These older Americans hold three quarters of the nation’s wealth and are executive leaders of some of the most established and influential companies in America.(Nishimura, F. 2015) They are described as the greatest generation. The Traditional born before 1945; are influenced by the great depression and World War II. Technology has brought tremendous changes during their careers to life in general and the workplace in particular. They prefer face to face meetings and like their boomer counter parts are often tolerant of technology. Traditional employees don’t like to be micromanaged. Some attributes are that they believe in hierarchy and formal memos, command and control, and self- sacrifice. There is always a respect for authority, family and community involvement.
The second largest generational workforce are known as the Boomers. Very traditional in nature, they have work to live instead of live to work. These were prosperous times and the boomers could see the opportunties available and were willing to do the hard work for recongnition and independence. Boomers are problem solve...
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...over time, like many of us. The digital-age has always been the way of life for them. (Lyon, G. 2015)
Generational stereotypes may cause employees to dwell on differences. This will no help in and working environment don’t just assume people need special treatment. The best way to handle this situations to get to know each person individually. By studying the demographics of the workforce will ensure a better understanding overall. To have direction conduct regular human resource surveys to get a pulse on the needs. From experience colleagues learn more from each other than they do from training. Another way to promote cross-generational ideas would be to reverse or reciprocal formal training. Understanding the characteristics of the colleagues work will help figure out how best to manage assignments, and also the best ways to manage and motivate the team.
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