...a specific characteristic that distinguishes it from the other. In short, the overall effect one generation has on the other depends on circumstances that existed during that period. We will examine generations referred to as Baby boomers, Generation X and Millennials and how their history helped to shape the world today. It is clear that these three generations are distinct in terms of their experiences, worldviews and beliefs. However, it is also evident that history shaped the development of each group, allowing the generation that followed to benefit from earlier periods in history, creating pockets of similarities across the decades. Experiences in their lifetimes The Baby Boomer Generation is the name given to persons born between “1947 and 1966” and was seen as the last generation that effected any great changes on American society. This generation was distinguishable by a significant increase in birth rates following World War II and is seen as one of the largest generations in the U.S. Baby Boomers are allied with a dismissal of traditional values. Experiences during this time shaped the Boomers and were contributory to the characteristic of rebellious as they were defined. Some of the memorable events for the Baby Boomers are the Cuban missile...
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...progress of projects which would measure both business results and the achievement of employees working toward Hershey’s four core values (Noe, et.al., 2011, p. 56). This redesigned performance management system would allow employees to show their performance based on goals that are set on specific projects instead of just every day mundane work. It would increase motivation amongst employees as they would now have specific goals attached to a project that has a clear objective and their progress and work efforts on these projects would have a focus on direct business efforts that would help them feel like they are a part of the team. This performance management would allow both the baby boomers and the millennial worker to showcase their skill sets and have a direct effect on the business. Employees will have a chance to really shine and have their performance graded on substantive work that really counts toward the success of the company. This system would challenge its employees to be the best where it really counts. If you were a Hershey’s employee, analyze how you would interpret the values that Hershey embraces in relation to your role. If I were a Hershey employee, I would embrace the Hershey values every day in the duties I perform. I would embrace each of the four values by making sure that I perform my duties in accordance with their values to help the company meet its intended goals of winning with an aligned and empowered organization (Noe, et.al,...
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...Judge, 2009, p. 119). Robbins and Judge (2009) observed that since the average age to enter the workforce is between 18 and 23, the cohorts are loosely based on the chronological age of their demographic and ostensibly reflect the dominant values and job attitudes of their representative generations (p.119). This paper is a systematic discussion of three topics related to contemporary work cohorts: (a) the reality and specifics of the management issues associated with having a multigenerational employee base, (b) the profiles of each of the four generations that compose the workforce today, and (c) advice for company leadership on turning the diverse perspectives of a cross-generational workforce from challenge into advantage. The Significance of the Generational Gap at the Workplace The fact that the phrase “generational gap” is part of everyday vocabulary, suggest that the phrase denotes something real, which makes the theory appear prima facie true. Furthermore, in light of the amount of literature concerning the theory of contemporary work cohorts, it becomes easy to take the validity of the theory for granted. Some critics, however, argue that due to the theory’s limitations, which include lack of rigorous research on generational values, limited intercultural application, and the imprecision of the categories that tend to ignore individual...
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...great effort is required to address these changes. This paper discusses recommendations for the redesign of Hershey’s performance management system in order to appeal to its diverse workforce. Also discussed is how an employee would interpret the Hershey Company’s values in relation to their role. Workforce trends will be examined and how they could impact Hershey. Finally, the mentoring program that Hershey has implemented will be discussed along with the effects that this program has on integrating the culture at the Hershey Company. Recommend the redesign of Hershey’s performance manageir ment system to appeal to the diverse groups that it employs. A performance management system is a system put into place that makes certain that the employees’ outputs and activities align with the goals of the company or organization (Noe et al, 2011). Hershey’s current performance management system caters more so to the younger generation of workforce that it hires. It satisfies their desire for autonomy, challenge and results. Each employee in the company sets goals and monitor and manages their progress attaining the set goals. Also measured is if the goals are met in respect to the Hershey Company’s core values. This type of...
