Question

Read article Generational Differences in the Workplace

and then draft a compare/contrast paper detailing the differences in generations that may form a team in your workplace. Why are these differences important? How could a manager develop an employee based upon the generation of the worker?

This paper should be no more than 2-3 pages. Do NOT cut and paste material from the article. Use your own words. You may pull articles to support your opinion. Be sure to cite your material. The paper is due Sunday by 11:59 pm.

Answer 1

Generational Differences in the Workplace

A diverse workforce comprised of people from a wide array of cultures, viewpoints and backgrounds is not just a nice to have. It’s essential.

Companies that create inclusive workplaces and encourage success among all employees outperform their competitors.

To keep good employees, you must meet their needs and expectations, and understand what keeps them inspired. Employees' needs and expectation vary from one person to the next. They also vary depending on a variety of factors including the generation of the workers.

1. Young Employees: According to them, the characteristics of an ideal job are:

• Challenging work
• A variety of work
• An environment that fosters a spirit of creativity and innovation
• Recognition and reward for high performance
• Flexibility (in work schedules)
• Opportunities for advancement
• Mentoring opportunities
• Organizational values that align with personal values
• An environment that involved a diversity of people
• Good pay (this was not mentioned first at either meeting)
• A good benefits plan and retirement benefits plan
• Job security
• The ability to balance personal and professional lives.

Every organization has to check off all of these characteristics.It has to market these when looking to recruit new employees into organization.

2. Mid-career employees: They expect good retention practices. Employees who have been with an organization for more than four or five years may become bored or entrenched in their beliefs. In order to retain good employees, enable them to become even better, and to ensure the health of your organization and maintain its ability to change.

• Ensure that mid-range employees are involved in setting the direction and strategic plan for your organization
• Ensure that their jobs are based on the plans of the organization and that the employee can see the results of their work
• Ensure that they get a good performance review at least every six months and that you listen to, and act on, their ideas, suggestions and concerns
• Ensure that they are continually learning and enhancing their skills
• Ensure that you talk with them about career planning
• Encourage experienced employees to mentor newer staff, volunteers, or, if appropriate, board members

3. Older employees: They too expect good retention practices. In addition to the retention practices outlined for mid-career employees, your organization may need to ensure that the following options are available for all staff:

• Flexible work (flexi-time or flexible work location)
• Good pension or retirement plans
• A healthy environment that meets their occupational needs
• Additional training on new technologies