational Change Management Project Management Profession

Question: Define the Organizational Change Management for Project Management Profession. Answer: Topic of the Article The topic of the article authored by Brian J. Weiner in the Journal, Implementation Science, Volume 4 and Issue 67 during 2009 is A theory of organizational readiness for change(Weiner, 2009). Objective of the Article The objectives of the article are outlined as follows. To understand the concept of organizational readiness for the change process. To focus on the development of a theory that would help in analyzing the determinants and outcomes for organizational readiness. To understand the manner of increasing the level of organizational readiness for implementing changes. To focus on the incorporation of empirical models like social cognitive theory and motivation theory in understanding the manner in which organizational readiness helps in implementing the change process. Methodology and Means of Analysis The analysis is conducted by Weiner through the use of secondary research tools mainly journals and books associated with organizational psychology and healthcare. The use of secondary research activities potentially help in retrieving large scale of information pertaining to the research topic from authentic literary sources documented by experts (Jones, 2014). Inferences gained from the use of secondary research tools are qualitative in nature such that the same contributes in generating elucidatory information for addressing the research objectives (Rubin, 2008). The analysis is further carried out in the article based on the incorporation of empirical models like social cognitive theory and implementation theory that help in conducting in-depth analysis and thereby in testing the theoretical models in the healthcare setting (Bynner Stribley, 2010). Argument Conducted The article argues that increasing the level of organizational readiness for change ideally motivate the organizational members for initiating the change process, display greater effort in implementing the change and also of greater persistence in countering the challenges imposed in implementing the changes and also in reflecting increased collaboration and cooperation amongst each other in making the changes happen as desired and planned. Thus, increase in the level of organizational readiness is argued to be directly proportional to the level of effectiveness in implementing the changes(Weiner, 2009). Different types of strategies are there that help in enhancing the level of organizational readiness for implementing changes however it is argued that the strategies for increasing the level of organizational readiness are equifinal in nature and thus one best strategy cannot be easily identified that would help in increasing organizational readiness (Lee, 2004). Conclusions/Findings The inferences gained from the article effectively reflect that organizational readiness is a shared psychological condition among different organizational members in a specific organizational or institutional setting (Weiner, 2009). The degree of shared behavior among organizational members contribute in enhancing the level of commitment in implementing the change process and also in increasing the level of internal collaboration for helping them operate in a collective fashion to effect the changes planned and introduced (Lussier, 2011). The analysis also reflected Organizational Readiness as a potential function of the manner the organizational members tend to value the change process and also the readiness of the people in appraising the determinants of the implementation phase like demand for the tasks, availability of needed resources and finally the development of the situational factors(Weiner, 2009). The level of organizational readiness measured based on the above determina nts and factors rightly help in influencing the behavioral outcomes of the organizational members in implementing and effecting the changes (Heldman, 2013). Implications for Managers Organizational managers for readying the organization to effectively comply with the change process are required to focus on sharing needed information with the concerned stakeholders for making them understand the consequences, benefits and challenges that would emanate in approving the change. Further, the organizational managers are also required to generate training and collaborative sessions where effective knowledge is imparted to the organizational members in the form of conducting induction and on-the-job training programs. The higher organizational authority is required to focus on the allocation of needed resources in the form of information technology and human resources that would contribute in enhancing the expertise and confidence level of the staffs to work in changed settings (West Turner, 2010). The organizational managers are also required to encourage the growth of staff involvement and internal collaboration along different levels such that the same contributes i n the generation of new ideas and also increases the level of accountability and responsibility of the organizational members. Changes brought along in the organizational structure like the generation of horizontal organizational structure from vertical organizational structure further contributes in transmission of information along different levels and departments in an effective fashion. Organizational managers are also required to continually motivate the staffs through informing the potential advantages or benefits they would be entitled with in terms of collaborating with the change process. The above implications effectively made would contribute in enhancing the level of readiness of the organization to the change process (Vault Editors, 2004). Strengths and Weaknesses of the Article Strengths The article effectively analyses the determinants and factors that contribute in increasing the level of organizational readiness to the change process. It reflected on behavioral outcomes of organizational members that contribute in effectively implementing the change process in an organization. The reflection of key determinants would potentially help the organizational managers in both enhancing and improving on the same such that they would potentially help in encouraging the organizational members for getting ready to accept and approve the changes(Weiner, 2009). Weakness The article only reflects on the dimension of organizational readiness to the change process. It however fails to reflect on the potential challenges that are faced by the organizational members of institutions belonging to the healthcare sector based on the new changes brought about in the organizations. Further, the article also does not reflect on the different strategies and counter tactics that are needed to be developed by the organizational staffs and managers for potentially countering the challenges generated from changes introduced (Eid, 2011). References Bynner, J., Stribley, K. (2010). Research Design: The logic of social inquiry. USA: The Open University. Eid, M. I. (2011). DETERMINANTS OF E-COMMERCE CUSTOMER SATISFACTION, TRUST, AND LOYALTY SAUDI ARABIA. Journal of Electronic Commerce Research , 12 (1), 78-93. Heldman, K. (2013). PMP: Project Management Professional Exam Study Guide. United Kingdom : John Wiley and Sons. Jones, I. (2014). Research Methods for Sports Studies (Third ed.). New York : Routledge . Lee, W. (2004). Pmp Project Management Professional: A Graphical Study Guide. United States: Trafford Publishing. Lussier, R. (2011). Management Fundamentals: Concepts, Applications, Skill Development. United States : Cengage Learning. Rubin, A. (2008). Practitioner's Guide to Using Research for Evidence-Based Practice. New Jersey: John Wiley and Sons. Vault Editors. (2004). The College Career Bible, 2005: Job and Hiring Information for College Students and Recent Graduates. United States : Vault Inc. Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation Science , 4 (67), 1-9. West, R., Turner, L. (2010). Understanding Interpersonal Communication: Making Choices in Changing Times, Enhanced Edition. United States : Cengage Learning.

