Leadership Goals, Strategies And Tactics Within And Across Multigenerational Stakeholders

Every generation is influenced by its period 's economic, political and social events. From the Great Depression to the civil rights and women 's movements to the advent of television and advanced computer technologies. Thus generational background/situation may also affect the way they work. The key is to be able to effectively address and take advantage of the differences in values and expectations of each generation in the workplace. The current work place consists of four different generations; The Baby Boomers (1946-1964) who are slowly retiring and existing the workforce, The Generation X (1965-1976), The Generation Y or millennia (1977-1997), and the Generation Z who are about to or are just entering the work force. Although these different generations tend to want similar things in a workplace their environment/background has shaped their character, values, and expectations (Hahn 2011).

Makrovich (2013) in a study of stereotypes work in both generations are depending on the nature of the generation. Furthermore, the generation X should appreciate and be ready to adapt to the way work ethic generation Y. The difference between the two generations will maintain loyalty to the leadership of senior generation trends. Enticement, pleasure seeking, self direction and task-oriented are the dominant trait on generation X working stereotype. This is where they are more on task-oriented, independent and also more on self-reliant in their working ethics in the workplace. Generation X at workplace was this generation are easier to adapt and also have high expectation in the workplace. Generation X by virtue can developed living skills

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

Generation Xers: This generation entered into an era of rapid changes social and economic; therefore, were very adaptable to change. Their education was influenced by these growing phenomena. They are free-willed probably due to the fact that they grew up in a time when they were allowed to be away from their parents for long periods of time because mobile communication was not yet popular at this time. Xers are good at taking the initiative in getting things done because they are results-oriented. This generation appreciates a balance between work and family life; hence, are very good at setting limits for managing their time. Xers are very independent often causing them to prefer to work by themselves; therefore, working in teams is often less appealing to them. They are often defined as realists (Phillips, 2016).

Likewise, the current generations in the workforce have different values. Research surveys done by Gibson et al. (2009) and Crumpacker and Crumpacker (2007) have found that the generations have diverse values. It was found that Baby Boomers value health, family, honesty, responsibility and company loyalty more than anything else. Researchers also found the Baby boomer workers value authority, hard work and achievement. Additionally, Baby Boomers value when someone communicates with them one-on-one rather than using technology (Crumpacker & Crumpacker, 2007; Gison et al., 2009). In contrast, Generation X workers tend to value family security, health, honesty and responsibility the most. In addition it was found that they value a comfotable life

Baby Boomers are self-assured, and independent. They also have a strong work ethic and aren’t afraid of hard work. They prefer structure, a right path of learning to reach their goals. Baby boomers aren’t afraid to put in a hard day of work when it is due. Baby boomers aren’t familiarized with technology. They appreciate a good challenge, and accept a mission to increase their knowledge and push them past their limits. Unlike Baby Boomers, Generation X is familiarized with technology and incorporates it when necessary. Generation X tends to entrepreneurial thinkers and reality driven, and their mentality is will lecture assist them in the real world. These two groups come from a different background and the way they view behavior.

For the last 50 years, there have been three generations in a work place. Baby boomers, Generation X, and Generation Y. Each of these three generations bring significant influences to the work place especially to organizational leaders.

The general assumption is that the Silent Generation consists of those individuals born between 1925-1945, the Baby Boomers are born between 1946-1964, Generation X are individuals born between 1965-1981 and Generation Y are those born between 1982-1999 (Twenge et al., 2010). However, there are some date variations on the exact cut-off dates for each generation. In their review of theory and evidence on generational differences in work values, Parry and Urwin found that all the studies to date use different cut-off dates for each individual generation and argue that the fact that different scholars have defined each generation differently, can to some extent explain why there is no consistent evidence for the existence and nature of generational differences in work values (Parry and Urwin, 2011). Further complicating the grouping of generations, is the argument by several scholars, who imply, that those individuals, who are close to the cut-off dates of a generation might not necessarily belong to either one, but more form a blend of two generations. Hence, the argument is formed, that only those who fit into the middle of a generation actually depict this generations values and attitudes and share common experiences (Parry & Urwin, 2011).

As indicated by Forbes, the normal work environment now accommodates four generational eras in one place, including Veterans (born in or before 1946), Baby Boomers (1946-1964), Generation X (1965-1979), and Millennials (1980-2000). Today, the old dog and the young pup need to work congruously to reach their end goals. These diverse generational and work perspectives can be advantageous. However, as you can imagine, such perspectives can be slightly hard to explore.

Each generation has certain characteristics and values with which the members of it can identify. Members of Generation X highly value their job and family time; so they try to find a balance between these two aspects of their lives. Generation X are hardworking people, but they are

The baby boomers were born between 1946 and 1964. This is the largest of all generations. Baby boomers define themselves through their careers (Marshall 2004). Some of the major events that shaped baby boomers values were the Vietnam War, civil rights movement, and Kennedy assassination. Their parents tended to follow all the rules, but this generation is known for challenging the rules (Lieber 2010). Many baby boomers worry that technology is phasing out face-to-face communication, and they are battling younger generations to keep its importance in organizations (Lieber 2010). The baby boomers strong work ethic tends to make them expect the same work ethic from younger colleagues which can be a source of great tension. This group is very competitive in the workplace, and craves recognition (Bartley, Ladd, & Morris 2007).

The world’s labor force primarily consists of three major generations: the “Baby Boomers,” “Generation X,” and “Generation Y.” The “Baby Boomers” were born during and after the 2nd World War (1940 to 1960). This generation has a legacy of expertise, “old-fashioned” autocratic management, and healthy productivity. “Boomers” are known to work hard, remain loyal to their employers, and receive promotions on the basis of hard work and high skill. Technology was rather limited (Hewitt and Ukpere, 2012).

To examine the first research question, a MANOVA was conducted to determine if generational differences existed for the MWEP. The results indicated significant differences by generation. The post hoc results showed that millennials scored higher in hard work (Millennials M=3.94, Gen X M=3.82, Boomers M=3.70), centrality of work (Millennials M=3.39, GenX M=3.23, Boomers M=3.09), lower in morality/ethics (Millennials M=4.14, GenX M=4.26, Boomers M=4.48) and wasting time (Millennials M=4.23, GenX M=4.29, Boomer 4.37) compared to the other generations. Additionally, the millennials scored higher in leisure, self-reliance, and delay for gratification compared to the Baby Boomers. There were very little differences between the Millennials and GenX’s. Real et.al (2010) indicated “while these results were statistically significant, the differences were both small and in unexpected directions, suggesting that any differences were of little practical significance” (p. 307). Information and comments collected as results of the focus group sessions were mixed and not totally in favor of positive millennials’ work ethics.

to as ‘grey power’, followed by Generation Xs who are advancing in age and level of experience, but likely to remain longer working with one employer. Generation Y employees are more ‘tech savvy’, and looking for a leadership style that focuses more on emotional intelligence rather than command and control. •

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)