Multigenerational Workforce

2063 Words5 Pages
bulb-icon

Recommended: Bandura social learning theory current

1.0 Introduction In the work environment, multigenerational human factors generously influence the customs and working environment of organizations (Cannon & Broach, 2011). Ageing population across the globe will continue to pose a challenge to the businesses that turn into a big challenge for managers to handle a complex workplace environment. This paper identifies and discusses the implications of the multigenerational workforce which consist the Traditionalist, Baby Boomers, Generation X, and Generation Y and the ageing population occurred and affect the modern business environment in the recent years. Discussion of these topic follows below and includes an argument for the potential HRM issues of the factors and the viable answers for …show more content…

Recent studies show that, across the generations, 85% of the workforce needs to be given the chance to continually improve and grow (Eroke, 2014). In addition, the way to dealing with a multigenerational and diverse workforce lies in making a comprehensive and harmonious workplace. The employers need to perceive that in order to attain organizational cohesion, positive interaction and understanding of different backgrounds ought to be encouraged within the workplace. Moreover, most organizations hire an individual for a specific reason and then disregard the rest of their abilities which able to increased turnover (Jenkins, 2008). The employers need to guarantee that those taking care of the HR functions are sufficiently prepared and equipped to effectively guide the organization through the improvements in the territory of workplace diversity (Anon., …show more content…

This model has five dimensions that include skill variety, task identity, task significance, autonomy, and feedback (Boundless, 2014). This job design strategy will help the HRM in distributing specific work objectives for the employees. 5.0 Conclusion In Conclusion, recognizing and understanding generational contrasts can help everyone to figure out how to cooperate more efficiently. The generations can prompt to positive effect that can benefit all employees and enhance the after-effects of the organizations. The most imperative part of leading and dealing with these generations is to see every worker as a solitary individual with a profitable commitment to make. Taking the time to comprehend the viewpoint will diminish undesirable turnover. For HRM, to be aware of the applicable strengths and weaknesses of the generations is essential to obtain the greatest benefits for the organization. There are potential issues that have to be overcome by the HRM and several motivational theories such as Maslow's hierarchy of needs, Bandura's social learning theory, and McGregor theory X and Theory Y could be applied to the organization in order to overcome the issues of multigenerational

Show More
Related

  • Generational Affects in Business Ethics

    1589 Words  | 4 Pages

    We are experiencing in our work force a changing of the guard, currently there are three generational groups that make up our workforce: The Baby Boomers, Generation X, and the Millennials, who for the past few years have begun to work together. However, what we are discovering is that because of the time frame of their births and the life altering affects during those times, it has influenced the values and objectives of each of these groups, ultimately affecting their ethics and values, in the work place. We will continue to discover the differences in each of these generations, their outlooks, and the steps that business leaders are taking to evolve their training programs and procedures to accommodate these changes and maintain or increase the ethical standards of their companies. Many business leaders are striving to ensure that a generational divide does not lead to miscommunication, hindered performance, and most importantly, put their company at risk.

    Read More

  • Changes In The Workplace: The Three Generations

    169 Words  | 1 Pages

    These three generations: Baby Boomers, Gen X and Gen Y all bring their own share of values, beliefs, thoughts and opinions, perspective and experiences to the workplace. The dynamics of the workplace is directly affected by the differences among these three generations. Today’s current managers need to understand how to efficiently manage and lead a multigenerational workforce in order to increase productivity and meet organization goals and objectives. Recently, there has been changes in the general management. From 2008 to 2013, there was some serious shift in Gen X and Gen Y moving into managerial roles. According to Matthew Golden from Biz Journals, the most prominent change was 87% of Gen Y moved into more managerial roles compared to

    Read More

  • Multigenerational Workplace

    193 Words  | 1 Pages

    HR and talent management professionals who take the time to educate employees on generational issues will improve intergenerational understanding, multi-generational inclusiveness, respect, and productivity.

    Read More

  • Diversity In The Workplace

    1398 Words  | 3 Pages

    Having diversity in the workplace allows for greater growth within a company due to the different opinions and perspectives of people from all walks of life. To remain competitive, many companies are being advised to recruit, develop and retain men and women of all different backgrounds, ages and races (Cox and Blake, 1991). By doing this and also accommodating the needs of their demographically diverse workforce, companies will become much more appealing places to work therefore reducing turnover and absentee

    Read More

  • Buliding Cultural Competence for Employees

    2039 Words  | 5 Pages

    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.

    Read More

  • Analysis Of The Baby Boomer Generation

    997 Words  | 2 Pages

    Upon entering the workforce, this generation worked for organizations that had “clear lines of authority, strict assignment of responsibilities, rank based on seniority, and an implied work contract; they expected to work for the same company until retirement and valued job security and stability” (Fore, 2013). However, because this generation was often absorbed with the past, “technology represented an unpleasant change that required training and adjustment, as it affected both their work and personal lives” (Fore, 2013).

