Case Study

Running head: CASE STUDY HARPO

Case Study Harpo

December 1, 2010

Case Study

Case Background & Overview

Xerox and other companies are getting worried that they will lose valuable knowledge
with the retirement of the older workers of the baby boomer generation (Colquitt, J. A., Lepine,
J. A., & Wesson, M. J., pg.283). What are the possible solutions to retain the information and
keep the company successful?
Case Study
Are communities of practice, which tend to be technology-based, likely to bridge the
generation gap and allow knowledge sharing between the generations of employees at Xerox
(Colquitt, J. A., Lepine, J. A., & Wesson, M. J., pg.283)? Bridging the generation gap in business
seems to be a difficult task. For a company to remain competitive and be successful, it must learn
how to close the communication gap between generations. Communities of Practice (CoP) are
groups that form to share what they know and to learn from one another regarding some aspects
of their work (Nickols, 2003). The success of a particular Communities of Practice depend upon
the issue, process, or practice area around which it is organized and upon which it is focused. In
general, however, the mission or outcomes encompass:

stimulating interaction

fostering learning

creating new knowledge

identifying and sharing best practices

Case Study

Many young and energetic workers at Xerox are ready to take the reins from their older
counterparts. Through technology and good communication, the Communities of Practice
process will definitely help Xerox bridge the gap between generations and provide the younger
group with the knowledge needed to keep the company successful.
Given these generational issues and the type of work life that Xerox employees tend to have, can
you think of another possible way to encourage knowledge sharing within the organization
(Colquitt, J. A., Lepine, J. A., & Wesson, M. J., pg.283)? The company could utilize Behavior
Modeling Training. This type of training would provide the opportunity for the older experienced
workers to show the younger workers the proper way of performing certain tasks. The main
benefit of this type of training is that the knowledge is transferred from one person to another
without losing valuable time and resources.
How might Xerox attempt to break down the perceptions and stereotypes that exist between
generations in order to help the knowledge sharing process (Colquitt, J. A., Lepine, J. A., &
Wesson, M. J., pg.283)? Xerox management must help the older workers understand that
advancements in technologies have benefitted the workplace and is not a hindrance. The older
generation sees the younger workers as video game junkies and techno nerds. These stereotypes
need to be diminished by showing the older workers that the newer technology and the younger
employee brings advanced knowledge and newer attitudes to the workplace. Once the older
generation sees that the technologically advanced younger generation brings better efficiency and
streamline techniques to the job, they will be more inclined to help train them on their years of
job knowledge.

Case Study

References
Colquitt, J. A., Lepine, J. A., & Wesson, M. J. (2011). Organizational Commitment. In
Organizational Behavior (2nd ed.) New York: McGraw-Hill Irwin.