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Mgmt Generations in the Workplace

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AMerican intercontinental university | Generations in an Ever-Changing Workplace | MGMT 340-1502A-03 | | Shannon Ramirez | 5/1/2015 |

Gaining the respect and therefore generating the productivity and performance of a multi-generational team or employee will be discussed in this article. |

Generations in an Ever-Changing Workplace

What are the benefits of having a multi-generational workforce? The pace at which the workforce is changing is phenomenal. Many of the older generations are choosing to stay employed longer, and while that is occurring, more younger associates are hired which creates a generation gap, making communication among teams more complex. Cohesiveness is a must in a work environment and a manager must learn how to effectively deal with each generation in a respectful manner in order to gain productivity among teams. There is a new normal in the workplace in terms of the varied ages of employees, in the past there were at the most three to four separate generations at once, but now with the oldest generation choosing to retire later, more generations are present. This is significant in the different behaviors exhibited by these employees, what may motivate someone to be more productive, or what engages them. This creates a dynamic diversity in an office, and is a great way for employees to learn from each other based on the uniqueness of the backgrounds they come from. We will begin with a description of the traditionalist, the eldest of the employees in the workforce.
The traditionalists are now 70 to 90 years old (1925-1945). They are loyal to a single employer and expect the same loyalty displayed towards them. They come to work on time and take instructions well. They do as they are told and respect authority (How to Manage Different Generations. n.d.).
Baby boomers, aged as of this article are 51-69 (1946-1964).

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