...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) ], the guiding principle...
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...For the first time in history, four generations are working side by side. Different values, experiences, styles, and activities create misunderstandings and frustrations By the year 2014, 70 million Baby Boomer (including many teachers and school leaders) will entire retirement in large numbers Generation X, a generation with different sensibilities and priorities than Boomers, will assume positions of leadership in schools and districts The Generational Divide (U.S. Population) Traditionalists Baby Boomers Generation X Generation Y/Millennials Born 1925-1945 50 million GWAEA 6% (28) Born 1946-1964 80 million GWAEA 70% (341) Born 1965-1980 46 million GWAEA 22% (110) Born 1981-2006 76 million GWAEA 2% (9) Traditionalists (61+) Influences Great Characteristics Patriotic Depression Roaring 20’s WWI and II Korean War GI Bill loyal “waste not want not” Faith in institutions— one company career Military influenced top down approach KEY WORD: LOYAL Traditionalists (61+) Value Logic and Discipline Like Change to Build a Legacy Don’t Want Baby Boomers (42-60) Influences Suburbia TV Characteristics Idealistic Watergate Protests, Human Rights Movement Drugs & Rock ‘n Roll Vietnam, COMPETITIVE Question Authority KEY WORD: Optimist Baby Boomers (42-60) “Me” Generation Title, Recognition Money, Want to Build A Stellar Career Generation X (26-41) Influences Sesame Characteristics ...
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...BABY BOOMERS, GENERATION X AND GENERATION Y By Nortini Isahak Table of Contents Page Introduction 2 1.0 Work Behavior Characteristic between Baby boomers, Generation X and Generation Y 1.1 Baby Boomers 3 1.2 Generation X 4 1.3 Generation Y 5 2.0 The Challenge 2.1 Characteristics of each generation 6 2.2 Perception of other generations 7 3.0 Leadership Styles for Different Generational Groups 9 4.0 Recommendation 11 Conclusion 13 References 14 ABSTRACT Generation Y (born 1981 and 2000) is young worker, Generation X (born 1965-1980) is middle generation and Baby Boomers (Born 1946-1964) is older employers. Usually young workers want to make a quick impact, the middle generation needs to believe in the mission, and older employees don’t like ambivalence. It is important organization to take time and build the trusting relationship where each generation brings ahead their potentials and works towards the organization goal. The leaders should recognize the different work characteristics between generational groups and apply leadership styles that will positively contribute to employee motivation. As a result, due to the shifting nature of the job/task itself and the changing nature of subordinate characteristics and behavior. Leadership styles have also had to make changes. Accordingly, a task-oriented leadership style is more acceptable to Baby boomers but Generation X and Generation Y prefer...
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...The traditionalists, also called “Veterans, Matures, the Silent Generation and the Greatest Generation,” were impacted by many significant experiences including World War 2 and the Great Depression (WCF, n.d.). Living through those difficult times characterized this generation as hard workers that respect authority and have a strong sense of duty. Having this no nonsense approach to life can affect their career sensibilities. It is common for traditionalists stay in the same job throughout their lifetimes. This also means that they expect the organization to treat them with respect and dignity in return. Personal fulfillment in a job may not be as high of a priority for this generation, but they expect to be compensated and treated fairly. Baby Boomers The Baby Boomers came to rise as veterans returned from World War 2 and wanted to get back to normal life. It is a large generational group and currently makes up 50 percent of the workforce (Gesell, 2010). They grew up in a time that people were known for challenging authority, seeking reform, and confrontation. As this generation entered the workforce they broke out of the more autocratic style of their parents. They seem to prefer to meet in person and one-on-one contact with coworkers (WCF, n.d.). Baby Boomers also tend to seek recognition through their organizational role and compensation level. Working hard to get that recognition is a common practice for this generational group. It is because of their...
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...work force today here in the United States is populated by three generations; the baby boomers, gen-x and the gen-y which is sometimes call the Millennials. Currently we have a very large population of baby boomers at 77.3 million people, followed by a rather small population of gen-x with roughly 49.1 million people and then we have another really big...
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...eneracion y x baby boomers - Baby Boomers Generacion X Y Generacion Baby Boomer, Generacion X Y Generacion Y Generacion X Y Z Generación X Generacion X La Generación X Baby Boomers. Sep 29, 2009 · Perfil psicografico y de comportamiento de la Generacion X y la Generacion Y,. Los baby boomers y la generación x. Mercy Hernandez Novoa. … One author, and professor at the University of Toronto, David Foot, divides the generation born after the Baby Boomers into two groups in his book Boom Bust Echo . los Baby Boomers y la Generación X se complementan y aprenden entre sí. Education, Technology, Innovation and Business. Educación, Tecnología,. generacion y x baby boomers. 28 Ene 2014. Mejor respuesta Generacion X 32 - 51 años. Baby Boomers 52 - 70 años. Fuente(s) Miguel · hace 1 año. 0. Pulgar hacia arriba. 0. Nov 18, 2011 · CORRECTION An earlier version of this story cited Business Insider as the source for information on the 2011 Society for Human Resource Management Poll. Traditionalists, Baby Boomers, Generation X,. Generation Y (and Generation Z) Working Together. WHAT MATTERS AND HOW THEY LEARN how different . Videos relacionados con generacion x y z baby boomers. Información y videos sobre generacion x y z baby boomers Traditionalists Baby Boomers Generation X Generation Y . Read article that related about Traditionalists Baby Boomers Generation X Generation Y . Jul 31, 2014. and more prudent than Gen Y, here s a guide to all those complex generational labels. Do you know your...
