Memo
To: Section Managers
CC: Carl Davis
From: Michael Johnson
Date: 04 Nov 15
Re: How to Develop Managers Who Feel Underutilized
Baby Boomers have often been portrayed as a generation full of exploration, optimism, and achievement. They did pursue higher education and career interests in the hope of attaining opportunity, stability, and prosperity in their adult lives. While they did enjoy these aspects of life during the 80s and 90s, the workplace at the moment has changed tremendously thanks to globalization and the advent of technology. Most of the Baby Boomers are now in their 50s and 60s and are at the peak of their careers thus they want to be managers. However, the workplace has changed greatly and is adapting very young managers in their twenties who are technology savvy. The Baby Boomers think they are side-lined or underutilized in the workplace. There are several solutions to make this generation of baby boomers feel useful once again.
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Since the baby boomers are aging quite fast, it is not likely that monetary compensation will be first in their lists. This is a different generation from the current young generation who most likely would prefer monetary compensation to other things. The older generations prefer work assignments that may seem to give back to the community as well as learning or researching. Therefore, the benefit packages for the company ought to look for the specific things that make each generation feel
Boomer’s see millennial’s as having a short attention span which is not what millennial’s intend. If they don’t see a job working out, they are faster to jump ship than Boomer’s and that fearless attitude actually leverages them more power with their company. Sherry Buffington, co-author of Exciting Oz: How the New American Workforce Is Changing the Face of Business Forever and What Companies Must Do to Thrive, says that they have the upper hand because they are perfectly fine working dozens of different jobs in their lifetime. “In a survey conducted by IdeaPaint of 600 employed Millennials, 49 percent believe that poor management is dragging their company down; 45 percent attribute that to the lack or misuse of technology solutions.” (Avallon) This helps the reader to better understand the mentality of millennial’s. They are typically more tech savvy then their older bosses and feel they could make more of an impact if they were in charge. Millennial’s are hard-wired to think that time really is their most important resource. If they feel they aren’t being treated completely fair then they won’t hesitate about trying to find a new
The OAA is generally for older adults aged sixty and above. The persons need to be in real need of the services. The person may be as low as age fifty five; Title V provides support for part-time employment for individuals aged fifty five and over that earn a low income and have poor employment possibilities. Individuals included in the Act are American Indians, Native Alaskan Americans, Native Hawaiian Americans, tribal organizations, and persons with disabilities. The Act focuses on providing services to the individuals of this country who are in the greatest economic need.
are forced to live off of. What happens if there is not enough to go
The beginning of this generation marked the economic growth and an expansion of the middle class post WWII. Families could afford to own houses, cars, and newfangled appliances because of the GI Bill and booming industry. Children were afforded luxuries their parents could have only dreamed of. Families could not only provide a comfortable middle class lifestyle for their Baby Boomer children, but also save their money and send their children to college. As a result, Baby Boomers were more educated than their mothers and fathers, and were often first generation college graduates. They were raised with values that reflected their Traditionalists parents’ values: money equals security, work hard equals success, and loyalty to employers were all important qualities (Money et al., 2014). As nurses, Baby Boomers are very committed to the organization, a trait enforced by their parents. They are also strong willed, competitive, and tend to challenge authority, perhaps a result from the political and civil rights turmoil they were raised in (both from the Cold War and the Vietnam War). They want to be valued and noticed by their employers, and strive for promotions and job opportunities because these are characteristics that their parents instilled in them. The motto for this generation is “living to work” (Hendricks & Cope, 2012), and they seek validation of their hard
With the current change in demographics throughout the workforce, organizations are feeling the effects of a larger percentage of baby boomers retiring and a large percentage of millennial new entrants. The words used to describe millennial employees, “spoiled, trophy kids, ambitious”, seem to be as everlasting as the constructive and negative perspectives attached to them. Many can debate on the entitlement of these employees within an organization, how these employees can be groomed and managed to better fit the organization, the positive and negative attributes they bring into the workplace, and how the preceding can benefit or derail the effectiveness of an organization. Nonetheless, a harder debate, comes about in denying that organizations must adjust to and integrate these employees into the workforce.
Offering employee benefits is one way a company must competes in today’s marketplace to retain old employees and attracts new ones. These benefit packages may range from offering basic health insurance to additional discretionary and perk benefits such as vacation and retirement packages. Benefit packages are often a large portion of employee costs and Federal mandates require an employer to carry and offer certain benefits even if they offer nothing else. Federally required employee benefits make up approximately a quarter of the costs associated with employer offered benefit packages. Some of these mandated benefits include Social Security, Worker’s Compensation Insurance, and the Family Medical Leave Act.
