Organizations that silo their thinking by only reaching
Organizations that silo their thinking by only reaching
From my reading of this case, I can clearly see three main issues facing the team involved. The first issue facing the team is a generational difference which can be seen in the different attitudes and motivations of the team members. Josh Bartola, the thirty-year-old team member is a perfect stereotype of a member of Generation Y with his “Dr. Martens boots and a faded Clash T-shirt” (Heimbouch et al. 2001), he craves excitement, finding meaning in his work and feeling important.…
Kathryn Tyler, a freelance writer and frequent contributor to HR Magazine, describes in her article “The Tethered Generation” how technology has affected the way the work place is run. She describes the Millennial Generation, or Generation Y, as the first generation to grow up using technology for entertainment and communication since their childhood. She tells the reader this dependency on technology is causing this generation to have develop a different work ethic that what big corporations are used to with older generations. Tyler writes this article in a direct attempt to help business’s human resources and company training realize how this dependency on technology and new style of working isn’t something that can be totally abolished in the work place, but it can be integrated with older policies and ways of running business.…
We are experiencing an interesting period in time. We actually have about 4 different generations currently in our work force. Each of these groups were raised in different households with different standards and different ethics. While each group (your veterans, baby boomers, generation x’s and millennials) have a lot of the same attributes in the workplace, you have many different characteristics that define each generation as their own. While there are lists and lists of differences, I believe that you can dumb them down to a few categories.…
• Generations, Inc.: From Boomers to Linksters- Managing the Friction Between Generations at Work by Megan Johnson and Larry Johnson Chapter Eight: Old Dogs Have Lots to Offer: Signposts for the Traditional Generation and Chapter Nine: Managing the Traditional Generation For the most part, it is safe to state that the act of loyalty, volunteerism, and service greatly defines how the Traditionalist generation continues to have an essential role in today’s society. For example, the act of loyalty has continued to be a foundation for the sixty-eight year old and current Supplier Data Management Representative named, Mary.…
This study focused on cohorts therefore representation of all of the three generational cohorts was essential. The reason for opting for this kind of segmentation is based on the premise that because of the differences in values and priorities, there will be differing levels in status consumption (Eastman and Liu, 2012). For the purpose of this study, the generational cohorts are segmented as Baby Boomers (cohort born between 1945 and 1964), Generation X (cohort born between 1965 and 1976) and Generation Y (cohort born between 1977 and 1994) (Schewe et al., 2000), essentially targeting male and female consumers between the ages of 22 and 71. The reason for opting for this kind of segmentation is based on the premise that because of the differences…
It is important to have diversity on our teams, as it speaks to the patients we care for and the community we serve. We will have much better outcomes when we take into account our differences and when developing our policies. As a diverse team we must recognize these important factors to promote a cultural sensitive and diverse environment. To have a better understanding we must look at this from a multicultural and generational aspect. In Management and Leadership for Nurse Administrators (Roussel, 2011) discusses how generational diversity can contribute to work place conflict and that these differences should be recognized and identified so that it can then become appreciated p788.…
With each new generation, influences come from broad forces such as parents, media, social events, popular culture, natural disasters, world events, and peers (Schullery, 2013). These groups may have participated in “equivalent historical experiences” or were subjected to similar social forces and as a result have “consonant world views” (Alderfer, 1987, p. 238). These shape generations and create common value systems that distinguish them from people who were raised in different times (Twenge et al., 2010). These value systems can then transfer with each generation into the workplace (Twenge et al, 2010). As Twenge et al.…
The major concern of today's healthcare organization is having Multigenerational workforce. Today healthcare organizations consists of four distinct generations, Traditionalists, Baby-Boomers, Generation X and Generation Y. These four generations have different working styles, values, priorities and experiences. These diverse groups are causing social, cultural, racial, ethnic, and sexual orientation differences at work place.…
Midterm Dilemma #2 As a top supervisor, it is important to utilize and exploit the uniqueness of every employee. In the past, the free seating policy has allowed for a highly diverse company to segregate by age, which in turn defeats the point of having a diverse workforce. I believe that the decision to make assigned seating is a good one, but the way it was implemented was poorly done. While this decision may receive initial backlash, its long-term effects will prove to be invaluable.…
Hi Pamella, Greatly, generational diversity is an important aspect for both management and employees to discuss in the workplace. I agree with you that generational diversity brings a workplace a wide-range of unique experiences, which makes each of the four generations to demonstrate various talents, perspectives, and skills that could potentially make the workplace successful. Regarding generational differences and/or issues in the workplace, this type of concern should never be ignored in the workplace. The only time when issues such as generational differences, race, gender become an issue, is only when it is not discussed in the workplace amongst both management and employees. If we do not address the problems of generational issues…
On the other hand, “younger people will face challenges as boomers stay longer in their jobs” (Moody and Sasser 2015, 465). In other words, there will be hardly any room for growth and promotion for younger people, including the millennials. Creating a multigenerational…
Issues with Generational Differences in Staffing Building a successful business today is the goal of every organization. But this often cannot be accomplished without a dedicated and highly passionate team of employees. These employees have different backgrounds and are from different generations, which often proves difficult for managers to understand and could lead to further issues in staffing. There are four recognized generations that are a part of workforce today. Each are distinct in its own character traits, assertiveness towards work, values and KSAOs.…
Through communication with the Secretary of our Department it has been brought to my attention that our company is experiencing intergenerational issues in various departments within the company. These issues need to be addressed by management in each of the respective departments or the work environment will continue to be affected. In analyzing the complaints made by employees of both the older generations and millennials before these issues can be addressed and recommendations made we must first analyze the workplace situation to address the following: What are the intergenerational issues in our workplace, What promotes intergenerational issues, What is preventing the generations from working together effectively, and What are the effects…
The world is a forever changing climate of people. This requires companies to change with the times. The introduction of different cultures, beliefs, and diverse backgrounds requires a new approach for managing a larger arrange of people. People no longer work in a time of intolerance. Diversity is about the many differences that make us individuals and also the similarities that bring us together.…
ndependence vs Teamwork Generation Y individuals value independence just as much as teamwork. Finding the right balance is highly important because working in a team gives the feeling that one is included and working individually gives the ability to grow professionally. In addition to this, this generation can work very well in groups. Yet, their parents also raised them with the mindset that they have to see themselves as unique individuals and taught them the value of individuality and individual thinking. This explains why the majority of Generation Y individuals constantly seek the right balance between independence and teamwork.…