1. Create a 2 -3 page reflective development paper answering the following questions: A. In what way(s) is communicating with someone from another generation different from communicating with a member from your own generation? In workplace everybody comes together in efforts toward some organizational goals, they bring their individual cultural, moral beliefs and ethical principle. Workplace is becoming more and more diverse generationally, it is important to understand how generational gap impact communication. Our generation (Gen Y) loves teamwork and works cooperatively towards goal. We juggle many projects at a time, whereas older generation focuses at one project at a time. Differences in working style creates misunderstanding. Other …show more content…
Our generation can learn from multi ways like book, powerpoint, internet whereas other generation people might learn only through book, newspaper or internet but one at a time. So, it is easy to communicate with your own generation as you will have the same learning style. Whereas when you communicate with different generation about the things that you learned through internet, video or PowerPoint then they might not understand as they mostly learn through books. While Baby Boomers and Generation X-ers prefer phone communication and face-to-face business transactions, Generation Y-ers prefer to communicate via blogs, IMs, text messages and emails. Gen Y sees this type of communication as effective and efficient, while the older generation sees this as lazy and potentially harmful to business. B. How do we bridge the gap between the generations in the workplace? Each generation has a unique set of strengths and weaknesses and it is the managers’ jobs to identify those points and find ways to get the most out of their employees. First of all understanding the generational differences of all employees and making a list of which employee falls under which generation. Matures They are conservative and cannot juggle many projects at one time. For this category people you have to assign them a single task work. And prefer to make face-to-face or written communication. Baby …show more content…
So you have to choose these employee to handle the task that needs overtime. When you have to communicate with these category people then you don’t have to think about the time as they fall in “call me anytime” category. Generation X: They are the freedom lover and direct. They want the result immediately. They want structure and direction on the task given to them. You have to give them the task which need immediate results and a leader as they love to be a leader. They try to maintain their work and life balance. Do not try to call them after work time. Generation Y: These generation people feel more pressure than their older colleagues as they don’t prefer to spend more time in the workplace. They can juggle many projects at one time as they are skilled multitasking. So, you have to choose these category people to handle multitasking work. They stay focused in the team work so better to choose these people in teamwork. As a common solution, companies should concentrate more on issues of ethical culture during the orientation of new employees, which should mitigate their feeling of not knowing much about how to act within the culture of their
Generation Y can be looked at as immature and as a generation that should be soothed like a child would be when they fail or fall down and scrape their
The younger generations may contain qualities and characteristics of the older
Advances in technology have increased tremendously over the years. These advances give people more opportunities to interact with others on a level that was unknown before. Examples such as, email, IM, texting, and the ability to call others from anywhere there is a cell phone has signal. While there are many positives for technology, technology has negatives. Generation Y is the first generation to have the privileges to have computers or cell phones since they were a child.
The study found Gen Y are tech savvy but not great team player, Gen X are entrepreneurial thinking but rank low on executive presence and boomers are team player and loyal but do not adapt so well (Giang, 2013). 78% of the responders agree member of Gen Y are believed to be the most tech savvy who know how to utilize social media to leverage opportunities. 68% of the responders agree that this young workers are most “enthusiastic” about their job. In contrast, Gen Y scored lowest on being team player, hardworking, and productive part of an organization. More Gen Y were interested in how to get a promotion compared to Gen X or Baby Boomers (Giang, 2013).
Companies will also need to anticipate and assess which new skills and training older employees will require, particularly in the realm of technology where they may feel less comfortable than many of their younger colleagues. The federal workforce is building toward a potential retirement wave in coming years, with more than a third of career federal employees projected to be eligible for collecting their end-of-career benefits by September 2017, compared to just 14 percent at the same time in 2012. The dynamic of this workforce is the wealth of knowledge, skills, abilities, and experience that will be walking out the door never to return. Millennials will make up 50 percent of the U.S. workforce by 2020 and 75 percent of the global workforce by 2030. At issue is how to attract and retain
“The Beat (Up) Generation: Millennials’ Attitudes about Work” is an article written by Abby Ellin and published in Psychology Today. It talks about the generation born between 1982 and 2004, how they react to working around the older generation and why they are hated by the older generation. The millennial generation was born during the rise of technology. They can do a lot of work remotely and not have to work as hard because of all the technology they have access to and the boomer generation doesn’t understand it they equate working hard with time and physical work. The boomers feel that millennials are just lazy and have no respect.
