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This weeks reading pertains to working with different generations and some of the challenges that come with it. The description and differences of each generation was interesting and accurate for the most part. It covered their strengths, struggles and unforeseen needs. When hiring or determining to retire someone there are various factors to consider such as the employees needs and wants, and how it will affect the organization. Since our aging world population is accelerating and many continue to work some companies are considering to restructure. Due to different generations such as Baby Boomers, Generation X and Generation Y working together HR professionals have to look into alternate ways to make it work and maintain productivity.
Baby Boomers (1946-1964) are experienced individuals who have knowledge of why certain procedures are non-negotiable and why certain approaches or innovations don’t work (p40). We need to demonstrate we value their skills, knowledge, opinion and contributions. The author suggests we coach them by facilitating goals, and challenge them to grow and to mentor the next generation of leaders.
Generation X (1965-1978) are perceived as individuals who seek learning and gaining experience. They like organizations that offer opportunities for career development, flexible work
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This generation is perceived as lacking skills since they have been exposed to more technological changes than any other generation and rely on them. When providing training to this generation they suggest to interact and engage with them so the learning experience will be effective. In addition to treat them like a colleague and show them you care about their success by providing constructive criticism right on the
Since both authors can relate to both age groups, they have written this article to describe the reasons behind Gen Y’s characteristics and allow older generations a chance to understand their younger counterparts. The article is written not towards Gen Y but instead is written for their critics. Since the article allows readers inside the lives of Gen Y members, it is directed at people who do not already understand this generation and all it has to offer to the world. The authors’ knowledge of the criticisms that Gen Y faces allows them to portray their purpose to intended audiences. They do all of this while remaining mindful of older generations that work full time and live busy lives by breaking the article up with headings and subheadings that allow readers to read only sections at a
This spoiled generation has hit a wall called life and is currently trying to find a way to get over it. The workplace has been a brutal environment for generations now. The millennials, also known as Generation Y, are not the first generation to want change in the workplace, but they are the first ones to be brave enough to step up and place their demands over their own job. The millennials shouldn’t be criticized, they should be admired by every other worker in the workplace. Matchar supports the addition of millennials, but added negative connotation in her article about them.
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
(Bendick, Brown & Wall, 1999). A new awareness of older workers has emerged as retiring
With the current change in demographics throughout the workforce, organizations are feeling the effects of a larger percentage of baby boomers retiring and a large percentage of millennial new entrants. The words used to describe millennial employees, “spoiled, trophy kids, ambitious”, seem to be as everlasting as the constructive and negative perspectives attached to them. Many can debate on the entitlement of these employees within an organization, how these employees can be groomed and managed to better fit the organization, the positive and negative attributes they bring into the workplace, and how the preceding can benefit or derail the effectiveness of an organization. Nonetheless, a harder debate, comes about in denying that organizations must adjust to and integrate these employees into the workforce.
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. .
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,
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/
The ability to integrate generations will be a significant interpersonal skill set requirement of those in Human Resources. The Manager of Employee Engagement develops engaging and prompt manners to determine employee satisfaction and receive feedback focusing on the lean towards specialization in the workforce, along with the need to retain talent (Guppta, 2016). The Director of Learning is in charge of “designing voluntary or mandatory training programs, and bridging virtual and in-person training sessions and exercises (Guppta, 2016).” The internet allows HR to search a broader base of potential employees by using online job postings and online recruiting companies such as Monster.com or CareerBuilder.com.
This qualitative research will contribute to the field of multigenerational workforce management by providing an insight into successful policies managing a multigenerational workforce. The research is to illustrate if good governance adds to a successful multigenerational workforce (Abdullah et al., 2016). Employees perform satisfactorily in a well-organized environment. Cornelis, Van Hiel, De Cremer, and Mayer (2013) illustrated that leaders should understand employee feelings concerning current situations and the need for employees to at least express their feelings concerning the situation at
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,
Zemke, Ron. (2013). Generations at Work: Managing the Clash of Boomers, Gen Xers & Gen Yers in the workplace. Edition #2.
Something unusual is occurring in today’s workforce, it has become very diverse in terms of the various generations in it. Generations are groups born during the same time who experience similar cultural experiences (Campbell, 2015). Most organizations now have a workforce of four distinct generations, creating a multi-generational workforce. Due to the struggling economy in the United States over the last several years, people are delaying retirement and working longer than ever before. Concurrently, there are 100,000 new workers joining the workforce monthly.
Each generation leaves an impression on our future, despite whether it is a positive impression or a negative one. This lasting impression is often referred to as generational potency. By obtaining new tools and opportunities from the mistakes and triumphs of those who came before them, every generation tries to make themselves heard. Therefore, the concept of generational potency is something that largely exists in our great nation. As Tamara Erickson said, “The truth is, without even trying, you will bring fresh perspectives to work because many of the ways you approach problems are different from the way it has always been done” (Erickson, 7). Everyone has a different outlook obtained from the knowledge you gain from past experiences and influences. For, we would be foolish to discard the wisdom and experience of those who came before us. Just as the Great War generation in the twenties impacted the decisions made in the “Greatest Generation,” all generations preceding 1977 h...
As the largest generation on the planet (Jenkins), the Millennials (otherwise known as generation Y) have faced plenty of scrutiny from the previous generations. A Millennial is the demographic group made up of anyone who was born between the years 1980 and 2000. This group of young people has proved to be a great contribution to society and also to the advancement of technology. They do things in their own ways and on their own terms, always approaching a problem in the most efficient way possible for everyone. Millennials have settled numerous issues in our society and they are expected to change our world exponentially. Millennials adapt to new technologies very quickly, however, while Millennials see themselves in generally positive terms such as ‘tech-savvy’ and ‘up to date’, many people from the older generations see them as ‘spoiled’ and ‘lazy’. The new technologies do make living everyday life easier and more functional, however, Millennials are not at all ‘lazy’ for taking advantage of them. Millennials use these new tools in incredibly innovative ways and they see the world in a completely different light.