Discussion Questions Requirements: Main discussion post should be at least 2-3 paragraphs. Two peer responses should be at least 50 words minimum. Cite your references using APA 7th edition.
NUR435 Discussion post:
Step 1 Read the article.
Review the article, Managing Generational Diversity in the Hospital Setting (Links to an external site.)
Step 2 Post your response to the discussion board.
Respond to the following question and, if appropriate, include personal experience as part of your answer. Cite your references using APA 7th edition.
- The article discusses common threads of safe patient care and optimal patient outcomes. If you were the nurse manager on your unit, how would you use these concepts to work with generational differences?
Step 3 Read other students’ posts and respond to at least two of them. Cite your references using APA 7th edition.
Use your personal experience, if it’s relevant, to support or debate other students’ posts. In your responses, provide one other example of how, as a manager, you would assist to meet patient/family needs. If differences of opinion occur, debate the issues professionally and provide examples to support opinions.
NUR435 Student Posts:
Student #1:I am a Generation X member. I was lucky enough to have my mom stay at home, while my dad worked his tail off with numerous jobs. My dad does not know how to sit around. He is always on the go doing something and doesn’t stop until he asleep. I have never known him any other way.
As I look at how different generations work, I believe that being a nurse manager would be a very rewarding job, but yet be a hard task to accomplish. There are many different generations to consider when being a unit manager. There are people, who are older that have been at 1 job most of their life compared to people who don’t care about how much time they have on a job and have had numerous jobs. The 1 constant with being a nurse manager is that you are going to be working with people of all different ages, different cultures, and different generational differences. The important thing about being a nurse manager would be to remember that everybody has different talents that they bring to the table. People don’t always work the same way. Some ways work better than others.
“Understanding and appreciating different generations is critical for effective and productive teams, departments, and companies. Understanding each other’s views and values will allow different generations to increase their appreciation of one another. This, in turn, will lead to better communication and collaboration because people are now talking from a sense of appreciation and acknowledgement. When people feel heard, understood, and valued, they are more likely to invest time and energy into their projects and jobs and they are more likely to stay at an organization. It is important to remember that learning can, and should, go both ways: newer generations can pay attention to the older generation’s lessons and knowledge, while older generations can learn a lot from the younger ones (and not just about how to use technology). Each generation has its own unique perspective, challenges, and contributions, and we can all grow by listening to and learning from people who are different than us. Generational diversity is one way to strengthen your team.” (“Why is it Important to Learn About Generations?”, 2021)
Student #2:I feel that I am a mix between two generations. If you go by my birth year, I am a Millennial, but I feel I have many of the qualities of Generation X. When it comes to Generation X, I am the type who wants to do my 3 12s and go home. I’m not a big fan of overtime. I enjoy spending time with my family, and my kids are only getting older, and I want to spend as much time with them as possible. I love my job, but I don’t want to live there. I like the one-on-one time with the manager, and I desired constant feedback (Peck et al., 2011). A big thing that I like is recognition and validation from my peers and acknowledgment from the manager (Peck et al., 2011). When it comes to technology, I fall into the Millennial generation. Also, I want extensive orientation that provides ample time to acclimate to the position and unit and provide them the opportunity to gain a sense of the organization’s expectations. I agree with the desire of a strong nurse leader to guide, coach, and lead the team to established outcomes (Peck et al., 2011).
Each generation cohort has different characteristics that represent them. It is best to understand that their distinctive characteristics were shaped by demographics trends, cultural phenomena, and many more. Technical competency is far more common with the Millennials. So as a nurse manager, you need to know how each generation operates and work on ways to help each generation adapt to the fast constant change in healthcare. Knowing about the challenges, issues, and characteristics is best to help everyone understand how they work and promote job satisfaction.
NUR445 Discussion Post:
Step 1 In an initial post of approximately 150 words, respond to the prompts.
Imagine that you are working as an RN on a medical ICU floor. You are tasked to assemble a multidisciplinary team to review the visitation policy in the ICU.