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...be to keep their current designed performance management system. Their redesign system tailors to two definite generations, the baby boomers and the younger generation. Hershey has a system in place in which the baby boomers train and mentor the new millennial worker due to, “the baby boomers tend to be concerned in leaving a legacy, making the world better, so they generally are enthusiastic about mentoring their younger colleagues” (Noe, Hollenbeck, Gerhart, Wright, 2011). The baby boomers are role models, coaches, and advocates for Hershey’s. Mentoring gives them chances to develop their abilities, experience, and wisdom both to their own advantage and that of Hersey’s to train the younger generation employed with the company. Hershey has reshaped its performance management system which is more attractive to the younger generations’ excitement for challenge, autonomy, and results, the redesign was a bottom-up effort, in which individuals within the company set goals and track progress on projects. The system measures not only business results but whether they are achieved in accordance the Hershey’s four core values (Noe, Hollenbeck, Gerhart, Wright, 2011). If you were a Hershey’s employee, analyze how you would interpret the values that Hershey embraces in relation to your role: If I were a Hershey’s employee I would understand the values that Hershey embraces in relation to my role as a company that believes in: * Treating employees with fairness, honesty, and...
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...Generational Buying Behaviors How Baby Boomers and Millennials Differ in Making a Purchase MKTG 310-50 February 16, 2015 Introduction In the marketing world, finding groups or segments of consumers that have strong similarities are almost rare to find. When such similarities exist, marketers can offer related product, service, distribution, and communications to a very large number of potential or existing customers that will respond in a consistent way. This is the ideal way to approach a situation but it doesn’t always work so smoothly. Ever since the 1950s, marketers have pursued certain markets that are internally consistent on some common ground, but externally different from other market segments. Marketers have been effective and efficient through the act of segmentation. Baby Boomers (born 1946-1964) have been the most powerful generation historically. These Baby Boomers are known to be optimistic, team oriented, and often strive for personal gratification. Millennials (born 1981-2000) are a very close second in the generational race to be the most influential generation in history. Millennials are also quite optimistic about the future. They possess a lot of confidence and are very careful about their status level. Even though these two generations have similar traits, they are very different at the same time. Baby Boomers and Millennials will be examined on how and why they make a purchase in the market. Generation...
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...the redesign of Hersey’s performance management system to appeal to the diverse group that they employee would be to keep their current designed performance management system. Their redesign system caters to two specific generations, the baby boomers and the younger generation. Hershey has a system in place in which the baby boomers train/mentor the new “millennial” worker (employees in their twenties) due to, “the baby boomers tend to be interested in leaving a legacy, making the world better, so they generally are enthusiastic about mentoring their younger colleagues” (Noe, Hollenbeck, Gerhart, Wright, 2011). The baby boomers are role models, coaches, and advocates for Hershey. Mentoring gives them opportunities to utilize their abilities, experience, and wisdom both to their own benefit and that of Hersey’s to guide the younger generation employed with the company. Hershey has redesigned its performance management system appealing to the younger generations’ eagerness for challenge, autonomy, and results, the redesign was a bottom-up effort, in which people throughout the company set goals and track progress on projects. The system measures not only business results but whether they are achieved in accordance the Hershey’s four core values (Noe, Hollenbeck,...
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...their future. (About Hershey, 2010.) Recommend the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs. Hershey’s performance management system already appeals to the diverse groups that it employs, they are a well rounded group that continues to be successful. Their system already is appealing to their diverse groups; they cater to both the baby boomer generation as well at the “millennial” generation (employees in their twenties). Not only do they cater to age and generations differences, but they have experienced an increase in diversity with the expansion of the company. (Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2011). Hershey has found a way to attract the younger generations also known as the “millennial” generation, the idea of a mentoring program for the two different generations was thought up. With this mentoring, workers would be paired up, millennial with baby boomers. The baby boomers showed to be interested in leaving a mark or a legacy; they wanted to make the world better. Generally with the baby boomers there was more enthusiasm about mentoring the younger...
