Managing A Multigenerational Workforce : An Organization

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).

To begin with, veterans are the reason why we still prosper and have freedom in the United States of America. However, on an article about veteran employment the

The most prominent change in the workforce affecting human resources at St. Anthony’s is the rise of a multi generational workforce. Providing different human resource needs for various employees is an evolving challenge. Being aware of different workplace standards between generations is taken into consideration to reduce “pain points” (Calvert, 2015). In the interview, Judie grouped Generation X and Millennials into the same group, and focused primarily on the differences between Baby Boomers and Gen X/Millennials. She described the Baby Boomers as

It’s the first time in American history that five generations are sharing the workplace, from Traditionalists, Baby Boomers, Generation X, the Millennials or Generation Y, and the new unnamed generation. With five generations come five sets of ideas, how to conduct one’s self, approach activities, values and motivators. Different beliefs, understandings, and undertakings create misinterpretations and frustrations. The fire service is currently facing a similar situation. It’s imperative to recognize and understand these differences to avoid misunderstandings and to help your department work effectively to meet its goals. Not every employee displays aspect of their generation category, but understanding the individualities of each generation will help with teamwork, supervision, embracing change, and productivity. With each generation there are different communication styles and driving factors that motivate production. It is essential that you understand how each generation communicates and what they motivators are so that you can communicate ideas and organization vision to them. What can we do in the fire service to prepare to handle these challenges?

Companies should give special consideration to all veterans especially those who served in the 1920's until the 170's because of the high-intensity combat. These veterans have the most post traumatic and stress disorders than others because of wars were going on then. Communication and lack of leadership, and skill translation may play a big part in those who experience such trauma and exposing to strong chemicals in the air. If you think about it, they are just trying to get back on their feet and live a regular lifestyle. They, to need money and a stable job to pay bills. How are they going to pay for food, clothing, and personal items? Companies should really start considering hiring veterans because they are regular people and they need a job for the same reasons other people do.

The 21st century has been characterized by a workforce that has three generations, the baby boomers, the generation X and the millennial. As the baby boomers and the Generation X gradually bow out of the workforce, the millennial is increasingly joining the workforce at all levels including the leadership levels. However, the entry of the millennial who are technology natives having grown up in a technology society is causing a stir in the workplace.

Majority of the veterans that remain in the workforce today have diminished to the point where they barely hold any positions in companies. You would typically see the veterans in positions that hold high merit within the company such as Presidents of corporations or board members within prominent companies. Due to their lengthy tenure (65+ years) therefore, their approach often views experience the wiser choice when making decisions impacting a company. Their decision to remain amongst the multigenerational workforce, is due to their choice not to retire, and their contribution which has had a significant effect on the organization and they might feel like someone wouldn’t be competent enough to complete the work in their position. Having this mindset will eventually lead to having a 5th generation entering the workforce which is unheard of. A strategy to communicate could be to use the realities of a work place and what advantages they could contribute towards furthering the company even further. Some things can only be learned through experience, rather than being taught through a book or classroom. Purely speaking from my own personal observation, I wouldn’t say veterans need training and would be the ones to train the younger generations preparing them to enter the next step

A generational perspective is also vital in explaining changing patterns of identification according to Duffy (2013). Studies have also revealed that the Veterans may be the only generation that may realize the full benefits of their different pension plans and social security benefits. As noted by Willetts (2011) widespread support across cohorts can be maintained only if younger generations believe that a similar contract will remain in place when they’re old. This factual recognition is no cause for alarm but this is just a sign of the times as noted by this researcher. Zemke, Raines, and Filipczak, (2013) stated in their later version of the text that this is the generation whose vision and hard work served to build the foundation of the world today as we know it.

First of all, “the oldest generation in the work place is the veterans”. (Tanner, 2011) They were born

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.

Kyles (2005) defines them as competitive, political, hardworking, and nonconformists. “Known for their workaholic ethic, Boomers will do whatever it takes to get the job done and get ahead, and they expect to be rewarded. They outnumber all generations and hold a majority of management-level positions. They are also approaching retirement and are heavily concerned with financial and job security” (Kyles, 2005, p. 54). This group is very hard working and also offers a lot of wisdom that can be beneficial to those of the younger generations.

“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.

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

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.