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Comparing Intergenerational Values
Robbins & Judge (2011) states that comparing the values of each generation one will see that the traditionalist are hardworking people with loyalty to their organization, while Baby Boomers are only loyal to their career. The other two generations have entirely different values in the sense that they are loyal to [either and or] self and relationships. Generation X and Millennial enjoy being part of a team, but this is where they separate. Generation X value flexibility so they can balance work and life, while the Millennial see themselves as becoming rich or famous. While the Baby Boomers place a great deal on achievement and success, the Generation X is not willing to make personal sacrifices for the sake of their employer. Family and relationship is valued higher than the organization (p. 148-150). As Boomers and Traditionalist retire from the workforce Human resource managers must ensure the work force has trained those who remain the knowledge of these two groups or they will be forced to hire some back a part time consultants (Robbins & Judge 2011 p. 150).
As one reads and compares the information provided thus far, it starts to bring commonality together, meaning that each generation has something to offer the other or to an organization. However, without a diverse manager or leader, these shared traits will not be successfully brought to the surface within a workforce. The traits of each generation will not be effective and benefit the organization without a strong human resource manager leading the way.
Effective Leadership Styles
According to Naik (2012) 100 college students graduating with a management degree examined what traits make a good leader. These students conclud...
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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,
Stereotyped in popular media as whining, self-absorbed, narcissistic, overindulged and tech-addled, the Millennial generation - born 1980 through 2000 - is generally considered to be the epitome of spoiled unreasonableness. Now that Millennials are making strides in the workplace, it is evident that those stereotypes are based more on anecdotes rather than reality. In fact it now appears that they very much echo their Boomer parents, which is why they are often referred to as Echo Boomers. Simply put, where Boomers have an optimistic outlook of the world, Millennials are hopeful; where Boomer work ethic is driven, Millennials are determined; where Boomers have a love / hate relationship with authority, Millennials treat authority with politeness; where Boomers believe in leadership by consensus, Millennials believe in leadership by pulling together; and where personal gratification is the impetus for Boomer relationships, Millennials have no personal motivation for relationships which are inclusive and with no boundaries (Zemke, Raines & Filipczak, 2013).
In addition, human resource management has to be business savvy and think of themselves as strategic partners in the 21st century. Multi-generational workforce.... ... middle of paper ... ...
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