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Understanding and Managing Generational Differences

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Understanding and Managing Generational Differences
SUMMARY OF THE ARTICLE “UNDERSTANDING AND MANAGING GENERATIONAL DIFFERENCES IN THE WORK PLACE” ( Cited from Kapoor and Solomon 2011)

Introduction In the present diversified work force in terms of age ,gender,culture ,work style, the employee demographics consist of the four generations which are Traditionalists, Baby Boomers, Generation X and Millenials
Generations Birth Years Corevalue Prefered Communication Style
Traditionalists 1925 to 1945 Clear Direction, Loyal and discipline Memos, Letters,
Personal notes
Baby Boomers 1946 to 1964 Idealist, Optimistic ,Respect to Authority. Phone calls, Face to Face
Gen X 1965 to 1980

Self Reliant ,Work Independently, skeptical to authority Voicemail, Email.
Millenials 1980 to 1999 Confident, ethnically diverse, Social and Achievement Oriented Instant Messages, ,Text Messages
Note:The details the birth years of the generations, their core values and Communication Style Source :from the article understanding and Managing the Generational differences in the work place

Generational characteristic and perspective in terms of work place expectations, desired leadership of the four generations are as follows
Traditionalists: Have a Fair and Consistent Approach to the Work Place with Clear Direction,
Expectations and long term Goals. They have a strong work ethic and Disciplined. Tend to be loyal and work for one or two employers in their life time (Simons, 2009) and are comfortable with a " atop -down style of Management that disseminates information on a need-to-know basis " ( Spiro ,2006 ,P.17 )

Baby Boomers : Have Good Communication skills, are strong team players, prefer personal interaction and value having a high degree of power within the organization([23]Mccrindle and Hooper ,2006)They tend to respect authority and hierarchies (Gursoy et al.2008). However Baby Boomers have difficulty learning new tricks ,are resistant to change (Dahlroth 2008)

Gen X :Prefer to work



Cited: from Kapoor and Solomon 2011) Introduction

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