Generational Diversity In The Workplace Analysis

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1. Introduction
In this day and age, having a generationally diverse workforce is not uncommon. In fact, four distinct generations can be found working under one organisation: (1) Traditionalists, (2) Baby Boomers, (3) Generation X, and (4) Generation Y. Additionally, Generation Z will soon be a part of the workforce (The 5 Generations in the Workplace - d. Diversified Services, 2016). Consequently, companies have come to realise the importance of integrating the different generations in a workplace. They are constantly finding new ways in managing a multigeneration organisation, so as to provide an inclusive work environment for their employees (Leading the Four Generations at Work, n.d.). Generation X is a group of individual born between
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Page Break 2. Issue of Generational Diversity in an Organisation
Being generationally diverse has its advantages. Moreover, a generation mixture will strengthen a company's system, since different generations have different characteristics, and attitudes towards work. However, that would only be possible when an organisation understands the different generations, and make them focus, plus work on their strengths. Nonetheless, every pro has its con, and this is attributable to the fact that individuals with different values, expectations, and upbringing are put together. There are several issues that organisations face from integrating the different generations. Figure 1 shows that Generation X, and Generation Y have different behaviours, thus resulting to issues arising in an organisation when there is a combination of different
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Despite being beneficial to the company, managing them is essential in ensuring that there is an increased productivity, regardless of the differences. Today, the HR department has to focus on creating a people-oriented organisation (Kovary, 2013). For this to happen, the organisation has to make changes to their entire system to improve on the organisational effectiveness and performance. Based on the Individual Level Diagnostic Model, there are five characteristics to be satisfied in order to motivate employees: (1) skill variety, (2) task identity, (3) task significance, (4) autonomy, and (5) feedback (MSG Management Study Guide, n.d.). The five characteristics are linked to the psychological state of an employee, consequently affecting one's attitude towards his job. By satisfying the five characteristics, it will ensure that the organisation sees the outcome it desires, which is individual
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