Multi Generational Workforce And Training

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).

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

There are five different generations working together on any given work day in the world. These generations are the Traditionalists (veterans), the Baby

The generational span is exceedingly larger today than in the prior history of our nation. The multiple generations consist of the veterans 1922-1945, the baby boomers 1946-1964, the generation X 1965-1981, and, the generation Y 1982-1999, in addition, upcoming millennial generation born 2000-2016 (Murray, 2013). There frequently are misconceptions and misunderstandings based on the differing perspectives of each generation. Moreover, as an effective leader, one must comprehend and acknowledge the characteristics of each generation and utilize these individualities to mentor and motivate the staff they are leading (Hendricks & Cope, 2012). In addition to considering the impact of the generational

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.

The workforce is seeing up to five generations working together for the first time in history. People are choosing to work longer and delay retirement. Ultimately, the workforce could experience up to six generations working together. It’s the role of business leaders to embrace diversity and guide their teams to cohesion. Generational gaps can pose challenges in the workplace, but understanding each generation 's unique characteristics and skills sets will assist in effectively managing diversity to keep a peaceful coexistence.

First and foremost, to understand how the Multigenerational Workforce works, we must know the driving forces behind the current four generations and where they stand today.

Most Americans are very opinionated on all topics i.e. religion, politics, sports, etc. It has been made pretty clear that the Baby Boomers think that they are always right compared to what they consider the future generation, Millennials. We are now in the year 2014 and what they used to consider the future generation has become the current generation that is taking over. “By 2025, Millennials will account for three out of every four workers globally (Zent).” As the Millennials start taking over the work force it is important for the Baby Boomers to accept them and show them how to successfully do their jobs without judgment. The other generations look at Millennials and

Over the next decade, it will be a challenge for employers to attract, keep, and develop a skilled work force for numerous different reasons ranging from the evolution of technology to fewer foreign students coming to America for work. Adding to the problem, companies are finding themselves managing four generations of workers. Based on their generation’s life experiences, each group has its own diverse characteristics, standards, and attitudes towards work. The four generations are as follows: Silents (1925-1946), Baby Boomers (1946-1964), Generation Xers (1965-1980), Generation Ys or Millennials (born after 1980). It is up to management to relate and motivate employees of different age groups. The purpose of this paper is to inform readers

I believe that all four of the generations in the work place can work together without having any conflicts. Many professional facilities and companies have people of different age groups working together in the same field. There are many articles written by different people who say that studies show that there are many conflicts between the generations, while working together. The four different types of generations are the veterans, the baby boomers, the generation X, and the generation Y. I will talk of all their important characteristics and compare and contrast their qualities based on work ethics, education, and multi-tasking.

Over the past 100 years, many analysts can see evident a rise and decline of the United States population. Looking further into the demographics there are currently 73 million millennials aging from 18 to 34 that will soon account for one in three adults by 2020 (Catalyst, 2012). However, despite the increase of millennials, the overall U.S population continues to grow older. Retirement is a subject of the past in this decade and many over the age of 65 are living and working longer thanks to better health and stability in jobs. In fact, the population of older Americans is expected to more than double by 2060 (Catalyst, 2012). Looking at these statistics overall, we are seeing an increase in both generations meaning they are most likely going to have meet face to face within the workplace. This in result, has made it possible to have five generations in the workplace simultaneously. This is truly remarkable and can have a great effect on a business. Looking in the past at how much has changed in the few years, there was only 10.8% of the 65 year old crowd still working in 1985. Presently, thanks to the U.S Bureau Labor Statistics predicts for the year 2020 will comprise of 22.6% of 65 year olds still working (Ganett Company, 2014).

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.

In the present diversified work force in terms of age ,gender,culture ,work style, the employee demographics consist of the four generations which are Traditionalists, Baby Boomers, Generation X and Millenials

Today’s Society as a whole is ever changing and exceedingly diverse. This can also be said in the nature of business. Therefore, it is critical for organisations, HR managers and employers within any business to find different methods of training and development to suit their workforce, as well as trying to attract and keep talented employees through such opportunities. It is not satisfactory for employers to treat each employee the same, but instead must view each as an individual with differences, such as working styles, personality traits, culture, socioeconomic background, educational background and