If I had to choose whom I would share my cubical with between Traditionalist/Veterans, Baby Boomers, Generation X, Generation Y. I would choose Baby Boomers. They are stable, built with optimisms and make decisions base on the process and practice what they preach. Today’s society is built solely on technology. I would rather share my goals and aspirations with someone who is well- established in their career and will most likely hold power and authority. Someone who has the same characteristic as I. Someone who will remain devoted, career focused, team player, competitive, strives for change, resourceful and motivated.
Millennials are people born in the 1980s or 1990s, also known as members of Generation Y. By many, this generation is viewed as dumb, lazy, and incoherent. Despite all of these accusations, after reading numerous sources, it is evident that the claim that the under-thirty generation is the “dumbest” is inaccurate because Generation Y has to adapt to more things at a quicker pace, has a financial struggle that is almost unbearable for young adults, and has to compete with other ambitious job applicants for the same position. To begin, in “The Value of Millennials: That’s my generation” by Claire Whitley, it is inarguable that Millennials have to overcome and adapt to more unexpected changes and developments than generation X had to. Many
Julie Hanus wrote the “The Kid in the Corner Office” which made many assumptions about our generation in the workplace. She simply thinks that we are self-centered and generally only think about instant gratification and ourselves. Which she believes makes us near useless in the workplace, because we are afraid of taking risks. She also believes that our generation has become one that skips from job to job in search of more praise from management. Counter to this Hanus states that our generation is loyal to our employers.
Robinson (Generations) recorded “ Boomers grew up in a time of prosperity and an absence of world wars, although they experienced the Cold War era of living in fear of Russian nuclear attack, building bomb shelters, and hiding under desks at school as a drill practice.” Now that traditionalist and baby boomers have been defined for you, I will go into argument on how the older generations have a lot to learn from us millennials.
Since then, organizations are now realizing the importance of maintaining an inclusive workforce consisting of all generations working together for the good of the organization. The Baby Boomers, Millennials, GenX’s and Traditionalists are employees that make up today’s typical organization. Each generation may have different expectations and values based on their generation. Consequently, these differences could possibly trigger workplace conflicts, stressful situations, poor work environments, miscommunications, and or reduced productivity. Organizations that are seeking to create a diverse work environment must be willing to address any underlying issues regarding generational differences.
Generation X also has the most stable income, making them very attractive to a business. Oddly enough, in spite of all of this, they are considered the “ignored generation” (Stephy, 2008), which makes their generation a prime
Intergenerational issues in the workplace can cause tension between the employees and employer. Millennials feel that it is harder to grow and develop their careers in organizations because of this problem due to an absence of guidance from other generations in higher positions. Where Millennials feel lack of guidance, Baby Boomers and Generation X feel that Millennials entering the workforce are directly after their positions, therefore causing a strain on workplace relationships between employees. If intergenerational problems in the workplace continue to remain unsolved, it can and will cause disruption within the organization. Productivity can decline due to low cooperation between multigenerational employees resulting in lower efficiency and completion objectives leading to disruption within the organization.
Younger employees can assist older employees by sharing new ideas whereas older employees can share positive qualities including experience, judgment, strong work ethic and commitment to quality. By this way it is possible to reduce age discrimination in the workplace. But the main role will be played by organization by maintaining the good relationship between
The generation gap is the process of desolation of understanding between people of different age category. It influences such various areas as preferences and ideology that cannot leave the world indifferent. There is common belief that people avoid each other only in order not to have a conversation where the big argument could appear. Thus, this essay will help thousands of people to identify the cause; of generation gap 's appearance and its effect on society, which, by observing all the factors, can combat the misunderstanding amongst the generations. One should note here that the history turns back to the 1960, where first "baby boomers" appeared.