The Blending Of The 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 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?

Today, the workforce is made up of many different generations, which is affecting and effectively changing the workplace culture as a whole. The major generational differences between millennials and baby boomers can be either positive or negative depending on whom you ask. Boomers may categorize millennials as lazy and entitled, while millennials may call themselves innovative. No matter what they call themselves or each other, they all have to work together now as simply as that. This topic has sparked a lot of discussion as to how it’s best for each generation to act and deal with their other generational coworkers.

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 most prominent change in the workforce affecting human resources is the rise of a multi generational workforce. Providing different human resource needs to various employees is an emerging challenge for Judie. In the interview, she 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 skilled in their jobs, thankful to be working, and without questioning change or decisions in the organization. However, she felt Gen

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

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.

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.

Which bring us to Sinek’s other point ‘impatience’ and how millennials expect instant gratification and instant praise from doing minimal work.

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.

First of all the time period that millennials are growing up in is affecting how other generations look at their work ethic. From worldwide layoffs, soaring divorce rates, war, and unemployment, millennials have been through a lot already in their life for being so young. The unemployment rate and the increase of the cost of living is hitting this generation the hardest, it’s the main reason why young adults are still living with their parents. Young adults are most affected by the unemployment rate in general, which makes times primarily hard. In fact, in one report they found that, “Many Millennials couldn’t work right now if they wanted to. According to the report, 37% of 18–29-year-olds are unemployed or out of the workforce, the highest share among this age group in more than three decades” (Williams). Work ethic is difficult to define when so many are unemployed, after the recession hit in 2008 it has been especially hard to find a job. Although the economy is healing and people are starting to find more work opportunities, times are still strenuous. For some it can almost seem impossible to try and save money for college to get a job that can support the cost of living in this day and age. If anything millennials work ethic is strong, this generation isn’t just sitting around and waiting for a job to come to them. In order to live comfortably in this time period it’s essential that one has a job. They are taking this

The importance of a multi-generational workforce from a human resource professional perspective is that HR professionals must get to be change operators in making a work environment that can get, keep and develop ability from every one of the four eras. Those that succeed in enlisting, holding, and building up an elite, multigenerational workforce will beat the opposition and will have the capacity to deal with their "kin" hazard by building programs that address operational difficulties. Part of the changing part of HR is to acknowledge more noteworthy responsibility for the achievement of key execution measurements that effect business results. To accomplish this objective, pioneers and directors ought to end up accomplices with HR in handling individuals issues. To effectively plan and execute individuals’ techniques that objective each of the four eras, HR ought to concentrate on two key contemplations: First, it 's imperative to see how each generational accomplice acts and reacts to you as a business. Second, it 's likewise vital comprehend what you can do to take advantage of every associate with a specific end goal to drive engagement. We can no more anticipate that workers will be locked in without showing that our association is likewise locked in. It is essential to exhibit an energy about the way that they are contributing their insight, aptitudes, capacities, time and exertion in your association. In the meantime, proactively overseeing representative