Multi-Generational Workforce

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 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

Older colleagues to this generation is the Y generation as lazy individuals who are more difficult to manage. This generation also has a reputation for leaving their organization of employment abruptly to seek new opportunities. Generation Y has been exposed to the world in a different way than previous generations, they are more racially and ethnically diverse and they are much more segmented as they have seen the rapid development of cable, the internet, etc.

The current generations in the workplace today are Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation brings their own values and mindsets to the mix. Although genetics play a part in a person’s characteristics, the generation in which someone is born into also plays an integral part in shaping their mind, values, goals, and work ethics. People from the same generation share similar experiences, and this can influence how they think politically and socially.

Upon reflecting on the three main generations that comprise the workplace today, a few differences emerge. “Baby Boomers” grew up in a time when movements were prominent, the Vietnam War occurred, key figures were assassinated, the Watergate Scandal occurred, and television was introduced (Twenge et al., 2010; Schullery, 2013). Overall, “Baby Boomers” seem to exhibit a distrust of authority, value hard work, and want to enjoy their achievements (Robbins & Judge, 2015; Twenge et al., 2010). As such, they are results driven and give their utmost effort (Robbins & Judge, 2015). “Generation X” grew up in a time of computers, divorce, two career parents, MTV, and economic uncertainty (Twenge et al., 2010; Robbins & Judge, 2015). For the most part, they seem to exhibit the workplace behaviors of independence and a lack of commitment to employers (Twenge et al., 2010). They value a balance between work and life and place more focus on extrinsic rewards such as monetary compensation (Twenge et al., 2010). “Millennials” grew up in prosperous times with technology dominating the era and over-protective parents (Robbins & Judge, 2015; Schullery, 2013). Generally, they seem to place a greater value on employee benefits, leisure time, teamwork, and open communication (Society of Human Resource Management, 2004; Twenge, 2010; Myers & Sadaghiani, 2010). In addition, they have also been given the labels of “self-centered” and “entitled” (Myers & Sadaghiani, 2010).

They both refer to individuals born between 1965 to 1980 as Generation X and people born in 1981 through 2000 are Millennials. Both assert that both generations have many similarities and interests. Both are independent, tech savvy, favor balance, security, personal responsibility, personal growth and easily adapt to change. However, Bennett suggests that Millennials are multitaskers, idealistic, value diversity, favor teamwork and need constant feedback, while Gen Xers work independently and need extraordinarily little feedback. Dunn’s analysis accounts for four generations, while Bennett’s analysis identifies individuals born after 2000 as “Nexters” and describes this group as tech savvy individuals with low attention spans, minimal interpersonal communication skills, who need constant feedback and favor

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

There are many challenges facing managers and leaders in current workforce. The variety of cultures, races and generations in today’s environment is making work harder. “Managing will also get even more difficult because of globalization, multi-generational workforce, dependency on technology, unethical behaviors and practices.” (Kaifi,2013,pg.217). In this paper I will talk about the three generations that we have had over the past sixty years – the Baby Boomer Generation, Generation X and the current Generation Y, known as Millennials. This rich mix of generations in the workforce can be attributed primarily to labor shortages experienced in many industries and the rising average age of retirement.

Today, four generations of Americans are represented in the American workplace: the so-called "Matures" who were born between 1900 and 1945, "Baby Boomers" who were born between 1946 and 1964, Generation Xers, born between 1965 and 1980 and the Millennials whose cohort began in 1981 and continues to the present. The purpose of this paper was to gain a better understanding of an individual from the Baby Boomer generation, in order to explore the patterns and markers that are significant to this generation. In addition, a discussion concerning a common conflict that occurs in the workplace between members of the Millennial Generation and the Baby Generation is followed by a summary of the research and important findings in the conclusion.

Generations in the Workplace Informative Outline Introduction 1. Have you ever noticed your co-workers age groups? a. You will notice each age group has different characteristics. 2. This is because you work with different generations at work.

To take a case in point, when discussing diversity in the workplace the main topics discussed are culture, gender, and race. Consequently, the topic of generational diversity in the workplace mostly becomes a forgotten type of diversity to discuss. During the course of LMM328-17: Diversity and Intergenerational Effectiveness, Ms. Sams construes that generational diversity does not focus solely on how each of the four generations’ (Traditionalist, Baby Boomers, Generation X, and the Millennials) diverse experiences and characteristics influences the manner of how generations apply themselves in the workplace.

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 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.

GEN Y ( Also called as Millenials):Millennial have grown up with technology and are comfortable with change. They value skill development and enjoy the challenge of new opportunities. Millennial are able to multi task, they want the flexibility to work where and when they want so that they can pursue their outside interests.

The most connected, classy and educated generation ever is known as Gen Z. Gen Z is part of a generation that is global, social, visual and technological. They are the teens, the tweens, the youth and the young adults of our society. A Generation is generally described through the years of birth. For example Generation Z is 1995 to 2009 and therefore if you are born within these times, you are considered a part of the Generation. Generation Z is about 2 billion of the world’s population and they don’t just characterize the future, they are creating it. Unfortunately Gen Z individuals have been brought into the world during the times of crisis, terrorism and the global downturn and climate change. However fortunately study has shown that Generation Z is assisting human resource managers in many areas such as employment, and the evolution of the work industry. Like the unfortunate era they’re living in, there is a positive turnaround where the students of today, employees and consumers of tomorrow, are experiencing the workforce for the first time and through this experience they have found and displayed new ways that human resourcing can be publically viewed. It has often been argued that Generation Z kids are irresponsible and lack discipline, however when it comes to employment, many managers have agreed that this Generation is the best.