Essays on Three Common Generations in the Workforce - Managing the Intergenerational Differences in the Workplace Literature review

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The paper “ Three Common Generations in the Workforce - Managing the Intergenerational Differences in the Workplace” is a provoking example of the literature review on human resources. The current business environment is characterized by a workforce that is composed of a generational diverse population where people work with colleagues who are either older or younger than they are. The differences in their age pose great challenges in the workplace since it is not easy for these employees to agree on issues as they have different opinions and expectations. There are three generational groups that have been identified which are the Baby Boomers (born between 1943 and 1960); Generation X (born 1961-80); and Generation Y which is also referred to as the Next Generation or the Millennials (born 1981-2000) (Gursoy, Maier & Chi 2008).

These three generations display great differences in opinions, perceptions, and behavior in the workplace, which if not well managed, can lead to workplace hostility. It is therefore important for the management team to identify the differences in these generations as well as their opinions and perceptions about the other generations (for instance, baby boomers’ perceptions about Generation X and Generation Y) so as to come with the best strategies for ensuring harmony in the workplace.

In addition, these strategies will boost teamwork among the employees despite their age differences. This study is aimed at identifying these generational differences so as to come up with an intervention program that will provide the necessary recommendations and strategies to be put in place for the purpose of improving service delivery to customers, employee satisfaction, the motivation of employees as well as improved productivity.

The strategies will also help the management in ensuring that the best personnel are recruited and retained in the company to obtain a highly qualified workforce. For Baby Boomers, it was found that they respect authority and are very loyal to the company. They are also patient in waiting for promotions and rewards for a job well done. On the other hand, Generation X employees do not respect authority and are in most cases rebellious.

References

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Gursoy, D, Maier, T.A & Chi, C.G. 2008. Generational differences: an examination of work values and generational gaps in the hospitality workforce. International Journal of Hospitality Management, vol. 27, pp. 448-458.

Johnson, J., and Lopes, J. 2008. The Intergenerational Workforce, Revisited. Organization Development Journal, vol. 26, no. 1, pp. 31-36

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Nancy J., Catherine E., Charlsena F., and Hammond, C. 2010. Importance of and Satisfaction with Organizational Benefits for a Multigenerational Workforce. Journal of Park and Recreation Administration, vol. 28, no. 2

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The Incentive Research Foundation and the International Society for Performance Improvement. 2002. Incentives, motivation and workplace performance: Research & bets practices. New York.

Tolbize, A. 2008. Generational differences in the workplace. Minnesota: University of Minnesota, Minnesota.

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