Generational Perspectives In The Workplace

All three articles in this article explore generational perspectives and values in the workplace. Two of the articles go into depth regarding the specific characteristics which are common in each generation. These characteristics and values are important in understanding how multiple generations can work cohesively in the workplace. All three of these articles are in alignment that for the first time in history we are seeing four extremely different generations working together and that this is causing conflicts. Companies that can embrace all generations, championing diversity and inclusion are bound to be more successful. The purpose of these articles is exactly the same. They all explore the different generational views and how to

All three articles align with the fact that that they are still a contributing factor. Kapoor & Solomon (2011) state “characteristics include placing importance on the group, not embracing new technology, prefer to receive simple and straightforward information” (p. 309). Traditionalist have faith in institutions, respect rules, rarely question management and in general only work for one or two companies over their lifetime (Kapoor & Solomon, 2011). Kelly et al., (2016) similarly mention that “their values include strictly adhering to the hierarchy present in the structure of their organization along with following all the rules which comes from their strong sense of what is right and wrong” (p. 1). Traditionalist have experience some of the hardest times in history and have a lot to offer to the workplace from what they have

“Traditionalists and Baby Boomers are attracted to an environment that values and respects their life experiences and capabilities, while Gen Xers and Millennials are looking for role models which promotes creating mentorship programs as a platform for fostering understanding between the generations” (Kapoor & Solomon, 2011, p. 313). Bennett et al. (2012) also agree that one of the best ways to develop relationships and transfer knowledge is to create mentoring programs that pair up Traditionalist and Boomers with Millennials. They can assist with career development, advising and remodeling all while boosting job satisfaction between the two generations (Bennett et al., 2012). (Kelly et al., 2016) also refer to a study where two generations are paired as a mentor/mentee relationship. The author states that in the beginning each group held negative stereotypes against each other and were reluctant. As time went on stereotypes were disputed and dispelled and the interaction boosted feelings of self-worth (Kelly et al., 2016). Taking the time to know someone and exploring where they came from seems beneficial but when you also add in transferring knowledge and finding a role model this can be a very valuable tool. I can see why all three research articles full agree with this