    Read More

  • Difference Between Baby Boomers And Millennials

    1225 Words  | 3 Pages

    Smola, Karen Wey, and Charlotte D. Sutton. "Generational Difference: Revisiting Generational Work Values for the New Millennium." Journal of Organizational Behavior 23 (2002): 363-82. JSTOR. Web. 28 Mar. 2012. .

    Read More

  • Leadership Case Study: Generation Y In The Workforce

    1301 Words  | 3 Pages

    As a matter of fact, the manner in which they handle their children at home, managing their expectations should be the actual case in the work places. The generation Y employee is a constrained bomb of ideas, innovations, and expectations which only then transforms to expectations. The point is, these young employees have abilities that lack capacities. So now they look unto the generation X, the management to feed these capacities, as much as they may do this in a shrewd manner definitive of their expectations (Vaiman & Vance, 2008) Ideally, the generation X should be ready to embrace change in whose case the models of change should be very instrumental to help them manage the generation Y and their ideas and suggestions of change. The synthesis of the two conflicts now becomes the fusion of cultures to end up with a stable understanding of procedures for the young employees and a modern inception and injection of modern ideas into the long held organization cultures,

    Read More

  • The Value of Workplace Diversity

    1053 Words  | 3 Pages

    The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).

    Read More

  • Diversity

    1000 Words  | 2 Pages

    Diversity can be differences in age, gender, ethnicity, and religion. Having such a diverse workforce can be very challenging. (1) Today’s workforce is very diverse in respect to age. Before, corporate America consisted of workers ranging from twenty one up to late thirties to early forties. Now, we see people in their mid to late fifties going back to work. This trend has both advantages and disadvantages. One advantage of an older employee over a younger employee is his ability to use his years of experience in situations where a younger employee lacks experience. Another advantage for an older employee is his built relationship with existing customers. The disadvantage of an older employee over a younger employee is his inability to quickly adapt to his changing environment. Younger employees are more “hungry” compared to their older counter parts. Their hunger is fired by their goal to quickly move up the corporate ladder.

    Read More

  • Workforce Diversity In The 21st Century

    2357 Words  | 5 Pages

    The focus of this paper is to elaborate on the changing landscape of work in America during the twenty-first century. According to the researchers, as the economy continues to slowly recover from the recession and economic crisis, more of our baby boomers are reentering the workforce. In addition to the introduction of automation and computer technologies into the workplace, this has dramatically changed the nature of jobs for the older workers (Czaja and Sharit 2009). As stated in the Government Accountability Office in 2006, the number of workers over age 55 is projected to increase significantly over the next 20 years. Evidence shows that ageism, stereotypes, and misinformation about our older population continue to be major issues across

    Read More

  • Woolworth Performance Management

    761 Words  | 2 Pages

    ...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.

    Read More

  • Age Differences In The Workplace

    861 Words  | 2 Pages

    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.

    Read More

  • The War For Talent Case Study

    1611 Words  | 4 Pages

    In recent times, Human Resource Professional has faced a growing number of challenges in responding to the needs of the contemporary workforce and attempting to win “The War for Talent”. These include globalisation, increasing workplace diversity, technological change and an aging workforce among others. This essay will attempt to show that the three most pressing concerns the Human Resources Professional faces today in satisfying the needs of the contemporary workforce are those, of addressing skill gaps, ensuring employee wellbeing and adapting to increased workplace diversity. Companies will need, to address these three areas; in order to become “Employers of Choice”, meet the needs of their employees and achieve their Strategic Human Resource objectives and ultimately succeed in “The War for Talent”.

    Read More

  • Workplace Diversity Case Study

    1098 Words  | 3 Pages

    Moreover, this equivalent opportunity concept in workplace diversity is aimed for guaranteeing that business organizations make the most out of the difference from workforce varieties rather than to losing ability which may help the businesses to be more proficient and effective. Workplace diversity carries with the heterogeneity that should be sustained, developed and acknowledged as method for enriching organizational effectiveness in this modern society (Henry & Evans, 2007). In order to make sure organizations achieve the diversity goals, businesses should take the appropriate actions to boost culturally diverse employees. Thus, businesses need to gain progress toward multiculturalism, which should incorporates to avoid employees ' impression of the degree of separation and bias, the equal rewards and punishment, the openness of critical information, and the chances for employees to stepping up for their career goals in future (Brown, 2008). Truly, develop and implement multiculturalism in the workplace is not an easy thing to do for businesses. It needs a certain numbers of policy and regulations to follow and adjust before businesses or organizations are actually considering diversity. Also, work diverse group come from people that has different ages, ethnicity, and sexual orientation working together to form a multicultural workplace. There are some

    Read More

More about Multigenerational Workforce

Open Document