For the first time in American history, there are four generations in the workplace. As such, business entities such as hospitals are faced with catering to the varying needs of these four generations. Nurses are at the front line of hospitals; therefore, the nurse manager must be able to effectively manage the conflict that will arise due to the values of the different generation cohorts. The problem is that nurse managers report that they having difficulty managing the four generations of nurses within their nursing units. Much research has been done on conflict relating to gender and race; however, there is a paucity of empirical research on generational conflict management in hospitals among nurses. The research question for this study asked: How do nurse leaders describe generational conflict management and its effectiveness? Four sub-questions were used to support the overarching research question. This research used a qualitative case study approach in which 20 nurse managers were interviewed using Savage-Austin's (2009) modified interview guide. The findings indicated that nurse managers regard effective generational conflict management as essential to a hospital's success.
|Subjects||Management; Nursing; Health care management|
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