# Generations File

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In today's workplace, employees are from three different generations; Baby Boomers, Generation X, and Millennia’s. All three generations have strengths and weaknesses. How would you form a team to take advantage of the differences in these generations? Please make your initial post by midweek, and respond to at least one other student's post by the end of the week. As the Baby Boomer generation nears retirement age, business is already confronting the transition to younger workers who, generational theorists argue1, have their own values and assumptions about workplace behavior. At the same time, numerous news stories and even a handful of research reports argue that younger workers don’t hold the same set of professional and ethical standards as their predecessors, that values and appropriate professional behaviors are no longer “givens.”2 Many business leaders are wondering how to ensure that the generational divide doesn’t cause miscommunication, hinder performance, and—worst of all—put their company at risk. The first step to addressing the challenge of generational differences in the workplace is to have a better understanding of the three primary3 generations in the workforce: Millennia’s, Generation X, and Baby Boomers. Each generation has been shaped by wa¬tershed moments in its formative years, demographic trends, and cultural phenomena. And each generation comes to work with a characteristic set of skills and challenges that impact employing companies and have the potential to help or hinder relationships with managers and coworkers. The table below offers a portrait of each generation, including its attributes and beliefs about work. •The Baby Boomer – Here I have Raul, my General Manager. It’s best to allow Raul to have total rule as far as communicating to his flock. I allow him to decide which the best communication tool is, even if that tool means utilizing more than one so everyone “gets it.” Instead of relying on technology advancements, Raul...
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