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Generation x and y
Generation x and y
The importance of diversity management
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Force Influences Daniel T. Butler Pennsylvania State University Force Influences Daniel T. Butler Pennsylvania State University Force Influences There are nine forces influencing working and learning at this point and while each one is important in its own regard, we will focus on changing demographics and diversity of the work force and detail how continued education on this subject will help organizations deal with this force. Changing demographics encompass a broad spectrum from ethnic diversity to an aging workforce. The scope of this essay will focus on generational differences and more specifically how understanding each generation in various aspects will help the company grow and ensure individuals feel …show more content…
Leaders must be able to provide performance evaluations that are free of stereotypes or other biases and be able to identify and respond to the differences. If these methods are not used there will be misunderstandings, complaints, and a high turnover rate, all of these things will negatively impact the company and result in financial …show more content…
The scope of this essay will focus on generational differences and more specifically how understanding each generation in various aspects will help the company grow and ensure individuals feel a part of the whole. At this point there is five extraordinarily different generations participating in the workforce, each generation offers both unique and similar characteristics (Noe). Considering that the oldest generation in the work force were born around 1925 -1945, while the newest members of the work force were born after 1996, we can assume based on the amount of changes in the world that these two groups would be worlds apart. Because of these large gaps it is imperative that companies train to this or it could become a point of discontent amongst employees and senior leadership. When you look traditionalist s they are defined by the era they grew up in, an era of sacrifices, unwavering patriotism, and absolute respect for all rules and regulations. It would be easy for a traditionalist to misunderstand a Millennial, a generation that hasn’t had to sacrifice as much, has been known to challenge rules, and their questioning nature may come across as lazy and
In the article “Why Your Office Needs More Bratty Millennials”, the author Emily Matchar expresses a variety of reasons why the new generation in the workforce (millennials) needs to have their voices heard. She uses different terms to discuss this generation of workers, including Generation Y, another common name for millennials. Matchar’s exposition of why millennials are changing the workplace is broken down into specific points. She references the declining job market and why, due to circumstance, it is hard for millennials to get jobs as it is. Moreover, millennials are now pushing for a “customizable” workplace, such as being able to set their own hours.
The millennial generation is made up of people that were born from 1978-1999. People from older generations say the millennial generation people are growing up being unprepared for the real world. In an article titled “The Tethered Generation” written by Kathryn Tyler she talks about why the millennial generation is so different than any other generation. She also explains how they depend heavily on their parents well into adulthood. In this article Tyler allows the reader to see why HR professionals are worried about the millennial generation entering their work force. Using Toulmin’s schema the reader can judge the effectiveness of Tyler’s essay to the audience, and this schema is used to persuade the audience to
- The leaders who work directly with employees must to have willingness to listen to feedback and support them in working. Leaders must treat them with respect and positive attitude.
Leadership is the action of leading a group of people or an organization. Leadership is leading a group of people or company to reach a result or further and the organization. A leader is supposed to be an example of how all employees are expected to act and what they should be striving for. Good leaders also don’t use their position within a company to take advantage of the company and its employees. A good leader is supposed to be able to perform their job with high standards, efficiency, and honor. However, for every good leader, there are bad leaders and the worse the leader the more detrimental he or she becomes to employees and the company they run. Poor leadership skills can ultimately ruin a company 's chance of success. The attitude
Diversity is a changing constant that is brought about by “race, ethnicity, gender, sexual orientation, social class, disabilities, culture and cultural characteristics”. The recent issues between older and millennial employees throughout the department are due to these changing constants accompanied with changes in “global labor demographics”. Although focus can be placed on arising issues between older employees and millennial employees, a greater efforts should be placed on achieving cultural competency. Building a foundation for cultural competency for employees within the department will not only benefit the employee but also benefit the individuals we serve. Formulation of this foundation will transition if not help guide other departments within the organization as similar issues arise.
