...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...
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... 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...
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...The Positive and Negative Effects of Generation Y in the Workplace Abstract Chapter 1 INTRODUCTION Generation Y is the youngest workforce of this generation. They are born between the year 1981 and 2000 (1), and is described as the generation of “digital natives”, embracing technology as it is deemed innate to this generation's character. Generation Y is said to consume 1.7 Billion representing 25.5% of the world's population (Oxygens). Considering the vast population of this generation and the different skills, knowledge and successes they can contribute to the workplace, one cannot ignore the effects they bring, both positive and negative to the exisitng hierarchy in the workplace. In addition, the changes this generation bring to the organization will have a big impact to the company's the existing norms and practices, the immediate bosses and the top management who happens to be on either Veterans, Baby Boomers and/or Generation X. SIGNIFICANCE OF THE STUDY This section will provide the various significances of the study. To students. As part of the Generation Y, the proposed study provides the students with a source of knowledge on how their generation greatly affects the trend of workforce in the contemporary times. Also, this research will serve as a reference or guide for students...
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...Millennials: Benefits in the Workplace Melvina Turner University of the Incarnate Word Submitted to Dr. Rochelle Caroon-Santiago In Partial fulfillment of the Requirements of Scientific Literacy in Psych V1 Sp116 (PSYC2320_V1_Sp116) March 2, 2016 Table of Contents Abstract……………………………………………………………………………………………3 Millennials Overcoming Stereotypes……………………………………………………………...4 Benefits of Technology and Mentors……………………………………………………………...5 Future of Millennials and Positive Qualities……...…..…………………………………………..6 Impact on Success………………………………………………………………………………....7 Retention and Promotion………………………………………………………………………….8 Furthering Research………………………………………………………………………..…….10 Conclusion………………………………....…………………………………………………….11 References……………………………………………………………………………………..…12 Abstract As Millennials begin to dominate the workplace, it has begun to cause a shift in beliefs, values, abilities, and success. It can now be seen that Millennials provide benefits to employers in the workplace (Alsop, 2008). Millennials bring different characteristics to the working environment, regardless of their stereotypes. Their use of technology can be utilized as a positive attributed and thus an impact on their success. Millennials are also seeking a coaching or mentoring environment through reverse mentoring. The impact Millennials will have in the workplace is one of success and the desire to work better, but they also need positive reinforcement. Millennials are also seeking an...
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...in the workplace yet to come. Presently the workplaces are filled with veterans, baby boomers, Generation X, Y and the now entering Generation Z. Other changes in the workplace will include a balance of virtual and physical work locations. Technological advances will create new careers and multiple skill requirements that will challenge the jobs as we know then now. The recruiting process will change in the methods we use to find talent as well as the specific skill requirements. The benefits of diversifying a workplace, is an extensive pool of talents as well as a better perception in the international market. Besides the pool of candidates , diversification shows an understanding of the global market (Bowes, Barbara). Four distinct, age-based associates exist in the workplace with a generation gap of fifty or more years between the oldest and youngest employees. Traditionalists created our current work structure. They entered the workforce when the economy was growing and experienced how hard work led to advancement. Baby Boomers entered the workforce in a time of growth but had to come to work early and stay late to stand out from the multitude. Generation X got held up by the Baby Boomers and missed some advancement opportunity because the position was filled by those who entered the workplace a few years ahead of them. Generation Y (also known as the Millennia) 1970 to the early 1990’s is the fastest growing segment of today’s workforce. Generation Y grew...
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..."The traditional approaches of Quality Management are products of the generations or groups in the workplace.” According to Graeme Knowles, quality can only be addressed by the whole organization working together. And to look at quality management, there is a need to understand the (society’s) amount of effort involved for the significant changes that are occurring (in a certain organization) to arrive at a certain quality satisfaction – by the management and for the customers. In this synthesis, the reader is expected to know if the traditional approaches of quality management are produced by the existing generations or groups in the workplace OR a mere guide only to what is really exuded in this era. There are four generations or groups in the workplace as stated by Susan Quinn: the Veterans (ages 65+), the Boomers (46-64 y/o), the Gen X (34-45 y/o), and the Gen Y (13-33 y/o). In a nutshell, the four types of people in organizations have been classified through their era of birth (showing their current age bracket) and their main characteristics. Describing each group’s characteristics, the Veterans are those who really stay in a certain company for a long time affecting all the down lines since they are keeping their position unavailable for others. The Boomers are those who are open to working in other country (ies) in order to achieve career growth for themselves. Gen X, expected to be sons and daughters of the Veterans and the Boomers, are those who are self-reliant...
