Author Note: This paper was prepare for Training, Development and Design HRM 310 |

Table of Contents Introduction 2 Body 3 Conclusion 6 References 8

Introduction

With people working later in their lives, there are more generations in any given workplace than ever before. 1) Traditionalists – Born between 1922 and 1942 “These are the traditionalists, valuing hard work and commitment, loyalty to a cause and a company. They say "Whatever it takes" is their motto, and they will do just that to get a job done. They are not excited about technology, and can be slow to see it as an advantage, much less a necessity” (Lesonsky, 2011).
2) Baby Boomers – Born between 1943 and 1964 “They value security and stability, and appreciate clearly stated goals and tasks. They prefer to communicate through in-person meetings and emails” (Lesonsky, 2011).
3) Generation X’ers – Born between 1965 and 1981 "They are adaptable and resourceful, and most have learned to use digital technology and communicate with the latest tech tools” (Lesonsky, 2011).
4) Millennials’ or Generation Y – Born between 1982 and 2001 “They value work-life balance and flexibility even more than Gen X. They also seek freedom and want to be treated as equals from their first day on the job. This generation doesn’t fear authority, and seeks challenging and meaningful work. And they’re the most tech-savvy of the three groups, preferring to communicate quickly via texting and IM” (Lesonsky, 2011).
Clearly, each of these generations has different values, different goals and vastly different ways of communicating. It isn’t enough to simply recognize these difference, we must learn to identify then appreciate them and tailor our communication to them. It is also important to find common ground between the generations. Theresa Gilbert states in her article, The Challenges of Multiple Generations in