Memo
To: Section Managers
CC: Carl Davis
From: Michael Johnson
Date: 04 Nov 15
Re: How to Develop Managers Who Feel Underutilized
Baby Boomers have often been portrayed as a generation full of exploration, optimism, and achievement. They did pursue higher education and career interests in the hope of attaining opportunity, stability, and prosperity in their adult lives. While they did enjoy these aspects of life during the 80s and 90s, the workplace at the moment has changed tremendously thanks to globalization and the advent of technology. Most of the Baby Boomers are now in their 50s and 60s and are at the peak of their careers thus they want to be managers. However, the workplace has changed greatly and is adapting very young managers in their twenties who are technology savvy. The Baby Boomers think they are side-lined or underutilized in the workplace. There are several solutions to make this generation of baby boomers feel useful once again.
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First, it is imperative that companies reorganize their benefits and compensation so as to satisfy the different needs of the different generations because they have quite different attitudes, perspectives, and values regarding work and the workplace.
Since the baby boomers are aging quite fast, it is not likely that monetary compensation will be first in their lists. This is a different generation from the current young generation who most likely would prefer monetary compensation to other things. The older generations prefer work assignments that may seem to give back to the community as well as learning or researching. Therefore, the benefit packages for the company ought to look for the specific things that make each generation feel
satisfied. The second way of making baby boomers feel useful is to make them in charge of mentorship programs. Notably, they are part of a generation that has seen and experienced many things in life; therefore, they have certain ideas that they may share with other people, especially the younger employees at the workplace. This way, they will be highly likely to feel satisfied that they are making an impact. Another strategy to make this generation feel more useful is to export their expertise to other countries as businesses these days are going global. For instance, when companies open new branches to other countries in East Asia, Africa, or South America, the baby boomers can be taken to the newly opened stores or branches as managers. Here, they will feel useful because they will be imparting knowledge to the employees in the branches as opposed to them staying in the US at the main office where they are facing stiff competition from the technology savvy young generation. Another significant strategy is to improve the communication model of the institution to ensure that the baby boomers are respected even though they have not fully embraced technology. Notably, most of them think that technology is strictly for socializing and not to be used at the workplace. However, the young generation should not compare themselves to be at the same level with the baby boomers. This will make baby boomers feel appreciated at the workplace. The information described herein, if put into practice, will be very useful to many companies. As the baby boomers retire, it is imperative that they are utilized at the workplace so that they do not feel left out. In case of further inquiries, do not hesitate to contact me. Thank you. Michael Johnson References Hymowitz, C. (2003, June 24). Baby Boomers Seek New Ways to Escape Career Claustrophobia. Wall Street Journal - Eastern Edition. p. B1.
Many employees when looking for a job or deciding whether to stay with their current employment often considers the employee benefits the company offers.
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are forced to live off of. What happens if there is not enough to go
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Attracting and retaining the most talented employees is essential for long-term organizational success. An important component to attracting and retaining such employees is the design and implementation of an effective compensation and benefit system. Assuming the role of a highly regarded human resource consultant hired to review, analyze, and revise the compensation and benefit system utilized by my city’s largest employer, Holland Enterprises, this paper presents a revised compensation and benefit strategy that suits the firm. This proposal describes how an effective compensation and benefit system could contribute to organizational effectiveness in the firm, the principle components of the revised compensation and benefit system for the
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