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...ABSTRACT This paper looks at the challenges of intergenerational as well as intercultural communication. It will examine where these challenges come from and how best to overcome them for effective workplace communication. Effective Communication Communicating Across Generational and Cultural Lines With people working later in their lives, there are more generations in any given workplace than ever before. The topic of intergenerational communication has moved to the forefront as it carries its own unique challenges and rewards. The International Encyclopedia of Communication refers to intergenerational communication as applying “to interactions involving individuals who are from different age cohorts or age groups” (Intergenerational Communication). Simply put, intergenerational communication means the way in which we communicate between different generations in the workplace. Currently there are four potential generations in the workplace. Each has their own unique set of values and way of working. Rieva Lesonsky defines each generation in her article Managing Different Generations in the Workplace: 1) Traditionalists – Born between 1922 and 1942 “These are the traditionalists, valuing hard work and commitment, loyalty to a cause and a company. "Whatever it takes" can be heard as their motto, and they will do just that to get a job done. However, Builders like things to be the way they've always been; what worked for them will work for others. They are...
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...Generational Conflict in the Workplace Tara Scott University of North Alabama MG-340 July 20, 2015 I declare and affirm that the work submitted herein is my own work product from my own labor, efforts, and endeavors, and that I did not receive seek, receive, offer, or accept unauthorized aid or assistance or use of the work product of another, unless otherwise so stated fully and completely herein. The workplace can be filled with many conflicts and negotiation situations daily. One of these types of situations occurs due to the fact that there are four generations present for the first time in America’s History. Generational differences can affect many aspects at work. In order to be able to work in such a diversified environment, management needs to identify the most effective methods for identifying potential conflicts and the best practice for resolution of the conflict. In order to grasp the most accurate and respectable feedback for each generation, a little background on each of the four generations characteristics is needed. The first generation, the traditionalist (born prior to 1946), are typically either retired or at retirement age but choose to continue working for various reasons. Traditionalist, also known as veterans or the silent generation, are typically hard working and loyal but are technologically challenged in most areas. Veterans tend to prefer class room style education and face-to-face contact for communication. They have been raised to...
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...Negative impacts of generational differences in the workplace of China The past decades have witnessed a dramatic transformation in China. With the development of modern society, the generational differences are becoming growingly deep and complex. Although it is normal that people have diverse personalities and lifestyles, the disparity between generations is quite evident. Working age Chinese fell into two main generations, “a generation being defined as an identifiable group that shares birth years, age, location, and significant life events at critical developmental stages”(Kupperschmidt, 2000, p.65), divided by the year when the reform and opening up was implemented. As an increasing number of young people have graduated from schools and start their careers, concern about the generational difference in the workplace is raised. Since different generation internally share different value and culture, communication problems and interpersonal conflict are almost inevitable, which may result in negative impact in workplace, like inefficiency and low productivity. In this essay, the causes and effects of these problems will be examined before continuing suggesting solutions. The essay will then be concluded by presenting personal opinion on this topic. The first and perhaps most common problem emerges from generational differences in the workplace is communication difficulty. The young generation and old generation both have their unique languages due to different culture background...
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...GENERATION Y ASSESSMENTS OF WORK-RELATED SKILLS Prepared for Dr. Faridah Awang, Professor and CCT Program Coordinator Management, Marketing, and International Business Eastern Kentucky University Prepared By Bradley Jordan Withrow October 15, 2015 Generation Y: The Emerging Workforce The world is constantly changing year after year and this is due to the people that live in it. Generation after generation continues to be different. Kids grow up thinking their parents are lame and then when they have kids of their own their kids think they are lame. Everything from the music we listen to, to the clothes we wear, to the activities and events we occupy our time with change from generation to generation. Generation X and the baby boomers do not understand rap and hip-hop music while generation Y doesn’t even know who the Beatles and the Bee Gees are. In this report you will discover what generation Y thinks of their work-related skills and if they have an accurate perception of what skills are necessary in the workplace. So just who is generation Y. Generation Y, also known as millennials, are a group of 80 million Americans born between the early 1980’s and early 2000’s that began entering the workforce almost 15 years ago. “Experts say by 2020 that half of the U.S. workforce will be comprised of millennials” (Reuteman 2015). With the generations before retiring from the workforce it is no secret that generation Y is quickly becoming the face of America’s workforce...
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...The Multi-Generational Workplace Dawn Butler Org 415 - Summary Paper September 17, 2011 Today’s workplace is more diverse than that of any other time in history. With four different generations actively in the workplace, the way people work together is more important than ever, as is the role of today’s manager. Many organizations have a wide range of employees within several different age groups, each with different work ethics and all must be managed in various ways. Today’s problem in the workplace is no longer the effects of downsizing, competition, stress or greed but rather the four generations of people working together and often colliding. (Hammill, 2005) These four generations; the Veterans, the Baby Boomers, Gen X and Gen Y, make up today’s workforce and each bring different values, ideas, communication styles and ways of getting things done to their organization. (Hammill, 2005) This is the first time in American history that we have had a wide range of ages in the workplace. With such an assorted group of people working together, the traditional roles in the workplace have changed. “There were definite rules as to how the boss was treated and how younger workers treated older workers. No longer: Roles today are all over the place and the rules are being rewritten daily.” (Hammill, 2005, p.1) First, it is important to identify the different generations and who make them up. The Veterans were born between 1922-1945. This...