The implementation of GSI bar codes in health care sectors

GSI barcodes are the printed series of lines running collimate to each other with changing widths. GSI barcodes inscribe information into computer systems to give an identity to a given product on which the code comes out. Different widths of the bars give a representation of binary information.Advertising We will write a custom research paper sample on The implementation of GSI bar codes in health care sectors specifically for you for only $16.05 $11/page Learn More Optical scanners read the binary information. The use of GSI barcodes in health care centers is of great importance though some shortcomings arise limiting their use (Corrigan 2004, p.43). The use of GSI systems in the healthcare centers has several advantages. The GSI systems help doctors to share data among themselves and hospitals in the healthcare system. This aspect helps in improving the quality and efficiency of clinical care. In addition, complete access of patient’s records r educes medical errors during the time of treatment. Furthermore, measurements of high quality are due to the streamlined data collection (Corrigan 2004, p.43). Moreover, GSI system acts as a common language and this aspect eases communication problems among the professionals. With effective communication, the safety of patients is improved coupled with product/supply logistics improvement. In addition, proper communication improves the material management coordination (Greater 2005, p.56). Furthermore, workers and patients get necessary and timely protection in the healthcare system. The protection is due to the unequaled designation and the effectual data carriers given that the systems are able to determine responsibilities and the information flow between the workers and the patients (Corrigan 2004, p.45). In addition, tracking and tracing of products with external supplies become easier due to the automatic capture of the information in the barcodes. Supplier’s recall pro cedures are improved. With the above connection, the administrator should have a quick response towards the needs of the customer. In this way, both parties get a competitive advantage (Kohn Corrigan 2000, p.34).Advertising Looking for research paper on other technology? Let's see if we can help you! Get your first paper with 15% OFF Learn More GSI systems manage risks. Proper identification and product traceability aid in managing any risk that might arise. The application of the GSI system in hospitals takes care of the patient’s safety efficiently. Use of this system in both product and people location and identification assists in avoiding recognition blunders and this facet results to increased security and time saving. Eradication of the strenuous processes that involve a lot of paper work saves time. With this connection, the medical staff pays much attention for the benefit of the patient (Corrigan 2004, p.47). GSI systems also play a very vital role in procurement by enabling different hospitals to coordinate their supplies. It helps in identifying each delivery points that are within the healthcare facilities. The delivery points include wards, clinics, and cost centers. During the time of placing orders, the supplier gets instructions of the locations and products to be supplied thus enhancing direct delivery. In this manner, the efficiency of the procurement process is improved through the elimination of the costly and time-consuming practice of delivery to the warehouses (â€Å"The Global Language of Business† 2011). Finally, GSI data structure enhances product authentication; for instance, packing of products in their respective packets enhances authentication. As far as the use of GSI barcodes is concerned, there are no real limitations observed. The concerned personnel should observe the security and verity of data fed into the system. Security and accuracy of data help in avoiding dangers that might arise during di agnosing a patient (Arcarese 2005, p.47). In conclusion, the GSI barcode system, when applied to the healthcare system, is of great importance. The GSI barcode systems help in saving time, cost, and resources. In addition, proper identification of risks aids in managing them adequately. However, a lot of care should be taken into consideration when inputting data for accurate results. References Arcarese, J., 2005.Report on meeting to discuss unique device identification. Journal of  Medical Device regulation, 2(3), pp.47.Advertising We will write a custom research paper sample on The implementation of GSI bar codes in health care sectors specifically for you for only $16.05 $11/page Learn More Greater, B., 2005. Guidelines for application of EAN UCC markings to animal health Products. International federation for animal health, 67(4), pp.56. Corrigan, D., 2004. Bar code label requirements for human drug products and biological Products. Federal regis ter, 69(38), pp.43-47. Kohn, J., Corrigan, D., 2000. Medical device regulations: global overview and guiding  Principles, 78(4), pp.34-36. â€Å"The Global Language of Business†, 2011. Adoption and implementation of GS1  BarCodes and GS1 EPCglobal Web. Available at https://www.gs1.org/ . This research paper on The implementation of GSI bar codes in health care sectors was written and submitted by user Leighton Shaw to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.