SLIDE 1
Today’s marketplace is increasingly diverse. A form of diversity includes the generational differences of the persons employed in the workforce. Because each generation has differs from the next there are challenges in managing the four generations of persons employed in today’s workplace. It becomes crucial that managers and employee alike realize the ways in which the needs of each group of persons differ from the others in order to understand their strengths and weaknesses (Bartley, 2007, pp.26 & 28).
My organization is made up of four generations which you will see presented on the graph. According to my birth year I am a millennial. However, because my birth year was 1983 I can also easily relate to persons who are members …show more content…
Baby boomers make up the majority of my organization but not by much. The baby boomers like veterans have a strong work ethic and believe that they can play a part in achieving the greater purpose of their organization (Bartley, 2007, p. 29). They are motivated by “status based” tangible rewards (Kyles, 2005, p.54). This group values teamwork but values feedback regarding their performance from management (Bartley, 2007, p. 33). The baby boomers are competitive in nature (Bartley, 2007, p.29). Baby boomers expect the same commitment from other generations of workers. Many of the leaders in today’s market are members of the baby boomer group (Macon, 2009, p. …show more content…
This is a growing group and my membership will help me to identify with the needs of millennials. Millennials are often described as the generation in which everyone “gets a medal for participation”. Some may believe that millennials are the entitled generation (Bartley, 2007, p.30). Technology has enabled millennials to work smarter not harder though some of the other generations may believe this comes as a cost (Bartley, 2007, p.30). A reliance on technology is prevalent (Macon, 2009, p.91). Millennials value and respect authority as well as relationships with others in the workplace (Bartley, 2007, p.30). This group, like the baby boomers, value teamwork (Bartley, 2007, p. 33). Millennials have a competitive drive similar to the baby boomers (Bartley, 2007, p.30). Millennial’s like veterans require a high level of feedback on their work from managers and so they do best with managers who are actively involved (Bartley, 2007, p.33). This group is one which looks for work that is able to fulfill them on a greater level above material attainment (Kyles, 2005,
Today’s marketplace is increasingly diverse. A form of diversity includes the generational differences of the persons employed in the workforce. Because each generation has differs from the next there are challenges in managing the four generations of persons employed in today’s workplace. It becomes crucial that managers and employee alike realize the ways in which the needs of each group of persons differ from the others in order to understand their strengths and weaknesses (Bartley, 2007, pp.26 & 28).
My organization is made up of four generations which you will see presented on the graph. According to my birth year I am a millennial. However, because my birth year was 1983 I can also easily relate to persons who are members …show more content…
Baby boomers make up the majority of my organization but not by much. The baby boomers like veterans have a strong work ethic and believe that they can play a part in achieving the greater purpose of their organization (Bartley, 2007, p. 29). They are motivated by “status based” tangible rewards (Kyles, 2005, p.54). This group values teamwork but values feedback regarding their performance from management (Bartley, 2007, p. 33). The baby boomers are competitive in nature (Bartley, 2007, p.29). Baby boomers expect the same commitment from other generations of workers. Many of the leaders in today’s market are members of the baby boomer group (Macon, 2009, p. …show more content…
This is a growing group and my membership will help me to identify with the needs of millennials. Millennials are often described as the generation in which everyone “gets a medal for participation”. Some may believe that millennials are the entitled generation (Bartley, 2007, p.30). Technology has enabled millennials to work smarter not harder though some of the other generations may believe this comes as a cost (Bartley, 2007, p.30). A reliance on technology is prevalent (Macon, 2009, p.91). Millennials value and respect authority as well as relationships with others in the workplace (Bartley, 2007, p.30). This group, like the baby boomers, value teamwork (Bartley, 2007, p. 33). Millennials have a competitive drive similar to the baby boomers (Bartley, 2007, p.30). Millennial’s like veterans require a high level of feedback on their work from managers and so they do best with managers who are actively involved (Bartley, 2007, p.33). This group is one which looks for work that is able to fulfill them on a greater level above material attainment (Kyles, 2005,