Question

As today's workforce is multi-generational, often consisting of 4 generations of workers, individuals from different generational cohorts often have differing values/beliefs, attitudes/work ethics, expectations, strengths, and perceptions of the workplace. As an OT manager, which of the following would be the best option for addressing these differences when an OT practitioner from the Millennial generation (Gen Y) joins your team of therapists from earlier generations?

1) Insist they follow along with the facility's established values/beliefs, attitudes/work ethics, and expectations without discussion
2) Gather information from the Millennial about useful technology and methods for efficient multitasking and implement these changes in the facility as soon as possible
3) Suggest the implementation of a mentorship program to bridge the 'generation gap' between team members, allowing multi-generational team members opportunities to work in collaboration and obtain constructive feedback from one another
4) Give them a larger or more complex caseload, as Millennials are known to perform tasks faster and better, are efficient in multitasking, and often volunteer for community projects

Answer 1

The best option for addressing generational differences in the workplace when a Millennial OT practitioner joins a team of therapists from earlier generations is to suggest implementing a mentorship program to bridge the 'generation gap'.

Step-by-step explanation:

The best option for addressing the differences when an OT practitioner from the Millennial generation joins your team of therapists from earlier generations would be to suggest the implementation of a mentorship program to bridge the 'generation gap' between team members. This would allow multi-generational team members opportunities to work in collaboration and obtain constructive feedback from one another. Mentorship programs can help foster understanding, collaboration, and knowledge sharing among different generations in the workplace.