Generational Diversity At The Workplace Essay

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Generational Diversity at the Workplace In Kathryn Tyler’s article “The Tethered Generation,” in Society of Human Resources Magazine, she asserts that people born between 1978 and 1999, also known as the Millennial Generation, would bring challenges to the workplace, attributing early access to technology and a “perpetual connection to parents” as causes. The article’s central tenet is that through technology, this generation’s “tethered” relationship with peers and parents has shaped communication, decision making, and need for connectivity. Tyler identifies the following Millennial traits as challenges to organizations: “unrealistic expectations with respect to goal-setting and planning;” “only adequate professionalism and work ethic, creativity and innovation, and critical thinking and problem solving;” and lack of autonomy and “sense of self-reliance.” The article ends by recommending that human resource management prepare for the Millennial’s “high maintenance” and their parent’s “helicoptering” with policies and training programs (Tyler, 2007). This is a well written-article that uses as supporting evidence neuroscience researching findings, anecdotes, quotations from authoritative figures, and survey statistics from HR managers. If I were a manager of the Baby Boomer or Gen X generation, Tyler’s recommendations might alleviate anxiety about the inevitability of navigating the generational gap with younger employees. As a creative Gen Y (another name for the

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