Workers are often pitted against each other in the work place as a form of competition. One division that is commonly seen is gender and race, but there is also a divide concerning age that isn’t discussed as frequently. Baby Boomers are those who was born between 1946-1964, when WWII soldiers came back home, settled down and started the “Baby Boom”. While Millennials are those born around 1981-2000, and have a similar population size as Baby Boomers. In the workplace, Millennials are categorized as being bad workers due to how they were raised in sheltered lifestyles and require a different environment than the previous generation, but that is not accurate. Even though the two generations view work different, sometimes to the point of conflict,
If workers are constantly interfering with each other, it will eventually create a tension filled environment. Three researchers conducted a study and hypothesized that “Generation cohorts reportedly, hold different perceptions of each other, which can result in conflict and misunderstanding…” (Meriac et al). The older generations needs to understand that they don’t need to worry about how millennials perform their tasks. In 2005, the Family and Work institute reported that “...workers overall are working longer hours than in the past and that there are no differences between the hours worked by Millennials and Gen Xers…” (Deal). Until there is a real issue to how young employees are performing, older employees should avoid creating conflict by constantly intervening and watching after workers considered Millennials or younger. Conflict in the work-place can be avoided when both generations remain focused on their
Klobucher, T 2011, Characteristics of Generation 2020: Generations at Work, The Great Workplace Revolution, accessed 11 November 2013, http://www.thegreatworkplacerevolution.com/characteristics-of-generation-2020-generations-at-work/
First investing on the multi-generational workforce, promoting integrated workforce, career development, talent management strategies, enhance technological know-how, and effective methods of evaluation. Based on these six themes leaders have a blueprint to retain and recruit a multi generational workforce. Solaja & Ogunola (2016) conclude with the importance of leaders understanding the different needs an values of each generational and working to create a working environment that uses their strengths to ultimately create better success for the
Robbins (2013) recognizes that baby boomers have an enormous hard-working attitude with a definitive want to characterize themselves through their expert achievements. Baby Boomers, born between 1946 and 1964 value their achievement, ambition, loyalty to career and dislike to authority in competitive workplace (Robbins and Judge, 2017). Gen Xers, born between 1965 and 1977, who are independent-minded like work-life balance, team-oriented, loyalty to relationship and dislike of rules. The generation born between 1978 and later, known as Millennials value flexible hours, teamwork and collaborative culture, career development, loyalty to both self and relationships with employers and dislike the formality of regular meetings if there
...The importance of the generational mix within an organisation is that it brings about inclusivity and helps generate new innovative ideas that could bring the organisation to its sustained competitive advantage. With each age group with its expectations by interacting with one another, there is knowledge and experience exchange.
For the first time in history, there are four generations of people working side by side in the workplace. Think about your place employment and the different people who work there. It is sometimes hard to get your point across to someone in a different age generation. This especially becomes a problem in the supervisor employee relationship. In order to effectively communicate with your peers, you have to understand the context in which they view the world. This problem is a real concern for managers. There has even been a Center for Generational Studies created.
Individuals tend to form and learn stereotypical norms of the social environment, thus, when employees see themselves and others as belonging to different groups, they would tend to favour their own group. (Heitzlhofer, 2009) While dealing with an inter-generational group of employees, human resources should use this as an opportunity for retention and inter-generational transfer of know-how and skills (Streb, Voelpel & Leibold, 2008) Generational conflicts are unavoidable as individuals have different views in approaches of work and life balance. There are clashes and tensions between the older and younger employees, creating negative stereotypes. It is noted that more frequently than not, the older generation may perceive the younger generation as entitled, tech-obsessed or too fervent to challenge norms, while younger generation may see the previous generation as being old-fashioned and difficult to train. (Higginbottom,
As time ticks on and the world changes, some generational values are left behind and new ones emerge as circumstances change and technologies evolve. With more generations working together than ever before, it can be a challenge to understand one another and work out differences. Each generation lasts about twenty years before a new one is created, through generational lines are imprecise and culture driven. There are four primary generations today: Traditionalists (born from 1925-1945), Baby Boomers (1946-1964), Generation Xers (1965-1980), and Millennials (1981-2000). The next generation has started but has not yet been named. Each generation brings unique values, ideals, expectations, attitudes, and perspectives into the ever-changing world that need to be shared and the differences addressed in order for the generations to reach an understanding.
Zemke, Ron. (2013). Generations at Work: Managing the Clash of Boomers, Gen Xers & Gen Yers in the workplace. Edition #2.