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...dynamic and challenging workplace that affords employees the opportunity to develop their skills and talents. With its diverse work groups, Hershey must think of ways to effectively manage its unique workforce. For instance, with more individuals from the baby boomer era still in the working, facing diversity is unavoidable. As a result, managing diversity in the workplace has been and continues to be the topic of many companies to include the Hershey’s Company. Hershey recognizes the importance of effective communication. Employees are aware of the core values of the company. According to Hollenbeck, Gehart, & Wright (2011), employees should share values, be clear about how their work contributes to the organization’s mission, collaborate effectively, and be selected, equipped, and rewarded for meeting company objectives. The core values of Hershey led to the implementation of a trainer/mentor system. This system is carried out by pairing a baby boomers with a millennials. This wise design gives both trainer and mentee the opportunity to learn from each other. In addition the trainer who has longevity with the company has the legacy that he/she willing to pass on to the baby boomer. In other words, the baby boomers are...
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...Case 1 Brannigan Foods Kate Wheaton Bert Clark is faced with a very serious problem and has enlisted the help of several counterparts of Brannigan Foods’s Soup Division. The soup industry has been declining for several years, and directly affecting the Brannigan division for the last three. Bert has to determine, of the four plans he received, which is the best in order to move growth back to 3-4%. The Environment: Major consumer trends affecting the industry are the concern for health and obesity. The inclining age of the most brand-loyal segment of soup consumers, the baby boomers, are seeking diets with low sodium. It’s crucial to maintain this large market segment, luckily the Heart Healthy line is positioned well with the baby boomers. Conversely, younger consumers (millennials) are needed to ensure vitality in the long run. One of the most critical aspiring trends among consumers are that of professionals and working mothers seeking fast, simple meals. The acquisition of Annabelle’s Foods helps this segment with growing sales of 12% per year. Another trend is the tastes of consumers. New flavors such as Mexican and Asian soups are gaining way in the division. An opportunity to procure these flavors is to acquire a new product line; Roarin’ Cajun Foods would secure the Mexican style soup and Red Dragon would lock down Asian tastes. If not acquired, these brands pose a threat to us in addition to Brothers Gourmet and others in the soup market. The Industry: Brannigan...
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...MGMT 591: Leadership and Organizational Behavior Course Project The Impact of the Lack of Generational Diversity within a Small Company 1.0 Introduction & Overview Edge Solutions, LLC is a majority woman-owned IT solutions provider delivering superior customer service and support for impactful IT solutions that meet our customers’ business challenges across the mid-Atlantic and Southeast. Edge’s corporate headquarters office is located at 7 Old Roswell Street, Alpharetta, Georgia. This company was founded in 2008 at the kitchen table of Julie & Michael Haley. Julie’s professional background is corporate and legislative law and Michael served as Vice President and General Manager for a Fortune 500 hardware distribution company. Within a very short time, Edge started receiving notary in IT industry and business awards and professional accreditations for its business growth, level of service and expertise. In June 2012, Edge was named the 3rd fasting growing company in the nation by Inc. 500/5000. And the URL for the online site is http://www.inc.com/inc5000/profile/edge-solutions. At Edge, our team is dedicated to delivering the right solution with specific expertise in data center management, server and storage virtualization, storage management, data protection information management, eCommerce procurement solutions as well as asset and services contract management to small and midsize businesses. I am Edge Solutions’ rising Chief Information Officer (managing...
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...Intergenerational Groups The modern workplace is largely comprised of three generations working alongside each other, with two generations, the Baby Boomers and Gen X making being the vast majority at this point (50 percent and 39 percent respectively). [ (Gesell, 2010) ] The generation that built and shaped the modern environment in the post WWII years, ‘The Traditionalists’, have nearly entirely phased out of the workforce, but the echo of thier institutions and culture will be felt for years to come. The upcoming generation, the Millennials, have only begun to have an impact – and the impact they have as a generational cohort will increasingly dominate in the coming years. As a generation, the Millennials are 95 million strong. [ (Gesell, 2010) ] The 78 million Baby Boomers in the workforce now have long been accustomed to being the biggest generation with the most cultural clout, but they will inevitably have to cede the workplace (and society) to the Millennials, who are entering the workforce en mass now, and will be hitting their mid-career stride as the Baby Boomer generation retires. Managing the interaction and transition between the influence of these two massive generations will largely fall to Generation X, which is by size a smaller generation, but is sandwiched between the two massive groups, and is the generation to that the Baby Boomers can better relate to, and the Millennials will look to as more experienced elders. In “Generations at Work” [ (Ron Zemke, 2013)...
