Multigenerational Workforce

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1.0 Introduction In the work environment, multigenerational human factors generously influence the customs and working environment of organizations (Cannon & Broach, 2011). Ageing population across the globe will continue to pose a challenge to the businesses that turn into a big challenge for managers to handle a complex workplace environment. This paper identifies and discusses the implications of the multigenerational workforce which consist the Traditionalist, Baby Boomers, Generation X, and Generation Y and the ageing population occurred and affect the modern business environment in the recent years. Discussion of these topic follows below and includes an argument for the potential HRM issues of the factors and the viable answers for …show more content…

Recent studies show that, across the generations, 85% of the workforce needs to be given the chance to continually improve and grow (Eroke, 2014). In addition, the way to dealing with a multigenerational and diverse workforce lies in making a comprehensive and harmonious workplace. The employers need to perceive that in order to attain organizational cohesion, positive interaction and understanding of different backgrounds ought to be encouraged within the workplace. Moreover, most organizations hire an individual for a specific reason and then disregard the rest of their abilities which able to increased turnover (Jenkins, 2008). The employers need to guarantee that those taking care of the HR functions are sufficiently prepared and equipped to effectively guide the organization through the improvements in the territory of workplace diversity (Anon., …show more content…

This model has five dimensions that include skill variety, task identity, task significance, autonomy, and feedback (Boundless, 2014). This job design strategy will help the HRM in distributing specific work objectives for the employees. 5.0 Conclusion In Conclusion, recognizing and understanding generational contrasts can help everyone to figure out how to cooperate more efficiently. The generations can prompt to positive effect that can benefit all employees and enhance the after-effects of the organizations. The most imperative part of leading and dealing with these generations is to see every worker as a solitary individual with a profitable commitment to make. Taking the time to comprehend the viewpoint will diminish undesirable turnover. For HRM, to be aware of the applicable strengths and weaknesses of the generations is essential to obtain the greatest benefits for the organization. There are potential issues that have to be overcome by the HRM and several motivational theories such as Maslow's hierarchy of needs, Bandura's social learning theory, and McGregor theory X and Theory Y could be applied to the organization in order to overcome the issues of multigenerational

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