Management Generational Differences in Workplace (Research Paper Sample)

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20th March 2016
Management Generational Differences in Workplace
Abstract
Generational Differences have been an issue of concern since time immemorial. Generation differences vary from level of education, life style, behavior and abilities. Veterans cannot be compared to baby boomers same case to generation Xers and the Millennials. Generational gap has led to huge differences in the performance of various groups at work places. The Millennials are the most unique of all these generations. Their prowess is attributed to the era of technology that has made them learned, skilled and efficient. Despite these differences, workplaces need the services of various generations hence they have to work together. Despite their uniqueness, the Millennials have weaknesses that need to be improved through motivation.
Introduction
Parry, (2014) believes that generations that make up the current workplace are mainly Millennials, baby boomers, and the generations x. Generational differences affect how people behave and perform at workplace. Rowe, (2010) admits that boomers prefer workplaces that are more democratic, reserved and humane. The generation Xers seems to like more functional and fast-paced workplaces. Millennials are the creative, positive and collaborative types. Boomers delight in rewards, titles and recognition while generation Xers believe in an equitable work environment. Knight, (2014), adds that the millennials value comfortable work environment that has more supervision and structure. The subject on this paper provides the differences across generations in work places and how they work together.
Why is it important that they “get along” or at least can find ways to peacefully coexist?
Rowe, (2010) asserts that the current job place is flooded with people from four different generations working together. Initially, there were rules on how the boss was treated and how operational workers treated the managerial staff. That form of coexistence is long gone since the world today if full rules that keep changing. Salkowitz, (2008) admits that generational differences change many things in the organization ranging from; recruitment, change management, maintaining and recruiting staff and productivity. Generational differences have also changed the way people communicate hence impacts on employee turnover and misunderstanding (Knight, 2014).
Hamidullah, (2015) acknowledges that research shows that people communicate based on the generational backgrounds. Each generation can be identified by distinct expectations, behaviors, habits and motivation. The first step towards improving workplace environment is learning communication techniques that aid in eliminating misunderstandings and confrontations. Salkowitz, (2008) observes that when all generations are working together, it is often common to hear the veterans saying, ‘I remember the old days..’ the boomers and the Xers would disputes the supposedly ‘old days’ and an arguments easily arises. At work places these conflicts of interest can damage work ethics.
Managing Generational Differences
Monitoring and Encouraging
When generational issues become a bother to the organization, it is the work of the managers to change the situations. Firstly, there has to be close monitoring of different groups of employees. The various groups should be encouraged not to major on the differences but to find ways of learning from each other. The older employees should be open to ideas and suggestions of the younger employees while the young employees should use the wisdom of the older employees (Karsh & Templin, 2013).
Telecommuting
The organization has a duty to concentrate on results other than how it is done. This allows employee freedom to choose how they want things done. Telecommuting encourages older employees such as the boomers to still work as their workloads become lower (Knippel & et...al, 2010).
Accommodating Diverse Learning Styles
The styles of the baby boomers are different from that used by the Xers, Millennials and the generation Y. The boomers prefer traditional and static methods such as handbooks and power point presentations while generation X, Millennials and Y prefer new technology like database management Systems, programming languages, web design and software management among others (Knippel, et...al, 2010).
Keep Employees Engaged
Employees can be easily managed through proper education and training. Through education and training, employees can be offered career advice and options. The Millennials and generation Y are known to be very ambitious. This means that ambitious people should be utilized through allocating them tasks that suit them (Karsh & Templin, 2013).
Understanding Employee Characteristics
Millennials work well in flexible work environment where they are free to collaborate. This means that generation Xers and Millennials prefer sharing information that allows equal contribution towards effective decision making. An organization should consider assigning tasks to employees of different generations since it would assist them to work as a team (Karsh & Templin, 2013).
Building Recognition Programs
These are programs that reward and motivate employees to improve performance. Boomers like status hence they respond well through meetings. Millennials need approval and validation through increased responsibility and more training programs. Employee reviews is also the best way of motivating employees to work hard (Knippel, et...al, 2010)
Respecting Personal Needs
Employees have individual needs and also different generational needs. This shall require the management to provide flexible schedule to manage personal needs. Boomers may be thinking of retirement hence need time to prepare themselves for that. The Xers need time to attend to their families while the Millennials may want to pursue a course part time (Knippel, et...al, 2010).
Giving Employees Voice
Employees of all generation need to be heard. This requires the management to create forums where employees can voice their concerns, ideas and complaints. This requires them to facilitate open communication where feedback is encouraged (Knight, 2014).
Various ways in which the youngest generation (i.e., Millennials) is different from others currently in the workforce
Parry, (2014) admits that the Millennial generations are born between 1981- 2000. The Millennials are different in terms of knowledge, technology and attitude towards work. The Millennials constitute about 25% of the US workplace while in the US, they constitute half the population. This group is more valuable in the job market due to their talents (Hamidullah, 2015)
How the Millennials are different
The Aspire for growth both within and outside the company
Unlike the baby boomers and the generation X, Millennials are not only the employees but also entrepreneurs. The millennials always seek new opportunities to advance their careers. They are ambitious and looking for ways of elevating achievements. The need for Millennials has grown over the years due to the readily availability of resources. This opportunity makes them efficient in terms of decision making and problem solving (Karsh & Templin, 2013).
The Millennials prefer a coach as opposed to a boss
Millennial employees need ready accessibility to leadership. This means that they are constantly looking for mentorship in their careers. Research indicates that Millennials value workplaces where they are supported (Knight, 2014).
The Millennials are concerned with bigger things
The Millennials value training and professional development. The Millennials also value information and knowledge which is paramount to their job satisfaction. Employers are willing to spend on growth opportunities for the sake of innovative nature of the Millennials (Taylor, 2014).
The Millennials Value Equity and Democracy
Rowe, (2010) admits that the Millennials today are inspired by consumer democracy. This is apparent in the way brands in the marketing are growing. The Millennials work hard to improve quality and easy accessibility of products and services in the market. This comes as a result of creativity and their prowess in technology.
What are the social and family sources of these differences?
Winograd & Hais, (2011) argue that the Millennials are characterized by confidence, liberal, self reliance and openness to change. These may have been passed on from their parents who are ethnically and racially supportive. The current parents are mostly educated and knowledgeable on what their children need in terms of education and career development. Knight, (2014) admits that parents that are educated are aware of what their children require to succeed. Parents also understand talents and are able to support their children with resources needed to pursue their talents. Today’s parents allow their children to express themselves. Technology has also promoted social networks that assist the Millennials to communicate and share information. The millennials are thought of as the products of protective and caring parents that grant them all the needed resources (Winograd & Hais, 2011).
Unique strengths and limitations (weaknesses) of the Millennials
Taylor, (2014) asserts that young people change the business world through their strength and power. The millennials are free thinkers with good attitude towards work not to mention their skills and knowledge.
Strengths of the Millennials
Technology Savvy
The nature of the Millennials is to embrace technology. The Millennials are gifted and knowledgeable in and how to get work done. This is the group the make use of smart phones and applications to accomplish tasks easily without much effort. The Gener...