1. Along with the nature of work, the characteristics of workers are changing. Discuss how the times have an impact on the culture of the workplace and the characteristics of workers (especially knowledge workers), compare the characteristics of younger and older workers, and explore the issues that arise when both types of workers must perform together.
The times having have an impact on the culture of the workplace and the characteristics
The characteristics and culture of workers are changing especially in knowledge based careers. According to (Porter O’Grady,Mallorca,2015) the character of work changed substantially at the end of the twentieth century, by becoming increasingly complex and technical .”Knowledge work” in the workplace has risen expectations for workers to enter the workplace already equipped with the tools necessary to succeed.
For example, in the field of nursing being able to function as a safe Register Nurse is a baseline expectation. Your employer has the expectations you will also focus on patient satisfaction and have valuable input during huddles and monthly staff meetings. In turn creating a different environment with more pressure, tensions and responsibilities.
The younger versus older worker
In my opinion , the younger worker might be more open to change because he/she has invested less time in comparison to an older worker. (Porter O’Grady,Mallorca,2015) explains those who have devoted their lives to their work may find it painful to tear down their image of the healthcare system. The older worker may find it overwhelming.
This supports the idea of change harder to accept for workers with more longevity in the work place. For example a new nurse with maybe one year experience won’t mind change, even if it greatly effects his/her career. On the other hand, I have seen the older nurses at my job adapt to change quickly. Change is abundant at my place of work. Working at a teaching hospital I believe contributes to the the older nurses positive approach to change in my organization.
According to (Reavey,Tavernier, 2008) increased involvement of staff nurses in evidence-based practice projects included increased use of best evidence for patient care, increased opportunities for leadership by staff nurses, improved critical thinking skills. This supports my idea of including nurses on a advanced level of research within the organization will help improve the nurse involvement in change. This study was completed to assess the nurses willingness to implement change with evidence bases practice.
Issues that arise when both types of workers must perform together
When the work changes they cannot cope because they experience a way of working as well as an end of meaning(Porter O’Grady,Mallorca,2015 ). In this case I believe there will be two different sets of workers that need to find a way to accept the new change expected from the organization. One worker who has no emotional attachment to the change necessary and the older worker that has an emotional attachment to his/her practice. Other issues being resistance and tension in the workplace.
According to (Porter O’Grady,Mallorca,2015) Change avoiders or resisters must be identified, challenged, worked with, empowered, and placed in the midst of the change process so that they do not impede the ability of the organization to thrive. With the issues that may arise with both types of workers, I believe that the resistor is not to be shunned but further embraced and pulled in closer to the process of change. On my unit the ruse educators office is open at all times for questions and concerns. I have witnessed older nurses pull nurses under their guidance if they see one struggling to adapt or understand the change.
References
Porter-OGrady, T., & Malloch, K. (2015). Quantum leadership: building better partnerships for sustainable health (Fourth ed.). Burlington, MA: Jones & Bartlett Learning.
Reavy, Kathy,PhD., R.N., & Tavernier, S., A.P.R.N.-C.N.S. (2008). Nurses reclaiming ownership of their practice: Implementation of an evidence-based practice model and process. The Journal of Continuing Education in Nursing, 39(4), 166-72.