- Who should be a part of the team and why?
- Who do you think should lead this team and why?
- How might the team go about studying the problem and seeking a resolution?
- What challenges might the multidisciplinary team encounter?
Step 2 Read other students’ posts and respond to at least two of them. Cite your references using APA 7th edition.
In your response posts, cite strategies for facilitating synergy and promoting collaboration among a multidisciplinary team. Cite strategies for resolving some potential conflicts the team might encounter.
NUR445 Student Posts:
Student#1: I think that the team assembled should consist of a charge nurse from the medical ICU, me, the nurse manager, some of the nursing staff and the nursing supervisor. I think everyone that joins this team is a representative from different aspects of the unit. The charge nurse, I, and nursing staff both works directly on the floor so we can see the positives and negatives on the unit, The nursing supervisor has a great perspective from the whole hospital and could give suggestions on what is working for other floors. I think the charge nurse would be great to lead the team because she knows the policy and more knowledge about the issue. The team should look into what works for the unit and what did not work for the unit and see if the patients have an opinion on the visitor’s policy. Admission to intensive care units is potentially stressful and usually goes together with disruption in physiological and emotional function of the patient. The role of improving patient outcome is very important. Determining the number of visitors to welcome and for how long can be challenging, because it can be hard to not let people in to see family they may or may not be beneficial for the patient health. If can hard for the staff to properly care for a patient if there are many people in the room all the time and have opinions or what the patient should be doing, and it could get the patient upset. Allowing visitors into the hospital is beneficial for the patient to keep them thinking positive and have good outcomes. The critical condition of these patients is a source of pain and stress and even crisis for themselves and their families’ units (Khaleghparast, S., Joolaee, S., Ghanbari, al et. (2015). A Review of Visiting Policies in Intensive Care Units. Global journal of health science, 8(6), 267–276.) Paying attention to specific needs of the patients and their families is one the essential principles of responsiveness by the doctors and nurses working in intensive care units (Khaleghparast, S., Joolaee, S., Ghanbari, al et. (2015). A Review of Visiting Policies in Intensive Care Units. Global journal of health science, 8(6), 267–276.)
Student #2: Who should be a part of the team and why?
The team should comprise individuals who understand the importance of visitation policy in the ICU setting. At the same time, members of the team should understand the importance of family members to a patient’s recovery. Research studies show that many patients in the ICU are separated from their families and loved ones by strict visitation policies that can negatively impact care and recovery (Liu et al., 2013). Therefore, it is important for members of my team to understand how to enforce the facility’s visitation policy without compromising on patients’ wellbeing. In addition, cultural competence is an important attribute when assembling a multidisciplinary team. A multicultural team will be effective in dealing with a wide range of issues, including miscommunication and perceived power distance between patients and physicians.
Who do you think should lead this team and why?
A culturally-competent and experienced person should lead this team in order to provide guidance to the team. Familiarity with visitation policies allows leaders to set rules based on the hospital’s requirements. ICU visitation policy should align with hospital-wide rules; hence, the team leader should have the competence of minimizing any variability. Research studies show that the default policy in most hospitals in the U.S. is to restrict ICU visitation (Liu et al., 2013). Therefore, the leader of visitation policy team should establish a balance between patients’ needs and hospital policy.
How might the team go about studying the problem and seeking a resolution?
The team should study the problem by conducting a survey and determining the level of variability between visitation policy and actual practice. After establishing the variability and gaps, the team should draw recommendations that the hospital can use to ensure that policies are enforced without violating the rights of patients and their families.
What challenges might the multidisciplinary team encounter?
A multidisciplinary team may encounter a raft of challenges; first, insufficient data may impede the ability to determine the current practice. Second, lack of support from the facility’s administration may negatively impact on the team’s effectiveness. Third, the team may lack cultural competence with regards to how to create a balance between policy and patients’ wellbeing. Critical illness or injuries not only afflict ICU patients, but also their families (Siegel et al., 2008). Family members can sometimes struggle with treatment decisions made by physicians.
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