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...MILLENNIALS AS TARGET MARKET (INTERNET USAGE RESEARCH) Millennials have the highest social networking penetration of any generation, and the highest Facebook and Twitter use rates to match. Though Twitter started out with a somewhat older audience, millennials now make up more than half of all users, and will hover around that point for the next several years. They also account for about four in 10 digital video viewers. - See more at: http://www.emarketer.com/Article/How-Digital-Behavior-Differs-Among-Millennials-Gen-Xers-Boomers/1009748#sthash.dENqgIy8.dpuf The Millennial generation, also known as Generation Y, is the first to come of age with cable TV, the Internet and cell phones, so technology is essentially baked into every Millennial’s DNA. In fact, when asked what makes their generation unique, Millennials ranked “Technology Use” first (24%), followed by “Music/Pop Culture” (11%) and “Liberal/Tolerant” (7%). In contrast, Boomers ranked “Work Ethic” as the most defining characteristic of their generation. Roughly 93% of Millennials used a mobile phone in 2012 and among that about 63% used smart phones. Millennials also have the highest penetration of Internet usage, with 93% of Millennials using the Internet, 89% of Gen X and 77% of Baby Boomers. While Millennials were not the highest in usage of mobile phones and smartphones, the study found them to have the highest usage of social media. Eight-four percent of Millennials are social media users, with 66% of Gen...
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...Millennial Generation in the Workplace Generational Issues in American Workplace To truly understand where our hiring focus should land, an appreciation of the different generations that are currently in our workforce in America is paramount. Betty Kupperschmidt defines a generation as an identifiable group that shares birth years, age location, and significant life events at critical development stages (Kupperschmidt). By undergoing the same experiences, these people are grouped together and share similarities that impact their work behavior. A cohort, known as a generational group, develops a personality that influences a person’s feelings toward authority and organizations, what they desire from work, and how they plan to satisfy those desires (Kupperschmidt). The Bureau of Labor Statistics believe that the projected labor force growth over the next 10 years will be affected by the aging of the baby-boom generation and, as a result, the labor force will grow at a slower rate (Toossi). The future participation rate projections by the Bureau of Labor Statistics show that the majority of those participating at ages 25 to 54, millennials and generation x, with 81.3 percent, and ages 65 and older with 22.6 percent, the baby boomer generation (Toossi). Although the prime age workers of 25 to 54 years old will still make up the majority, their rate is slowly decreasing. In contrast, the participation rate of workers aged 55 and older is increasing, and is projected to keep...
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...Facebook? Question 1: How different are today’s Gen Y employees from others ( Gen X, Baby Boomers, etc.) in terms of their mindset or perspective about work, life, career, and the world? Be specific about how you define Gen Y, Gen X, Baby Boomers, etc. Question 2: In term of recruitment practices, what adjustments or adaptations should HR managers make to enhance the effectiveness of their recruitment efforts? 1.0 Introduction Different generations have shown different characteristic traits in line with their time's requirements, opportunities and difficulties. They have different expectation, beliefs, lifestyle and work style. People attitudes as well as employees have been shaped by previous generation and current environment where reflected on their mindset or perspective about life. They also feel that they are better than other peers especially when it comes to careers, technology, and lifestyle. In order to resolve the conflict arises from different generation at workplace, the understanding difference generations is a must task in building the successful multigenerational workplace. 2.0 Differences of Generations and Mindset 2.1 Baby Boomers The Baby boomers are all those born in U.S. during the demographic Post–World War II baby boom between 1946 and 1964 and they are predominately in their 40s and 50s. According to Madsen Pirie and Robert M. Worcester (1998), the baby boomers represented a coherent group of people who grew up amid similar experiences and who...
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...of this work is to complete a research proposal on the comparison of work values for gaining of knowledge for management of the multi-generation workforce. The specific focus is upon Generation ‘X’ and the Millennium Generation which are the two primary groups comprising the new workforce. Lawsson R.D. - Identifying and Managing Diversity of Workforce 216 Business Intelligence Journal January OBJECTIVE The objective of this work is to complete a research proposal on the comparison of work values for gaining of knowledge for management of the multigeneration workforce. The specific focus is upon Generation ‘X’ and the Millennium Generation which are the two primary groups comprising the new workforce. INTRODUCTION The generation that a person is born within has some impact upon that individual in terms of work styles, work values and self-image. The demographic profile of the workforce is undergoing quite a change insofar as the representation of generations and the result is that organizations are experiencing a necessity to make changes as well. The workforce will become increasingly more diverse in the future and this greatly affects the organization in its capacity of hiring and retaining employees. The literature reviewed within this study illustrates the fact that the expectations of employees differ within the generations represented in today’s workforce and unless managers have a sound knowledge-base of the needs and expectations of the organization’s...