Workers are often pitted against each other in the work place as a form of competition. One division that is commonly seen is gender and race, but there is also a divide concerning age that isn’t discussed as frequently. Baby Boomers are those who was born between 1946-1964, when WWII soldiers came back home, settled down and started the “Baby Boom”. While Millennials are those born around 1981-2000, and have a similar population size as Baby Boomers. In the workplace, Millennials are categorized as being bad workers due to how they were raised in sheltered lifestyles and require a different environment than the previous generation, but that is not accurate. Even though the two generations view work different, sometimes to the point of conflict,
Many employees when looking for a job or deciding whether to stay with their current employment often considers the employee benefits the company offers.
Baby Boomers are the most powerful demographic group in history. Businesses thrives or fails based on their ability to keep pace with the likes and dislikes of this economic powerhouse known as the baby boomers. At 76 million strong, boomers have the influence to rule the marketplace and make sure they keep a place set just for them as the
Ageing population is a demographic problem that it is caused by the population which is getting older. The proportion of the different age groups is unbalanced that the phenomenon which are youngsters are fewer than elderly. It comes as no surprise, the health care system is being optimised, which provides better medical service, improving human life expectancy age. It is the biggest improvement in our world and the world is a better place to live in which demonstrate the success of human revolution. Nevertheless, the fertility has not risen as being a regardless issue. The social trend of the motivation of having children is declining. In addition, certain developed countries have legislated the one child policy that it accelerates the nightmare.
Retirement is one of the most important crossroads we face in life. It involves a fundamental change in lifestyle, one that calls for a totally new outlook on how we approach each day. All our lives we have been conditioned to think in terms of saving for our retirement years. Society has created this mystique about this time in our lives when we magically transform into different people with different lives when really we are the same people with different day to day lives. According to Medina, (2012) planning for retirement isn’t a "walk in the park" because for many people, debts are high while income is low.
Attracting and retaining the most talented employees is essential for long-term organizational success. An important component to attracting and retaining such employees is the design and implementation of an effective compensation and benefit system. Assuming the role of a highly regarded human resource consultant hired to review, analyze, and revise the compensation and benefit system utilized by my city’s largest employer, Holland Enterprises, this paper presents a revised compensation and benefit strategy that suits the firm. This proposal describes how an effective compensation and benefit system could contribute to organizational effectiveness in the firm, the principle components of the revised compensation and benefit system for the
Robbins (2013) recognizes that baby boomers have an enormous hard-working attitude with a definitive want to characterize themselves through their expert achievements. Baby Boomers, born between 1946 and 1964 value their achievement, ambition, loyalty to career and dislike to authority in competitive workplace (Robbins and Judge, 2017). Gen Xers, born between 1965 and 1977, who are independent-minded like work-life balance, team-oriented, loyalty to relationship and dislike of rules. The generation born between 1978 and later, known as Millennials value flexible hours, teamwork and collaborative culture, career development, loyalty to both self and relationships with employers and dislike the formality of regular meetings if there
A compensation package includes salary but also includes other non-salary benefits such as: health-care benefits, 401(k) plans, PTO (paid time off) and other perks. Businesses often utilize experienced Human Resources professionals to review, update and create salary scales and compensation packages for new hires. The total compensation package is often used as means of attracting employees who will complement the organization and should be consistently reviewed, acting as an incentive for retaining qualified staff. “Organizations that are not able to develop competitive pay scales along with strong compensation packages, face the risk of a competitor offering a more attractive package, which can result in employee turnover” (Dias, 2011, pg.
Now a day employers look for many skills in workers. There are many reasons why worker are not get a job or they are getting fired, but there is one reason why that is happening. That reason is that many employers need people with good skills, qualities and attributes. There are many workers out there, who don’t have the skills that are need in the current workforce. Well that is going to change and there the career and work counsellor come in. “For years, employers have been aware of employee engagement and maintenance issues in their workplaces. As the millennial generation (also commonly known as Gen-Y and includes births from 1982 – 2000) grows in the workforce and baby boomers retire, managers and human resources professionals will need to develop new engagement models take into account the generational differences between baby boomers and millennial (Gilbert, 2011 ).”According to the article “THE MILLENNIALS: A NEW GENERATION OF EMPLOYEES, A NEW SET OF ENGAGEMENT POLICIES” there was a research done that show that baby boomers are the largest generation of workers, who are organizational memory, confidence and there are willing to longer hours. (Gilbert, 2011) what does this mean in the current workplace is that many baby boomer are retiring early or there are quit their job because there don’t have the skills that are required in the current workplace. In this essay I will be analysing the skills, qualities and attributes workers need in today workplace. Also how does this affect the career and work counsellors.