6/21/2013

GENERATIONAL DIVERSITY

Contents

1. 2. 3. 4. 5.

INTRODUCTION ............................................................................................................................... 3 OPPORTUNITIES AND CHALLENGES OF GENERATIONAL DIVERSITY ......................... 4 TIPS FOR ORGANIZATIONS ...................................................................................................... 5 CONCLUSION ................................................................................................................................... 6 REFERENCES .................................................................................................................................... 7

1. INTRODUCTION In organization, working age has been divided into three generations: Baby Boomers, GenX and GenY. These age groups are different in age, experience and working style etc. Every organization has to balance the different needs and styles of all these groups to attain organizational goal. These generational differences have become a large social issue in a team which can affect productivity of team. How can employers make these different generations to work together as a team, this has become a very big challenge these days. This issue has a high impact on the success of an organization.

2. OPPORTUNITIES AND CHALLENGES OF GENERATIONAL DIVERSITY Social Engagement: - Social Engagement differs in all the three generations. Older generations had limited social networks. So they took more time to develop trust with each other while new generation has many social networks like facebook, twitter etc. So they trust on unknown person also. This behaviour can also be a negative point in terms of confidentiality of organization. Attitude toward work: - different people have different attitude towards their work. It is believed that boomers are workaholics while Youngers work only for required hours and uncommitted. Generation X is also called Slackergeneration (Jenkins, 2007). Loyalty towards Employer:-Boomers are considered extremely loyal towards the employer while Youngers lacks loyalty. It is said that youngers value their relationship with co-workers more than their relationship with employers (Karp, et al., 2002). Dealing with change: - Different people respond differently to the change. Boomers are more resistant than youngers. People can adopt a situation easily if proper logic and reason is given to them. Productivity and decision making: - Generations look their power and position differently. So their way of making decision also differs which can affect productivity. Teams need to balance the needs and expectations of each other.

3. TIPS FOR ORGANIZATIONS Looking at sources of conflicts at team: Clearly understand the issues among team members and try to resolve them. This will increase their motivation and inspire them for working effectively and efficiently. Accommodate Employee Differences: Understand all the employees needs and expectations and Serve them according to their unique preferences. Training programmes should be done to develop their skills like boomers who are supposed to be afraid of new technology as they dont understand it seems less committed. So proper training, guidance should be provided to them to improve their mental level and understanding so that they can work easily. Recommendations to encourage teamwork: Proper guidance should be given to employees to encourage teamwork. Right to equality should be there. Create workplace choices: Workplace should be shaped around the work being done, the customers being served and the people who work there. Operate for a sophisticated management style: Specific goals and measures should to given to the team. Appropriate feedback. rewards, recognition should be given to them. This will motivate them for team-work. Talent Management: It is believed that in formal training, approx 10% of learning takes place. Approx 20 % learning is done from materials, books, manuals and IT systems like website. 70% learning occurs On the Job by talking with managers, peers and by findi ng experts and by doing mistakes. So Practical training should be given to employees. Respect new initiatives: Everyone who has given a new initiative should be treated as if they have done a great job and that should be appraised which can motivate them to do their best.

4. CONCLUSION Generational issues seem difficult but they can be solved by raising awareness of these issues and focusing on productive behaviour. This will bring employees and team together and solve these issues.

5. REFERENCES Jenkins, J. (2007). Leading the four generations at work. Retrieved April 15, 2008, from http://www.amanet.org/movingahead/editorial.cfm?Ed=452 Karp et al. (2002); valueoptions.com;