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ISBN-10: 157839791X
ISBN-13: 9781578397914
Edition: 2006
List price: $55.00
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Bridge the generation-communication gapIt's hard to believe. Almost three decades can separate your youngest staff members from the oldest. While the 20-something, "Generation Y" nurses are concerning themselves with flexible scheduling and paid time off, their over-60, "Traditional" counterparts are light years away--worrying about pension plans and professional recognition.In between, you have to contend with "Generation X" staffers and "Baby Boomers" who are clamoring for an entirely different set of needs and priorities. Whatever you call them--Generation Y or Millennials; Traditionals or Silents; Generation X, Baby Boomers--managing your multigenerational staff can add up to a very… gnarly problem.Don't let generation gaps lead to miscommunication and staff conflictIn order to manage a multigenerational workforce successfully, the nurse manager has to take into consideration each generation's unique priorities, motivators, skills, communication styles, and experiences. That's a tall order for any manager--but especially in today's stressful hospital environment. Until now, help has been hard to find.Judith "Ski" Lower RN, CCRN, CNRN, MSN, a well-known and highly respected nursing expert, addresses the problem head-on in her new book, "A Practical Guide to Managing the Multigenerational Workforce: Skills for Nurse Managers." Drawing on her many years of experience successfully managing across the generation gap, Lower's helpful new book will show you how to:Identify generational differencesIdentify the main characteristics and formative years of the Traditional Generation (The Silents), Baby Boomers, Generation X, and Generation Y so you can understand their reactions and what motivates them.Recognize educational styles that work for each generationOnline? Classroom? Self-paced? Hands-on? Discover different educational methods that appeal to multiple generations.Identify and provide the feedback each generation wants and needsSilent Generation nurses may have little interest in annual performance reviews, while Generation X nurses want feedback instantaneously. Understand how to provide personal feedback and effective performance reviews.Illustrate improved scheduling by understanding generational needsSilent Generation nurses may prefer a consistent schedule. Generation Y nurses may require flexibility to meet the needs of their young families. Understanding your staff's needs will help you create schedules that work for all.Formulate retention strategies that work for every generationGeneration X nurses may respond best to promotions or pay increases. Baby Boomer nurses may be motivated by recognition and service awards. Learn what feedback works best for each member of your staff.Develop policies to embrace differences to manage more effectivelyGain a better understanding of each generation's motivators and learning styles along with proven strategies to facilitate communication and encourage respect.Who should read this book?Nurse managers, directors of nursing, chief nursing officers, VPs of nursing, nursing home administrators, HR directors, staff educators and RNs.Table of contents:Chapter 1: The Silent GenerationChapter 2: The Baby BoomersChapter 3: Generation XChapter 4: Generation YChapter 5: SchedulesChapter 6: Balancing work and lifeChapter 7: LearningChapter 8: Participation and involvementChapter 9: Performance reviews, feedback, and promotionsChapter 10: Working togetherChapter 11: Retention and RecognitionChapter 12: What will the future look like?Learning ObjectivesList the names of the four generations currently in the workforceIdentify key events that shaped the Silent Generation's formative yearsEvaluate how social and family circumstances affected the Silent Gene