Professional Documents
Culture Documents
2011
Introduction:
Generation basically refers to group of people who have the same birth year and they share same significant life events. For example baby boomers who have seen social and political instability, Vietnam War etc. These events shape their personality and thinking. Generational difference in workforce means that employees from different generations or era share same type of behavior and attitude towards the environment and organization and these attitudes are different for different generation since these different generation have seen different events and conditions in their lives and that effect their behavior. The three generations that are employed in workforce today are baby boomers (1946-1964), generation X (1965-1980) and generation Y (1981-2001). To find out the challenges for organization with diverse employees first we lets look at some of differences between the three generations. Table (I) summarize the major differences between the generations. Baby boomers are in the top ranks or are about to retire or already retired. Some of their characteristics are that they follow chain of command, loyal workers, goal oriented, workaholics and want recognition. Then is, Generation X which is in middle level and is supervised by baby boomers. They were grown in a highly competitive environment, seek work life balance, technology know how and want autonomy. Then there is generation Y, which is either in process of choosing a career or is in the middle management. They are very different from baby boomers but possess some characteristics of generation X. They believe respect is earned, dont like following chain of command and authority, want flexible work hours, accept diversity, multi-tasker, technologically advanced in-fact rely on it.
3 For baby boomers work is everything whereas generation X and Y seek a balance in work and life, as they believe that family is as important as work. Generation Y for this reason focuses on flexible hours, which for baby boomers is very difficult to understand. A typical baby boomer would arrive at office sharp at 9 and will work as much as he could, whereas generation Y would want to work on time that suits them and time that doesnt affect their personal life. This becomes a challenge for organization in many ways. Firstly since baby boomers are their bosses and are in top level management so it becomes difficult for them to understand the concept of flexible work hour concept for them coming to office at 9 and leaving at 5 or after that is the work hours. Communication Gap: Communication gap arises because people of different generations are not willing to listen to each other. Also baby boomers believing that they are more experienced dont like to listen to generation X, Y whereas generation X, Y believing that baby boomers will not understand the new ideas doesnt tell them. Technology gap: Baby boomers are not technology literate whereas generation Y is grown in a time of rapid technology development, using computers, and mobiles is not at all an issue for them. They didnt have to learn it. This creates a clash between generations because baby boomer is not comfortable with soft copy and texting whereas generation Y totally rely on it. Also baby boomers dont want to learn new technology and this makes it a little more difficult for organization. Attitude towards authority Figure: Generation X and Y believe that respect is earned. Baby boomers on the other hand believe in chain of command for them the decision of the boss is the ultimate decision, they respect authority. For baby boomers asking questions from authority or being open to them is considered disrespectful, whereas generation X, Y are dont like it if their ideas and thoughts are rejected just because authority figure says it cant happen. Even when generation X, Y is in authority positions they dont force decisions on their employees. Respect: Respect has different meaning for these generations. A baby boomer feels respected if his decisions are obeyed, nobody questions him. Generation X, Y want their opinions
4 to be listened atleast if not implemented. They respect the person not the title he or she holds. They respect everyone. They give same respect to their employees, lower staff etc. Baby boomers do not appreciate this, for them respect is given on the basis of persons authority and title. Feedback: Baby boomer likes to be appreciated by feedback but he/ she doesnt like continuous feedback, it hinders their performance. On the other hand generation X, Y wants to be appreciated continuously. They want immediate feedback on their performance. This becomes a challenge when generation X, Y expects to get feedback and baby boomers dont give it or when younger employees go to baby boomers and ask for feedback. Organization structure: As the organization structure of most organizations in changing from vertical to flat or horizontal structure it is becoming more difficult for older employees to adapt to it. They are used to chain of command and the fact that new generation feels confident in-front of their bosses is new to them.
5 When making new policy, goals or objective of the organization all the members should be involved in it. This will actually help the three generations to understand each others problems and idea. Understand the difference: Make the people from different generation understand each other. Since the reason for conflicts is difference in values and attitudes, if the employees will understand these differences it will be easier to remove conflicts.
Reference
Kunreuther, F. (2003). The Changing of the Guard:What Generational Differences Tell Us About Social-Change Organizations. Nonprofit and Voluntary Sector Quarterly. 32(3) , 450457. Notter, J. (2007). Generational Diversity in the Workplace. Journal of Association Leadership , 1-9. Sun, C. (2011, January 18). 10 things. Retrieved 3 28, 2011, from Tech Republic: http://www.techrepublic.com/blog/10things/10-ways-to-minimize-generational-differencesin-the-workplace/2140 Tolbize, A. (2008). Generational differences in the work place. Research and Training Center on Community Living , 1-21.
Baby Boomers 1946-1964 mid and late part of career want to make a difference respect authority believe they can change the world believe in hardwork and sacrifice workaholics like working in teams and groups extremely loyal want recognition and are motivated by it goal oriented need job security follow chain of cammand motivator: money face to face communication
Generation X 1965-1980 are not impresse by title and can question authority children of older boomer earned less than their parents because of downsizing Slackers/ work only what is needed highly competitive environment accoustmed to instant feedback work life balance independent want autonomy in deciosion making not overly loyal value learning less motivated by money Less loyal to organization but loyal to colleagues Work life balance. Since both parents used to work They want to be listened Want feedback think globally Autnonmy, freedom to make decisions direct or phone
Generation Y 1981-2001 respect only those who earn it optimistic fun loving confident comfortable with latest and new technology except diversity and differences adapt to change can work in team independant multi tasker email and text