Generation Differences In The Workplace

The study titled about Generation Gaps: change in the workplace due to Differing Generational Values, so it was conducted by Fredericks Elizabeth, Carbary Kelly and etc. They explained different generation working together in the workplace. The authors discuss how to communicate with different generation, there were different values, goals, idea and ways of getting things done in workplace.

Generation gaps in the workplace is nothing new. To be effective with all generations in the workforce today companies must know each generation individually. This would include each unique background, personality, preferences, and style. When companies know generational information it adds tremendous valuable to the recruiting process of any company. (Miner, J. B.2015) Lack of attention to each generational differences will make any company less attractive to young recruits. This will result in higher recruiting costs and greater difficulty in finding the right employees. (Lieber, L. D. 2010) Critical management skills will involve understanding generational differences in order to strengthen work relationships between and among employees especially with Generation X and Generation Y. By taking the time to understanding how these two groups Generation X and Generation Y are actually coming together should help companies design work/life programs that can help them train, develop, and retain employees. It should also lead to ideas on how the generations can work together most effectively and efficiently. (Alverson, M. 1999)

Every work environment is teeming with people from various generations. Though, the majority of people wish for a healthy work environment this is not the easiest to come by. People from these different generations have different ways of looking at the world. They were raised differently and though theoretically want the same things they want to reach these goals in different ways. Rising to leadership, the understanding of technology, adapting in the workplace, and communication are the four criteria you need to know to understand how the people of Generation X and Millennials function together in the workplace.

The workplace of today involves interactions among people from four different generations often causing much conflict for leaders and organizations. Each generation represented has its own set of different values and beliefs. These differences can easily lead to conflicting barriers within the workplace. This can pose a significant problem for those in leadership. In order to combat this issue, leaders and organizations can effectively deal with these issues by offering different programs such as executive mentoring, town hall meetings, and leadership seminars for those in leadership.

“After a century of trying to control people, processes and information, we have come to a point in organizational history where we need to recognize that what worked before just simply isn’t enough anymore.” This goes to prove that over time just like everything else evolves our behaviors towards our colleagues has to evolve as well. And management has to learn the new behaviors of his/her employees. The Millennials and generation Z needs to know that they are appreciated and need to be challenged before they get bored, hence the reason why managers need to learn

First off, retention for all generations starts on day one of employment (Martin, 2006, pg. 118). Beginning in orientation, it is a good idea to ask workers what their ideal career path would be and what can be offered throughout each stage of their career.

Baby boomers like work and they have a strong work ethic. This generation group have a positive attitude towards work and are not afraid to toil hard in the workplace. The baby boomers obtain their satisfaction and self-worth directly from career and professional achievements. Due to the dedication and positive attitude that this group has towards work, it may be challenging for them to establish a working balance between home and work. On the other hand, the generation Xers lack the workaholic attitudes that their boomer parents have. They do not prioritize work and the Xers tend to have a negative attitude towards work and may change jobs frequently. Generation Xers are treated as the slacker generation. Their diverse attitudes towards work are attributed to the concept of developing a life/work balance. Generation X question the authoritative figures in the workplace (Lyons & Kuron, 2014). The millennials or generation Ys are the current groups of workers regarded as a global-centric generation. The millennials are predicted to make approximately half of the workforce globally by 2050. The millennials are lazy and see work in a slightly different way compared to the earlier generations.