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...current performance management system. Hershey’s have a redesign system that caters for different generations and more specific to two. These generations may include the baby boomers and the younger generation. In reference to these systems, they entail a situation where the baby boomers train or mentor the new recruits to the company. The main aim of this is to leave a long term legacy with betterment of the whole world. This particular system has been known to be particularly enthusiastic in mentoring the younger colleagues in order to cope with company’s policies (Wright, 2011). Hershey benefits from the baby boomers as the role models, coaches and as well as their advocates in the business and cooperate world. In terms of younger generations, the company has strategized their systems to attract the younger generations. This is suppose to offer the young generation with a lot of eagerness for challenge, self independent, achieve results in the environment and results. The company’s redesign takes the bottom-up approach. People throughout the company were allowed to set goals and track the possible progress on projects. The adoption of the system is seen to be effective in measuring business results. The system is also put in place to check whether the results are achieved in line with the Hershey’s core values. Running head:...
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...worth industry. Pilzer also predicted that 10 million millionaires will emerge from the wellness industry in the next 3 to 5 years (Pilzer 2001). The Natural Mystic’s marketing plan seeks to generate revenue from a target market of primarily customers over fifty years old called the Baby Boomers. Through its wellness center, The Natural Mystic will provide unique solution – orient programs geared towards a market segment of serenity and holistic wellness seekers. Boomers represent the most progressive group in terms of making the connection between good health and appearance. As a result, Boomers represent the prime target for “beauty from within” messages. 75 % of Baby Boomers believe the best years are ahead of them. In this vein, they are looking for solutions that cater to concerns like lack of energy, physical health, memory and emotional health (Nolen 2011). It may seem that Boomers are only seeking an illusion of youth; youthfulness is being redefined to include any age as long as the person is toxin / disease free, emotionally and spiritually satisfied, and fit. Today, folks think about health and wellness much as they would a car or a house – it’s an asset, something whose value increases when you protect, maintain and enhance it (Nolen 2011). Through various...
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...CSGB6101 Human Capital Management MANAGING GENERATIONAL DIFFERENCES IN THE WORKPLACE CASE STUDY OF FELDA Prepared by GROUP 3 : Name | Matrix No. | Phone. No. | E.Mail Address | Khadijah Mohamad Radzi | CGA130056 | 019-6795231 | khadijah.fahim@gmail.com | Nasira Banu Rahim Khan | CGA130106 | 019-3612038 | nasira@bnm.gov.my | Yu Kong Cing | CGA120010 | 012-6842818 | kcyu@fella.com.my | Prepared for DR. MOHAMMAD NAZRI BIN MOHD. NOR Submission Date: 15 May 2014 Due Date: 19 May 2014 Word Count: 3859 Content | Page | 1.0 Executive Summary | 1 | 2.0 Background of Study | 2-6 | 3.0 Problem Statement | 6-8 | 4.0 Research Question | 8 | 5.0 Objectives of Study | 8 | 6.0 Literature Review | 8-9 | 7.0 Discussion | 9-12 | 8.0 Recommendation | 12-15 | 9.0 Conclusion | 15 | 10.0 References | 16 | 11.0 Appendix 1 – Organizational Chart | | 1.0 Executive Summary The purpose of this paper is to study the differences and similarities of four generations of FELDA workers and the implication of it to the organization’s competitiveness. FELDA has been chosen for the study because it is a unique organization involved widely in business as well as community development in 319 Felda Settlements. With a total employee of 3,990 people working locally and overseas...
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