THE LOOMING ERA OF MULTI-GENERATIONAL GROUP

2000

2017

Organizations are facing the retirement of many older workers and the challenge of recruiting and retaining young talent. However, few studies have empirically substantiated generational differences in work values.The differences generation representing Silent, Traditional or Veterans Generation, Baby Boomers, Generation X (Gen X) and Generation Y (Gen Me, also known as gen Y, or Millennials). Each generation is shaped by economic, social, historical and contemporary politics.This will create a conflict of generation gap in an organization that requires immediate action from the management and the workers themselves between which can be done to address this problem is to understand the nature and the characteristics of each generation in order to reduce the existing public perception of every generation and introduce appropriate measures to be taken by the management of the organization. Each generation and their unique perspective should be acknowledged and incorporated through the...

International Journal for Advance Research and Development, 2017

Generation is considered as one factor of many that show ‘what we are’. “Every generation of employees is unique, valuable, and special, in reality, each tend to view the other differently based on their own life experiences and expectations”(Angeline, 2011). Currently originations are the place of employment for almost three generations (Baby boomers, generation X and generation Y). And in organizations workforce management is the major issue. To manage these workforces understanding their attitudes, work beliefs, characteristic and values are essential. The objective of the present study is a theoretical revision that aims to broaden the understanding of generations in workplace on different variables to apprehend the nature and characteristics of existing generations. The findings of the work guide the managers and organizations on how to utilize different generation for the effectiveness and efficiency& for developing organizations and also eliminates the perception and misunder...

The research paper is exploratory in natureand helps in understanding and knowing about different generations and theories from literature reviews, definitions and models on generational theory. The study also attempts to asses and understands the impact of generation Z on the current workplace and its implications on different sectors and tries to bring light into the changing scenario in India. METHODOLOGY: Thestudy is descriptive and qualitative in nature in clarifying the definitions and conceptual foundations of Generational Theory. Secondary data on different Generation, time lines and their impact on various societal and economic conditions have been captures and specific to Generation Z are gathered, analysed and summarized. OUTCOME: The Research study is highlyinformative and a first in attempting to simplify the various classifications of Generations and specifically the current Generation Z and its impact on workplace and business in general, the research expectation and output areindentifying the role Generation Z and as to whether the current business are aware and ready to hire, train and motivate this generation. In India at the moment with more than half of the population being younger workforce, there is an urgent need to upgrade human capital management and plug these generational gaps with adequate communication and development of knowledgebase

2020

The largest diversity of generations is represented in today’s workplace than at any other time in history. With this diversity comes new challenges for organizations. Therefore, intergenerational diversity is a timely issue, gathering increasing interest amongst academics, organizations and business executives. We aim to identify and examine existing empirical research on generational differences in organizations and their characteristics in leadership and management; as well as to synthesize how new generation of employees are participating in organizational growth and development. Organizations should incorporate mentoring, strategic leadership, social media, and knowledge sharing into their talent management strategy for new generations of workforce. The purpose of this article is to analyze the specific challenges, and also opportunities working with multigenerational workforce. By focusing on existing research about the character traits of workers in each generation, and ident...

International Journal of Business and Management, 2012

Generational diversity has become the norm in many organizations. As baby boomers retire and millennials enter and take over the workforce, it becomes imperative for managers to learn more about their job satisfaction and organizational commitment levels. The authors of this study surveyed 148 millennials who work in the I.T. industry. A total of 74 males and 74 females were surveyed. Results show that males have higher job satisfaction levels than their female counterparts and females have higher organizational commitment levels than their male counterparts. Furthermore, millennials with a graduate degree are more likely to stay at their organization than millennials without a graduate degree. Recommendations and implications are discussed for managers hiring, leading, and managing millennials in the workforce.

One of the most significant issues in today’s workforce is the generational diversity that exists in organisations. Older workers are delaying retirement whilst younger employees continue to enter the workforce. Each generation brings their own challenges to the workplace; it is the job of the human resource manager to overcome these challenges and harness the talent that each generation provides to gain a competitive advantage for organisational success. Generational differences in factors such as work values and communication styles can result in workplace conflicts, especially when teamwork is required. The three most predominant generations in the workforce are Baby Boomers, Generation X, and Millennials. This essay will explore the contemporary issues in managing a multigenerational workforce, and will attempt to provide solutions to overcome these challenges. Each generation and their characteristics will be briefly explained, followed by a discussion of conflict and competitive advantage, and finally the issues of teamwork, mentoring, and technology will be analysed.

Global Scientific Journal, 2018

The employees remain the lifeblood of the organization as its success or failure depends largely on their performance and commitment; and as such managers are saddled with the responsibilities of sourcing and acquiring the best of them irrespective of wherever they are located. Consequently, this result in a highly diverse workforce which if not properly managed can lead to a total failure of the organization as a result of its inherent conflict tendency. In view of this, this study is billed to theoretically review the changing trend in workers demographic profiles through the lens of X, Y and Z generational cohorts. In the cause of extant literature review, we discovered that there is a great diversity between the different generational class and such dichotomy presents the organization with both competitive advantages as a result of varied talents and skills among the workforce and conflict tendencies due to differences in the value system and experiences encountered by each generation. However, in order to fully maximize the potentials benefits of diversity in a changing world of business, we critically determined some possible and potent strategies through which its associated challenges can be overcome. Finally, we conclude that through generational-friendly policies and strategies like acceptance of the uniqueness of each cohort, rapid knowledge transfer across cohort, diversity receptiveness training programs, synergy etc. a manager can transform the supposed differences into competitive advantage for the organization and recommended that for organizations to thrive in this new economic order, managers should recognize and accept that there is a unique ability inherent in every generational class necessary for its goal attainment.

We are entering a new era in the workforce where the generation of baby boomers and generation x will be gradually and continuously replaced by the latest generation z and generation alfa (from 2010 the kids of now). Multigenerational symbiosis is an often researched yet not fully understood the aspect of Human Resources. Numerous researches have been carried out in various ways on this subject but Arsenault (2004, p.124) argues that generational differences topic is 'plagued by erroneous misconceptions' and as such numerous scholars (Callanan and greenhaus,) have called for additional research in this field. So, there is a need for understanding the differences in work values of employees from generation to generation and identify what is changing to better equip HR practices for it. This research is committed to finding the perception of HR personnel towards various generations in the organization and also to identify the differences in the workplace behavior of multi-generations. The study also suggests best practices for stronger performance of employees of Gen X & Gen Y.