The Generation Divide The “Generation Divide” (Biro, 2013) is a challenging problem for the leadership in today’s culture. The gaps between these generations are a concern organizations are confronted with. Today’s workforce includes four generations spanning more than 60 years in age (Cogin, 2012). Strategies aimed at attracting, retaining, and engaging employees of all ages are strategic concerns that employers are focusing on (Cogin, 2012). This paper will address the strengths
Gurnee Fire Department are getting younger while our current members are getting older. Our older generations are preparing to retire which will bring a younger generation with different attitudes and views of the fire service to the forefront. This will pose a challenge to our current leadership and we need to plan how to manage this younger generation, as they will be the future leaders of the Gurnee Fire Department. Our department is currently made up of 3 generations who all have a unique perspective
Gerhart (2005) suggested that labour efficiency and the organizational performance are based on the various HR practices that takes place within the organization like recruitment and selection, training programs, innovative practices and compensation and benefits based on performance evaluation to name a few. The above said practices have found to be highly successful if implemented even in small to mid scale businesses as compared to inflexible HR strategies within the same sector (Way, 2002; Barton
workplace is becoming more and more common. Companies must take this into consideration when hiring and interacting with employees. Putting forth policies that educate and train employees will help eliminate discrimination. Diversity can include differences in age, gender and ethnicity ("Workplace Diversity Benefits | Chron.com," n.d.). Changes in Employment Relationships as the Population Ages As the average age of employee’s increases, Individuals will be working well beyond traditional retirement
collision of cultures and generations. Three interventions that could be used to promote a unified culture include mutual mentoring, knowledge management to transfer knowledge, and a detailed communication plan. The organization could use job satisfaction and work-life balance surveys along with key business performance indicators to determine its progress towards creating a unified culture. While the task is a challenging one, these interventions may prove that the melding
As the population ages and the workforce becomes increasingly older, organisations that rely on human capital must find positive ways to maintain competitiveness, in rapidly changing environments (Bausch, et al., 2014; Ropes, 2013). One method organisations have of leveraging advantage is by creating a workplace environment that values learning, whereby, workers can combine challenging and interesting work with opportunities to engage in career growth and development, that satisfies both the need
There are many similarities between the tourism described by Walsh in Ankarana and the tourism in Sri Lanka. For example, in his discussion on tourism, he describes how various perspectives are interested in Madagascar’s tourist industry, including the government which promotes its
resources in efforts related to hiring, training, and managing employees with the purpose of creating innovative products, services, and outcomes. “The repercussions for not managing diversity would lead to lack of skills, competencies, and interests in employees, which will ultimately increase employee turnover and reduce individuals’ and organizations’ performance to a great extent” (Patrick & Kumar, 2015, p.2). A successful diversity program utilizes multiple methods for creating an environment that
A generation gap is a difference of opinions between one generation and another with respect to music, politics, and views. In nowadays, "generation gap" often refers to a recognized gap between younger people and their parents or grandparents. The idea of a generation gap first came to light in the 1960s, when the new generation (later known as Baby Boomers), and they were named boomers because their oppositional attitudes to their parents considered in terms of music, governmental and political
manager, I think it’s important to understand the generational differences between employees. Generational terms like, Baby Boomers, Generation X, Millennials, and whatever comes next may be indicative of general patterns. However, we must be mindful that, while each generation develops a kind of collective identity, generational stereotypes must be seen for what they are, oversimplified labels. It's much more helpful to view all generations as complex groups made up of people with all kinds of values