Wiki Page, Multicultural Diversity in the Workplace for the Tourism Professional: Topic 1 Intergenerational Tensions in the Workforce-3

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2021-08-30T22:16:44+08:00

5 Generations in the Workplace

Workplace Differences among Generations

Managerial Tactics for Intergenerational Workplace

5 Generations in the Workplace

The business environment now is experiencing now an extraordinary workforce with five different generations working collaboratively toward shared economic and commercial goals. Managing multiple generations in the workplace can be tough than imagined since each distinct generation may have different expectations, communication styles, and perspectives. Nonetheless, adopting a management approach that addresses the distinct features of different generations in the workplace can allow employers to get away with the issues and conflicts to better harness the respective strengths of their workforce.

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Each generation can have diverse strengths and anxieties. Variations in styles, prospects and thinking can sometimes create tensions and conflicts. Understanding the work behaviors of each generation and proactively anticipating their needs can help companies formulate effective human capital management strategies.

Traditionalists / Silent Generation

They are the oldest generation presently in the workforce. They were born between 1928 and 1945. They grew up deprived of today's technology and many other up-to-date. Majority of them have overcome worse economic conditions in their lifetimes thus are very hardworking and have established diligent financial habits. They want to feel they are valued by the company and given fair remuneration.

Personal interactions are very important for them and opportunity for face-to-face meeting is effective for them. They are also economically conscience and trusting of the government aside from the fact that they are very optimistic about the future and held a strong set of moral obligations.

Baby Boom Generation / Boomers

These are people born after World War II, through 1964. Baby boomers have long been known for their strong set of ideals, traditions and work ethic. They have unique customary of goal-centric tendencies and are regarded as being very family-oriented.

Same as with their older counterparts, they tend to be hardworking and value face-to-face interaction. They also didn't grow up using computers, although they are trying their best to adapt in the usage of technology for job-related functions. However, they are fearful of the future; hence relatively active and liberal socially but conservative politically.

Generation X / Xers

This generation, born between 1965 and 1980, is generally more educated than previous generations. Shaped by the evolution of personal computers, Gen Xers lives in the present, likes to experiment, and expects immediate results. They are frequently viewed as fiscally responsible, self-reliant and hardworking but occasionally regarded as selfish and cynical. They question authority and feel they carry the burden of the previous generations.

Good thing about the Gen Xers, they are comfortable using both technology and face-to-face interactions. They prefer flexibility on managing their workload and less supervision and greater autonomy when it comes to completing job responsibilities. Members of this generation may have also settled into family life and desire a more flexible schedule that allows them to achieve a healthy work/life balance.

Generation Y / Millennials

At present, the largest generation in the workforce are the people between 1981 and 1996 also known as the Millennials. Their view about careers has been greatly affected by the recession since most of them started working during that period.

They are more comfortable communicating digitally than previous generations since they grew up in the internet revolutionized society. They tend to adopt new social media platforms more quickly than older generations. They prefer communicating via instant messages, email, or texts than face-to-face interactions. Getting used to modern facilities, this generation is regarded as being materialistic. They are very aware of the world and technologically literate but sometimes regarded as selfish and disrespectful. They are vied to be trying to grow- up too quickly and have no good role models to look towards. Millennials care about performance quality and in turn want to be judged not for their hours in the office, but for their results.

Generation Z

Raised as digital natives, members of Generation Z who were born between 1997 and 2012 view smartphones and other devices as vital and indispensable. They are detached from institutions and prefer more to network with friends, when they become adult. Good thing compared to previous generations, they can be more focused on the person’s personal characteristics than their race or ethnicity.

Gen Zers may be more actively engaged in their jobs when they're provided access to cutting-edge technology. They are eager to start their careers but tend to prioritize salary over benefits. They look for somewhat stable opportunities, and they intend to stay with the same company for two to four years before making a move. They may also choose flexible work hours and will seek out environments that prioritize social responsibility and diversity.

What generation are you part of? Do you manifest the characteristics of your generation?

Now you know the five generations and the characteristics of each. To get an in-depth understanding, join the discussion by tapping the link. Enjoy and the discussion and learn!

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Workplace Differences among Generations

Generational differences consist of opposing characteristics are present in a workplace having diverse ages. However, clashing personality traits or beliefs brought about by this varying generations can lead to miscommunication. The management is frequently caught in the middle creating impact on company’s efficiency and productivity.

Age and other demographic characteristics are surface-level diversity. This diversity leads to conflict only at early stages of a group’s life-cycle and eventually decreased. On the other hand, deep-level diversity includes differences in values, thoughts, and attitudes which are more important over time.

Let us enumerate and analyze the aspects in which generations vary in terms of values, thoughts and attitudes.

Communication style

Baby boomers were perceived as more "reserved" in terms of communicating with colleagues. Generations Y and Z who are typically younger, tend to favor more "collaborative" and "in-person" means of interacting. Millennials relate far better to a coaching style of management than to a more traditional top-down authoritative approach.

Adapting to Change

According to studies, gen x and y often view change "as a vehicle for new opportunities," while gen z simply "is accustomed to change and expects it in the workplace." Maybe because of age, boomers are the most jaded and cynical about change.

Technical Skills

Boomers and gen x liked to learn via "traditional instructor-led courses or self-learning tools" while the millennials preferred "collaborative and technology-centric" vehicles.

Managerial Tactics for Intergenerational Workplace

More than the differences having an intergenerational workforce also bring out opportunities. Varied generations would mean varied and multiple ways on creating solutions on a company’s problem. While it’s important to understand what motivates each generation, it’s equally important not to focus too much on differences. Give more emphasis on the strengths of each individual and ensure that the members work collectively as a team.

Mix and match project teams. Team make-up will create an opportunity for team building. The leader must think in terms of "complementary skills and diverse perspectives prompting innovation and new problem-solving techniques."

Invite team members from all generations to share their unique areas of expertise. Create opportunity for newer professionals to take the lead. This is a best way of integrating newer/younger employees into the operation and enabling them to share their own skill sets and background.

Going off-site for some company activities can make employees more productive. This can break usual patterns of behavior and takes people away from their daily routines. These provide employees a chance to get to know each other better in a less formal setting.

Don’t automatically assume that younger generations will be mentored by older generations. All age groups have opportunities to learn from each other so better create opportunities for cross-generational mentoring.

According to a leadership guide from the Wall Street Journal, “The key is to be able to effectively address and take advantage of the differences in values and expectations of each generation.” Understand where your employees are at in their life paths in terms of responsibilities and interests they may have outside the workplace.