Assignment Task:

Multigenerational Workforce and Organizational Behavior:

Multigenerational workforce:

The employment of a multi-generational and diversified workforce has become the most prevailing trend of multinationals. The management of the multi-generational workforce is essential to create an inclusive and productive environment in the organization. The Multigenerational workforce is a diversified composition of different generations of the employees. The generations of workforce involve Traditionalists Baby Boomers, Generation X, Millennials or Generation Y, and Generation Z. The people of every generation are different from each other in numerous aspects. As a result of these differences, organizations face several resistances of change in technology, human resources, infrastructure, organizational structure, etc. (Hellriegel & Slocum, 2011).

Traditionalists (1925–1946):

Traditionalists who are born between the period of 1925–1946. Traditionalists seem to be practical, dedicated and loyal. They act as adjectives who describe the Silent Generation of Pre-Boomers, who tend also to respect work, dedication, and authority. Traditionalists seem to be different because of their depression, smartness, honesty, work ethics, and morals.

Baby Boomers (1946–1964):

Baby Boomers employees are born between 1946 and 1964. These employees brought up at the period of social change. Baby boomer employees seem to be more conservative than millennials. The difference between this generation hugely lies in work ethics, respect, morals, and smartness.

Generation X (1964–1981):

The Generation X employees are those who are born in the period on 1964-1981. Employees of Generation X seem least interested in overtime work. Employees of Generation X are active supporters of the existing government. And, they are slightly more conservative in comparison to millennials. The unique characteristics of Generation X lie in conservativeness, ethics, respect, use of technology, and smartness.

Millennials or Generation Y (1982–1995):

Employees who are born after 1982 but before 1995called millennials. The millennials seem to be the most connected generation in the world. They have their roots in both traditionality and modernity, and this blend projects a distinct image in the society. For millennial employees’ work, education and family are important to living a comfortable life. Millennials have attained a distinct identity because of their tech-friendliness, liberal, tolerance, clothes, etc. (Pewresearch, 2010).

Generation Z:

This Generation comes after Millennials. Employees who are born after 1995 are considered as the part of Generation Z. 25% of the U.S. population ruled by people of generation Z and they are more numerous than both Millennials and Baby Boomers. Generation Z employees are the newest to the organization. Most of the freshers of the corporate world would be Generation Z (Hellriegel & Slocum, 2011).

Actually, despite numerous behavioural differences, some commonalities have been found among these generations viz. similar values, the desire of respect, trust, credibility, resistance to change, etc. Because of differences, the management of diversified levels of the workforce becomes more strenuous for the human resource persons of the organizations (Hellriegel & Slocum, 2011).

Implications:

Several behavioural difficulties arise when organizations began to handle the multi-generational workforce in the organization. Some of the challenges of the multi-generational workforce are;

Company culture:

In the present corporate scenario, it is believed that employee satisfaction and happiness raise their productivity at work. So, the organization always prefer to celebrate festivals, birthdays, other events to refresh the mind of their employees and raise the level of their efficiency. This corporate strategy seems to be a wastage of time and money for the traditionalist employees (Gausepohl, 2019).

Communication Style:

The communication style of all the generations is different from each other such as Generation Y use text messages, tweets for communication and millennials and Baby boomers preferred to use phone calls and emails (Gausepohl, 2019).

Negative Stereotypes:

Sometimes negative opinions of Traditionalist employees regarding other employee generations affect the organization drastically. Usually, traditionalists have a thought younger knows less, has experienced less, is less worthy for the post's(Gausepohl, 2019).

Cultural Expectations:

Traditionalist and Baby Boomer employees believe that being in office is a symbol of an employee’s productivity and dedication for work. But Millennial and Y Generation Employees believe that freshness raises their level of productivity and the monotonous environment of Workplace may reduce their efficiency and productivity at work (Gausepohl, 2019). Simply, it was one of the biggest challenges of the multigenerational workforce to respect the unique talents of their juniors and colleagues despite their experience and learnings.


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  • Posted on : January 11th, 2019

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