Gen X, Baby boomers, and Gen Y are the different generations who work side by side in today’s workplace. According to Ann Hewlett, the President for Work-Life Policy Gen Y and Baby Boomers generations are a large chunk of the workforce, around eighty million each. Whatever those generations value, they have the power to drive to get the results (Hewlett, Sherbin & Sumberg, 2009). Baby boomers and Gen Y have similarities in what they value and there motivates them in the workspace. They tend to share some attitudes and behaviors. At work, Baby Boomers and Gen Y are motivated by not only money and making a pay package. They both desire a bunch of other stuff in life. Along with strong title, recognition, and respect. They are drawn to crave

Managing multiple generations can pose a challenge for employers. Managers have to find a balance. Taylor (2014) state “The modern workplace is no different than those of years past, with Generation Y, Generation X and baby boomers all coexisting in the same office. But as more boomers work past retirement age, and tech-savvy millennials continue to graduate and enter the workforce, the stark differences in the values, communication styles and work habits of each generation are becoming increasingly pronounced.” (Taylor, 2014). Taylor (2014) also states “"As new generations join the workforce, there is a period of adaptation that 's required on both ends," said Rich Milgram, CEO of career network Beyond.com. "New talent needs to respect and assimilate, while established talent needs to adjust and remain flexible. Companies should challenge their employees to rise above [generational differences], think outside their comfort zone and tackle problems together."” (Taylor, 2014).

If we take a look at my generation and previous generation one this is unmistakable, each generation possess individual values, attitudes and goals. After reading the article Gen Y in the Workforce by Tamara J. Erickson it became obvious to me that there is a generation gap between the traditionalists and generation Y. I believe a number of things play a role in this gap one of which I believe is the help my generation has received from previous generations.

In the article, It’s a Millennial Thing, by Steve Gavatorta, he describes the strain relationship of Millennials and older generations in the workplace. His clients, the Baby Boomers and Generation X’ers complains about Generation Y in the workplace. Millennials entering the workplace is a major topic across industries today. More Millennials in the managerial positions surpassing the older generations have been proven difficult in both roles of the Millennials and other generations. The key is to bridge the gaps between these strain relationships. To Break down the barriers between Generation Y and older generation in the workplace they can follow these guidelines: avoid generalizations, create a common language, establish and build trust,

The current generations that are predominantly represented in the workplace are Baby Boomers (Boomers), Generation X (Gen X), and Generation Y (Millennials or Gen Y). Differences among the various generations are often portrayed as Boomers having more loyalty to an organization, and generally being more diligent in their work (Wong, Gardiner, Lang, & Coulon, 2008). Gen X are not as likely as Boomers to display loyalty to a particular institution or organization, and are seen as more independent, self-sufficient, and being unimpressed with authority (Wong et al., 2008). Gen Y are said to be more comfortable with change than Boomers, and value skill development, new opportunities, and are more tech savvy than other generations (Wong et al., 2008).

Today's American workforce is unique. Never before has there been a workplace so diverse in so many ways: Race, gender, ethnicity, and generational differences exist to a greater extent than ever before. As the U.S. Department of Labor Bureau of Labor Statistics (2004) study reported, large corporations could lose between two and four percent bottom line productivity due to generational differences and miscommunication in the workplace. The same study also asserts that billions of dollars are lost each year because corporate leadership has not yet recognized, nor accounted for, the impact of significantly different generational diversity values, attitudes, and

How often problems arise due to a multigenerational workplace can vary across different industries. Not all industries would have similar results, but it can be said that at least more than half of the industries have experienced conflicts stemming from multigenerational disagreements. For instance, a study done on organizations with over 500 employees reported that 58% of the managers have experienced conflicts between the diverse generations of workers (Iden, 2016). While another survey done by a career firm found that “60% of organizational leaders reported conflict between employees of different generations”(Patterson, 2014).

The upcoming generation, millennials, are a new type of generation. They have proven to be the most educated generation, despite the hard times in the economy. Yet they still face criticism from their elders on their work ethic. Although they seem to all be lazy and not interested in working, not all millennials are like that. They just have different values in life, and balance work life with free time. Millennials have faced a lot of criticism on their work ethic, which has many questioning do millennials have a strong work ethic. They are said to be lazy narcissistic tech addicts, who don’t take any job seriously and slack off. What most don’t know is that the economy hasn’t been in the greatest of shape, this makes work ethic hard to