In the multigenerational workforce, employees work towards shared economic and commercial goals. The different generations have varying communication styles, goals, and perspectives. Five generations comprise; the traditional generation (born pre-1945), Baby Boomers (born 1946-1964), Generation X (born 1965-1980), Generation Y (1981-1995), and the linkster generation (born after 1995) (Murphy, 2007).
The generation I identify with is Generation Y (1981-1995) because it is characterized by technological influence. The generation depends on the internet to make things happen and make most of the job decisions. Commonly, the other generations depend on generation Y to understand how modern tech works and integrate it into the current workplace. With this generation, I have experienced massive growth in terms of creativity. The speed of getting things done is also amazing compared to the traditionalist that believed in the process. It is also unique in that the leadership positions do not depend on age but on education and what you can offer.
Delegate your assignment to our experts and they will do the rest.
The challenge with generation Y is that the other generations can limit the working hours leading to conflict as generation Y values flexibility. Patience is not something for generation Y as the expectations for payments are high. This leads to decreased accountability and responsibility. There is also hopping from one job to the other.
Some of the steps an organization leader could take to integrate a multigenerational, diverse workforce into the corporate culture include; Avoiding stereotypes and generalizations, leaders should be actively involved in decision making, organizing training on how to foster workplace ethics, create a work-life balance for the employees and encourage good communication.
The multigenerational approach can be challenging to implement in an organization. This is because of the different attitudes, demands, and lifestyles. Organizations are required to implement work programs that are flexible enough to accommodate all generations' needs.
Reference
Murphy, S. A. (2007). Leading a multigenerational workforce. The changing landscape of work , 1-36. https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf