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...today’s workplace, and will only increase in the future. Workplace demographics are shifting, and the number of mature workers will steadily increase in the years to come. US Bureau of Labor Statistics. Today’s workforce spans four generation: Traditionalist, Baby Boomer, Generation Xers and Millennial. As mature adults remain employed, we increasingly need to understand the strength and challenges inherent in multigenerational workplace and find ways to leverage age diversity. The reality, according to research, is that generations are different in some ways, but similar in many more. More gap than chasm, generation difference has subtle impact, not the dramatic conflicts portrayed in the popular press. Research by Jennifer Deal, Author of Retiring the Generation gap. Clearly, managing a workforce that spans four generation, represents tremendous challenges to the manager that want to be in tune with social trend, progressive thoughts and political correctness. It involves recognizing the value of difference, combating discrimination and legal action against the organization. Devoe 1999. With perception that older workers are dinosaurs when it comes to innovation and technology but are portrayed as loyal and hardworking. Younger workers are viewed as innovative and technological inclined but disrespectful, lazy and egocentric. Taken this view on the face value, these stereotypes can lead to conflict and turmoil in the workplace. Lancaster, Lynne when generations collide...
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...learn the essential tasks required to perform their new role. These individuals are guided on their learning path by a facilitator. The facilitator’s role is to ensure knowledge transfer occurs to each individual in their classroom audience while maintaining an environment conducive to learning. Today’s classroom audience makes this responsibility even more challenging. The facilitator not only has to find the common denominator in knowledge, skills, and experiences; he/she also has to deliver the content simultaneously to a multi-generational audience. An audience with participants who has only heard of a typewriter or seen one in “historical” pictures to others who remember the major family purchase of a colored television and each generation in between. Therefore, the facilitator’s biggest challenge is transferring knowledge to this multi-generational audience that makes up today’s workforce. Today’s Workforce “Demographic trends in the United States have brought us to a unique place and time. Americans are extending their careers and, as a result, we are seeing an unprecedented phenomenon: no fewer than four...
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...Traditionalists, Baby Boomers, Generation X, G eneration Y (and Generation Z) Working Together WHAT MATTERS AND HOW THEY LEARN? h ow different are they? fact and fiction Executive Office, Talent Management Team United Nations Joint Staff Pension Fund New York Secretariat Headquarters Overcoming Generational Gap in the Workplace Rational for Introducing the Generational Communication Gap into the Workplace Casey Carlson!& Deloitte & Touche Study ! Fundamental Questions! Where does your personal view fall in the following generational change spectrum? Level 5: “The generation of people in the top boxes is the only one that matters…the rest just need to grow up or shut up.” Level 3: “The generational change is an emerging issue within our organization but we haven’t done much about it.” Level 2: “We view generational change as an emerging opportunity.” Level 1: “We’re actively changing the work culture to harness! the power of generational change.” Differences in Opinion and Attitude “This generational stuff is just socially acceptable stereotyping…politically correct rationale offered for immature behavior” “When is someone going to ask me what I need?” “Doesn’t everyone want the same thing anyway?” “Even if this generational stuff were true, this is still planet earth and we know how our business needs to be run for it to be a success” “Can we go back to work now? These kids will either get with the program or they’ll leave just like they always...
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...the typical workplace; the problems with effective communication lie in between the distinct generations of: the Veterans, the Baby Boomers, Gen X and Gen Y. These groups of people working together often cause a communication barrier when their paths cross. These groups of individuals have different values, different ideas, different ways of getting things done and different ways of communicating in the workplace. This article relates to diversity in the workplace because of the generation gaps, different personalities, and the constant advances of technology within the workplace. The Baby Boomer generation did not have the means of technological communication (computers or cell phones) as the generations that preceded them did. The Generation X’s tend to accept diversity, they are more practical, and are said to be keen to the introduction of computer technology. Generation Y Gen Y members are much more racially and ethnically diverse and they are much more segmented as an audience aided by the rapid expansion in Cable TV channels, satellite radio, the Internet, cellular communication, etc. The new and improved workplaces are now need employees to be computer literate and have effective communication skills. We all don’t communicate the in the same fashion but there needs to be a happy medium to link the generations together. Relating to chapter _______of the book, this article is beneficial to employers and employees in reference to the different generations that are working...
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