Prompt :Which generation resonates best with you ? In your opinion, which generation do you feel would be the most difficult to manage or motivate? Why? What strategy would you use to motivate a high performance employee? Why? What strategy would you use to motivate a low performance employee? Why? 8-10 sentences post & reference
here are a few example of posts made by other students:
I believe the generation that I resonate best with would be my own generation, due to the fact that it is how I grew up and it’s what I know best. Although, I do associate myself with a lot of other people who are older than me from different generations as well. I feel that my parents generation would be the most difficult to manage or motivate, because of the different ways that they were brought up and the values or beliefs that they were taught; vs. now with our generation and the new ones that follow compared to what they are used to. The working environments they grew up in vs. how some things work now and how everything is evolving may not be what they are used to. A strategy I would use to motivate a high performance employee would be to play to employee’s strengths, and promote high performance, and focus on how they learn by knowing their strengths and weaknesses and learn how to encourage and motivate them. For a low-performance employee I would try to motivate them and reward them in ways that would enhance their performance and motivate them on specific types of performances. Such as recommended on pg. 62 in the textbook. If I had a low performing employee, it would be my personal duty to take them and sit with them and discuss their thoughts and views on certain things and ideas to make them become more motivated in their work ethic. You want to make sure that the people you work with, want to actually be there and feel included in the job. That’s the kind of attitude that will make someone say that they actually like what they do and enjoy coming to work everyday.
Buchbinder, Sharon B., and Nancy H. Shanks. Introduction to Health Care Management. Jones and Bartlett, 2017.
I personally believe that I work best with my generation. The reason for this is because growing up in the same time period, along with using the same technological advances that we were raised with makes working together so much easier and so much more simple. In my opinion I think that Traditionalists would be difficult to manage along with motivate. One reason for this is that based off of the years that they were raised, Traditionalists are very set on what they were taught and wouldn’t have a lot of flexibility. Flexibility in any environment is important but especially healthcare, as everything is constantly changing. In order to motivate a low performance employee is by giving them the ability to be in charge of specific projects. The book states that traditionalists can be motivated for hierarchical structure, if they are the leader of a specific project they will take their job responsibly and work hard with everyone to get it done efficiently. It is important that everyone feels like they play an important role within the workplace which is why making the ‘matures’ feel like they are being thought about will help everyone get along while getting work done. In order to motivate a high performance employee is by giving them recognition of their hard work. Since they are already so hard working and are already known for their high work ethic, there isn’t as large of a need to motivate them so just doing something as simple as recognizing their work can keep them working hard in the future.
Buchbinder S. B., Shanks, N. H. (2017). Introduction to health care management. Burlington, MA: Jones and Bartlett.
For me personally, the generation that I best connect with in terms of motivation is Generation Z as they are characteristics as those who love structure and stability at work while also wanted to make positive changes in the workforce and community. Personally, I work best when given a clear direction and tasks while knowing what I should be achieving. For motivational preferences, Generation Z looks for ways in which they can better the world and mainly crave the support of others in achieving their tasks and I would say that perfectly aligns with me as I prefer internal motivating factors over external. With this information, I would say that Generation Z is the hardest generation to motivate as many of their motivational preferences come from within. They look for ways they can best help the community and desire managers and rewards that best suit their personal needs and goals. With this, it can be hard to motivate a team as everyone has their own personal needs and goals; therefore, it would be imperative for the manager to get to know each employee on a bit more on a personal level to ensure they understand how each employee can feel valued. In general, for a high performing employees I would use the tailor reward strategy as it allows myself as a manager to truly give each employee a reward that I know they will appreciate and the more thought put into it I feel the more valued they feel and may potentially bring them a greater passion for the job. To motivate the low performing employees I would use the idea of having co-workers collaborate more, especially with the high performers in the department, instead of making it feel like a competition (Chapter 3, pages 62-63,66-67). I feel this way the low performers can learn more from those who are doing exceptionally well from their employees without thinking they are they are being criticized or in trouble. This will also allow there to be a bigger sense of comradery in the office.