Howell Lydia Pleotis, Servis Gregg, Bonham Ann
University of California, School of Medicine, Davis, Sacramento, CA 95817, USA.
Acad Med. 2005 Jun;80(6):527-32. doi: 10.1097/00001888-200506000-00003.
Academic medicine is a unique work environment, one of the few where members of four different generations regularly interact and where multigenerational teams are key to fulfilling its missions, particularly education. This can lead to increased creativity, but also to intergenerational conflict, since each generation has different values and expectations. The authors describe multigenerational challenges confronted at the University of California, Davis, School of Medicine, and that school's responses to them. These challenges include issues related to work hours, workload, compensation, evaluation for advancement, recruitment and retention, and attendance at required meetings. Awareness of the different generational qualities and values allowed the school of medicine to identify the multigenerational origin of many of these ongoing issues and challenges and to plan appropriate solutions within the Office of Academic Affairs. These include policy changes related to work-life balance, utilizing multiple faculty tracks with different roles, allowing part-time faculty appointments, creating a variety of faculty development programs geared toward different generational needs (which utilize flexible modules, menus of options, and alternative technologies for presentation), defining appropriate reward and incentives through compensations plans, and creating peer-reviewed awards. The authors conclude that these efforts mitigate conflict, promote diversity, and allow multigenerational teams to function more effectively and creatively in education, research, and clinical care. Ongoing evaluation will further refine this approach.
学术医学是一个独特的工作环境，是少数几个四代人定期互动的环境之一，在这个环境中，跨代团队是实现其使命，尤其是教育使命的关键。这既能带来更高的创造力，但也会引发代际冲突，因为每一代人都有不同的价值观和期望。作者描述了加利福尼亚大学戴维斯分校医学院面临的跨代挑战，以及该校对这些挑战的应对措施。这些挑战包括与工作时间、工作量、薪酬、晋升评估、招聘与留用以及参加必要会议等相关的问题。对不同代际特质和价值观的认识，使医学院能够识别出许多这些持续存在的问题和挑战的跨代根源，并在学术事务办公室内制定适当的解决方案。这些措施包括与工作生活平衡相关的政策变化，采用具有不同职责的多种教师职业发展路径，允许兼职教师聘任，创建针对不同代际需求的各种教师发展项目（这些项目采用灵活的模块、选项菜单以及替代技术进行展示），通过薪酬计划定义适当的奖励和激励措施，以及设立同行评审奖项。作者得出结论，这些努力能够缓解冲突、促进多样性，并使跨代团队在教育、研究和临床护理中更有效地发挥作用并展现出更高的创造力。持续的评估将进一步完善这种方法。
