Essays on Generation Y and Z Learns in Different Ways than Older Generations Coursework

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The paper "Generation Y and Z Learns in Different Ways than Older Generations " is a great example of management coursework. A generation is defined by the events and conditions that people are exposed to as they grow up. According to Holyoke & Larson (2009), a generation is an identifiable group which shares a year of birth, age, location and have similar development stages. At the moment, the working population falls into four main generations. The four generations are; traditional generation, baby boomers, generation X, generation Y and generation Z. Generation Y and Z form the youngest group of workers in an organisation.

Traditionalists were born before 1946, baby boomers from 1946-64, generation X from1964 to1980 while generation Y was born after 1980 and generation Z after 2000 (Giancola, 2006). These generations have their unique characteristics. It has been argued that organisations are supposed to look at key generational characteristics which help in coming up with tailored strategies toward each generation. This essay looks at the field of training and development and agrees with the statement that Generation Y and Z learn in different ways than older generations and these warrants need for change in training and development methods.

This will be achieved through the use of adult learning theories and literature. Existing generational differences in learning Each generation has a unique characteristic that separates it from the rest apart from age. These are characteristics that are caused by life experiences as they grow up (Knowles, Holton & Swanson, 2005). The generations are also in different stages of their lives. While older generations are retiring, Generation Y and Z are joining the workforce. One of the greatest impacts on generations is technology.

The introduction of computers had differing impacts on generations. According to Feiertag & Berge (2008), Generation Y and Z have grown in a world where technology is common. These differences between generations make it hard to group them together for training and development. The differences shaped by varying generational characteristics lead to different ways of learning. Workforce development and training programs are aimed at educating individuals who can be categorised as adult learners. These learners are a mixture of different generations with differing preferences and values (Knowles, Holton & Swanson, 2005).

This needs to be acknowledged when coming up with training and development programs. In order to come up with effective training and development programs in the workplace, the differing values in learning and preferences have to be acknowledged (Lyons & Kuron, 2014). According to a theory developed by Knowles in 1977, the process of teaching is more vital than what is being taught (Knowles, 1977). According to Holyoke & Larson, (2009), adult learners come takes a course with a readiness to learn. Readiness to learn varies among different generations.

For the older generations, they are seen more ready to learn as compared to Y and Z generations. Most of the young workers display a low level of curiosity and their need to learn is low. The older generations are more eager to learn (Knowles, Holton & Swanson, 2005). This is seen especially in baby boomers who are eager to learn especially if the new material will contribute to their personal growth. For the old generations, they prefer learning being delivered using the traditional format (Holyoke & Larson, 2009).

References

Deal, J. J. 2007. Retiring the generation gap: How employees young and old can find common ground. San Francisco: Jossey-Bass.

Feiertag, J. & Berge, Z.L. 2008. “Training Generation N: How educators should approach the Net Generation.” Education Training, Vol. 50. no.6, pp.457-464.

Festing, M., & Schafer, L., 2014. “Generational challenges to talent management: A framework for talent retention based on the psychological-contract perspective. “ Journal of World Business, Vol.49, no.2, p.262-271.

Giancola, F. 2006. The generation gap: more myth than reality. Human Resource Planning. Vol 29, no. 4. P. 32-37.

Holyoke, L. & Larson, E. 2009. “Engaging the Adult Learner Generational Mix.” Journal of Adult Education Volume, Vol.38, no.1, pp.13-15.

Knowles, M., Holton, E., & Swanson, R. A. 2005. The adult learner (6thed.).New York: Butterworth-Heinemann.

Knowles, M. S. 1977. The adult education movement in the United States. Malabar, FL: Krieger.

Lyons, S., & Kuron, L. 2014. “Generational differences in the workplace: A review of the evidence and directions for future research.” Journal of Organizational Behavior, Vol.35, no.1, p.135-139.

Marcinkus, M. W. 2012. “Reverse mentoring at work: Fostering cross-generational learning and developing millennial leaders.” Human Resource Management, Vol.51, no. 4, p.549-573.

Martin, C. A. 2005. “From high maintenance to high productivity. What managers need to know about Generation Y.” Industrial and Commercial Training, Vol.37, no.1, p.39-44.

Parry, E. & Urwin, P. 2009. Tapping Into Talent the Age Factor and Generation Issues, Chartered Institute of Personnel and Development.

Walker, K. 2006. “Generational Change: Y We Need to Re-think the Way We Recruit and Retain.” Nursing.aust, Vol.7, no. 3, p.16-18.

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