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...Article Summary Savage,Marcia. "IT Support: Bridging The Generation Gap" InformationWeek (December 2015): Link : http://www.networkcomputing.com/applications/it-support-bridging-generation-gap/1117677992 Pre-Script: Baby Boomers: Born before 1965 Gen X: Born between 1965 and 1980 Millennials :Born between 1980 and 2000 Millennials, digital natives who grew up with computers and Internets have much expectations regarding the technology they use rather than the baby boomers. These tech savvy workers will want more IT support via video chat, Instant messaging and social media rather than the Gen Xers and baby boomers. A CompTIA’s study was made based on the IT support needs in different age groups on an online survey across various sectors. CompTIA found that desktops and PC topped the list for IT support tickets rather than the smart phones and tablets. Millennials are more open to use skype or Lync video chat to work with IT Support compared to the boomers and they are more likely to use their own personal computing devices at work. The Survey also found that the millennials were inclined to “do it yourself” approach or search solutions on google than the Gen Xers or baby boomers. Overall, research showed that IT Support met the expectations of the workers and it is also found that there is a room for improvement. Reaction I totally agree with the statement. Millennials largest generation at work will definitely place advanced demands on the IT Support....
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...they do desire clearly defined goals and objectives in order to performance successfully. In 2011, Noe Hollenbeck, Gerhart & Wright reported that, “Most Employees are motivated by direct and regularly scheduled feedback: they want to know that they are on the right track” (p. 245). However, it is important to consider the generation preferences within the group. Millennial employees have grown up in an era with continual guidance from parents; therefore, they prefer frequent and candid performance feedback. Baby boomers on the other hand, were raised more independent and earned their statuses, which results in their preference for less interactive feedback. Generation X leans more toward the Millennial preferences regarding evaluation feedback. They too want constant feedback but it must be” accurate, specific and timely” (Tulgan 1996, para 4). They want each feedback encounter to provide learning and career growth opportunities. Millennials want the constant feedback but also required clear direction, guidance and problem solving assistance. They want their managers to be assessable just as their parents have been. In response to the Millennials need for constant feedback, “Ernst & Young launched an online “Feedback Zone,” a place where employees can ask for and submit feedback at any time” (Understanding the...
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...happening right before their eyes: they are being controlled. Sadly, we must admit there is some very eye-opening truth to Huxley’s prediction. Our overwhelming need for technology is becoming a source of mass unconsciousness, which could easily feed into Huxley’s idea of our future. Past generations, such as the Baby Boomers and Generation X, have less understanding and connection to technology than Generation Y. The internet has become an indispensable tool which is often taken for granted. It is so common that it no longer is seen as the vast plane of information and exploration that it is; but, instead is used merely for gaming, TV, and social media. Dr. Sally Nimon describes the difference between generations well when she states that “to Baby Boomers […] and even Generation X‐ers […] phenomena such as mobile phones and the internet represent tools that can aid them in the performance of their daily lives; to Millennials there is evidence to suggest that they are as seamlessly woven into the fabric of their existence as the clothes they wear or the food they eat” (Nimon 24). Millennials have become so accustomed to technology that it no longer is an asset. To almost any member of Generation Y, a cell phone becomes an expectation at a certain age. When I was a kid, I felt left out when I didn’t have a...
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...Topic: Millennials at work: Should they be managed differently? Why? 1. Introduction In this day and age where change is a constant and where humans are considered the most valuable resource (Lepak and Snell, 1998), Human Resource Management is essential and vital to an organisation’s survival (Boxall and Purcell, 2000). This essay attempts to discuss on the reasons why Millennials should be managed differently as compared to Baby Boomers and some of the issues that organisations face in their efforts to effectively combine this generation into the existing workforce. The overall structure of the essay will follow in such an order where by it will start with the brief overall definition of Millennials and Baby Boomers for a clearer picture, followed by mentioning some of the defining characteristics of how Millennials behave in workplaces and the implications of it for Human Resource Managers. Lastly, this essay will conclude by reinforcing the stand that Millennials should be managed differently with the main points of argument highlighted as well as the future directions that HR managers can look to. 1.1. Millennials versus Baby Boomers To understand the significance of Millennials in the workplace, it is important to first define Millennials and its characteristics. The term ‘Millennials’ or more commonly known as Generation Y, is defined as any individual born after 1981 (Leyden et al., 2007). Other terms which refer to the same cohort include, Nexters, Echo Boomers, Baby...
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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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