Gen Y And Baby Boomer Generational And Group Dynamics At PickN Save

The group of people who are referred to as the baby boomers, are people who were born in the recent years following World War II. This boom in the population took place form 1946 until 1964 when the birth rate finally tapered off. By 1964 there were 76.4 million “baby boomers” in the United States which made up almost forty percent of the nation population at the time (Baby Boomers). Baby Boomers make up about 30 percent of the workforce today. Due to the proximity of their ages this means they will all be retiring around the same time. This causes a major issue for organizations: how will they transfer the knowledge base and skill set of their retiring employees, the Baby Boomers, without the loss of production and efficiency? This question needs to be answered and for these organizations, this means coming up with a plan in order to transfer the

GENERATION Y was born during 1979-1994 and are in the 18–33 age range. They are in the age where they are able to buy a

Generation Y covers people born between the 1980’s and the year 2000, and are sometimes referred to as Gen Y.

The generation Y group was born between 1982 and 2000 (Huggins, 2008). This generation grew up with the internet, and relies heavily on instant communications through use of cell phones, text messages and social networking sites (Huggins, 2008). Their communication style is instant using technology all the time, and much less formal than previous generations.

Generation Xers are often referred to as the Baby Bust generation. They were born 1965- 1976, now many Gen Xers find themselves having large amounts of responsibility. Having to take care of the now retiring Baby Boomer generation and the still young Millennia Generation. At this point they have all reached middle age and most are at the height of their professional careers. Gen Xers are the least represented generation, they are often looked over in regards to marketing and statistics. They are the demographic bridge between the more conservative Baby Boomers

Currently, there are five main generations. Traditionalists are the oldest generation, being born between 1900 and 1945. They only constitute 5% of the current workforce, as most have retired (Wiedmer 2015, 51). The baby boomers are the oldest and largest generation currently in the workforce (Wong et al. 2008, 878). This generation was born following World War II between 1945 and 1964, with approximately 76 million individuals (Wiedmer 2015, 52). Generation X was born from 1965 to 1981 and is also known as the baby busters because their birth rates are vastly lower than the baby boomers (Wiedmer 2015, 53). Generation Y, or the millennials, was born between 1982 and 1995 and grew up in a very different time compared to their predecessors, with

Labeled as Generation Y, which would those that were born between the times of 1981-2003. This generation is considered to be the millennial generation. Where they are not confined to what standards they are supposed to walk by, or even shackled by tradition. They figure out the required outcome and how to get on their own terms. There is no need for their physical presence, when it comes to a meeting unless they are a part of meeting. Recognition is a very important part of the millennials life. Acknowledging who they are and what they do is a very valuable asset to everything. From working at a job and growing in the business. They see everything as an opportunity to do things better and in a different way. Not thinking within the limits

The last and final generation represented is referred to as “Generation Y.” This group is typically born between 1980 and 1999. Kyles (2005) states, “Generation Y is coming of age during a time of technological sophistication, extreme economic swings, individual prosperity, terrorism, and

“The number of employees over the age of 55 has increased by 30 percent; however, the number of 25- to 54-year-olds has only increased by 1 percent” (Claire, 2009). In 2008 the eldest of the 77 million baby-boomers turned 62. Estimates are that by the end of the decade about 40 percent of the work force will be eligible to retire. As people begin to reach the age of retirement there may be not be enough new employees to fill the gap (Clare, 2009). Companies need to find ways to attract Boomers and Millennials. Companies that want to attract Boomers and Millennials need to be creative in their culture, HR policies and work environments.

Different generational groups communicate differently manly based upon the cultural shared practices that are most salient during their birth cohort, according Vann Morrison, with MLT Creative (Morrison). Since generational gaps have different communication styles the result is miscommunication and misunderstanding. The different generations, according to Michael S. Seaver, a career business coach, are Traditionalists that are born from 1922-1945, Baby Boomers that are born from 1946-1964, there is also Generation X born in 1965-1980, and Millennials (AKA) Generation Y born from 1981-2000 (Seaver). Although Baby Boomers and Millennials share many similarities they differ in important

Effective leaders of my age are faced with a few challenges, quite a few actually. One being the generational divide that currently exists between four different workplace peer groups: Traditionalists, Baby Boomers, my age group of Generation X, and Millennials. Aside from increased global diversity, our workforce has mushroomed with generational cultures as well. Young associates of today are the future leaders of tomorrow, yet there is an obligation to honor the long-term commitment of our older associates. When bridging these distinct generations,

Many changes are happening in the workforce today. Our labor environment consists of multiple generations, which creates fundamentally differing approaches to everything from work ethics, business management, and co-worker cooperation. The most recent generation, commonly known as “Generation Y” or the “Millennial” generation, is slowly taking over the workforce. Because they bring with them a radically new mindset and opinion of labor, the global business infrastructure should be modified to not only accommodate “Millennials,” but also to remain sympathetic to the business practices characteristic of previous generations. Doing so will provide more harmony and productivity among co-workers of different generational backgrounds.

The conflicts or differences can be caused due to various reasons like the preferences in the Communication Style, the Traditionalists and the Baby Boomers prefer more of face to face communication and the GenX and the Millennial prefer email and text messaging ([16] Glass ,2007:[52]Wagner,2007) Differences can also happen how they view authority and Management like Traditionalist believe in a chain in command , Baby Boomers believe in a consensus Model ( Roy,2008a,b) And when it comes to career stability, Traditionalists and Generation X likes to focus on employability over climbing the career ladder. And Generation Y has a high preference for engaging workplaces

The hardest situation most companies face, is finding valuable employees to invest company time and assets into. Companies want individuals that can grow, learn, and be valuable to their particular company. With the pool of applicants changing, companies must learn to handle their knowledge management within the business structure. “Clearly one compelling reason for optimizing the knowledge, skills, and abilities of older workers is the projected growth rate in the country and the workplace” (Odums, 2006, p. 4). While the baby boomer’s generation is retiring, companies need to use them as their assets and teach the younger generation valuable skills. By teaching the

To begin with, let me tell you a little bit about my generation. We are the generations that zd6was born between the late 1970s and the mid-1990s. The “Gen Y” has we are call, was raise by the “baby boomers” our parents’ generation.