A baby boomer is a person who was born between the years 1946 and 1964 during the post-World War II baby boom. Generation X, commonly abbreviated to Gen X, is the generation born after the Western post-World War II baby between the early 1960s to the early 1980s. Both generations are currently performing jobs all around the world.
The baby boomers were characterized as rebellious generation that could not wait to get away from their parents because of the legacy left to them after the war they wanted to emphasize at any cost and rebuild the world with their achievements while Xers were focused more in diversity, they wanted to learn more things for the future cause some day they will create their own businesses, and they will implement more efficiently their skills.
Individual Case Study: Don’t Treat them like Baby Boomers. Currently we are in a constant struggle to work, we can not found a job as easily as few years ago. Companies have adapted to the constant changes in their workers. Generations of employees have varied leaving managers with two major classes of workers: the baby boomers and Generation Xers.
Both are very different while the baby boomers are very pleased to reach new achievements with new promotions Gen Xers are more concerned to learn much more because they grew up with the concern of being able to look after themselves in every circumstances they seek jobs that offer new ways of learning in different areas to gain new skills in all key departments of the company so they can build lasting relationships that will help them grow in the future.
It is important that managers understand what is important for both generations while baby boomers like to compete for a prime spot, Gen Xers like deciding between multiple options in order to develop the skills and knowledge for their future. It is important to differentiate the needs of both generations since have a lack of information can lead to many problems for example, having a constant rotation of departments can be very attractive to Gen Xers, but for boomers is considered a distraction to keep climbing hierarchical levels, they want to be on the top because they love ining and get achievements. If a manager and a company have their respective employees happily the company will have a better performance in every ambit. The companies are the best place to be related and make valuable contacts knowledgeable people try to relate their best as possible creating them a good reputation and showing their skills also watching others development. It is common for Gen Xers try to relate a lot in every area in which they work and for them it is very important to have sufficient relations and contacts to help them in times that are in trouble.
The Gen Xers seeking to participate in many activities that facilitates relationships, they are the first who want to go to business conferences, they are the one that takes learning opportunities and other external opportunities, they avoid isolated to have better opportunities. The Gen Xers are very concerned with the money in fact they care more about the money than the boomers who care more for promotions as a promotion for boomers means the same as winning even if the promotion does not have a significant sum of money or the sum is nonexistent. A Gen Xers can barely find this acceptable.
The Gen Xers have a priority with their children and their families because their parents were not always there for them in their childhood and they do not want to repeat the situation, so it is common that many Gen Xers would take jobs with less pay or less time traveling to gain more time with their families. Corporations need to be sensitive to those needs and continue to provide options for workers of this generation. Having analyzed the different characteristics of both generations it is important to note that both are very different generations, the work in a different way and have other interests in life.
Boomers want to reach the top position of the company, and the Gen Xers want to learn with more diversity without neglecting his family. Both are essential for companies and therefore, organizations and managers must learn to understand them better. Companies must need to embrace radical changes in recruitment and creating a corporate culture that demonstrates respect and inclusion for its generational work force. Managers and companies must develop interpersonal skills to improve relationships with employees.
A manager’s responsibility is to ensure that everyone in the company understands that working together is not negotiable. With the variety of multigenerational employees in the companies, organizations can no longer abide by traditional rules of management. Organizations must develop strategic advantages for the diversity among generations in order to create a better environment that values all people and keeps them productive, regardless of age. Michael Hiffa, Vice President of Human Resources with Jackson Healthcare Solutions in Alpharetta, GA.
Says “Regardless of the industry it is essential that members of an organization be able to function as an effective work unit, the key is that each generation—be it the Baby Boomers, Gen-X—brings to the table a variety of views, creativity and opinions. ” Hiffa has served on the board of the Society for Human Resource Management and has provided executive HR leadership to a 17,000-employee company in the insurance industry. “Management must clearly understand all the dynamics that drive the workforce and manage it appropriately.
If this is accomplished, there should be no limits as to what a group like this is capable of delivering that will have a significant impact on the overall organization,” he adds. Learning what makes each generation tick and how to motivate each individual can be a painstaking for example, if companies support work/life providing more flexibility that permits employees attending to personal business, employees will spend quality time with their families without detracting from their job obligations.
Another objective to manage different age groups is to maximize learning opportunities that improve the skills and knowledge of each employee, understanding what are the commonalities among the generations will create a synergy that will leads to individual job satisfaction at all age. Crossing the generational barriers must be a concerted effort to share specific knowledge that will benefit other associates and contribute to the success of the entire organization.
Dale Mask, founder of Alliance Training and Consulting Inc, an international company located in Overland Park, KS, that provides corporate training and management consulting for firms in a wide range of industries: When individuals from different generations are teamed together, get together with them and open dialogue relating to the strengths each person brings to the table and how each individual is better because of what the others can offer. This approach can help identify ways each can best work to maximize the team effort.
Recognizing that if we all change a little, all become more tolerant of each other and appreciate the value each team member offers. Certainly this goes a long way to improve team synergy and the ability to achieve great things. ” Conclusion. In conclusion, this case presents a clearly a clear difference between the two generations the two have different interests and ways of deal with their life, but it is important for the administrator to learn to handle them to make the business work in the best way. If the employees are happy in the company regardless of the generation, the company will have better earnings and a healthy environment.
Jones, G. R., & George, J. M. (2011). Chapter three: Magaging ethics and diversity. Essentials of contemporary management (pp. 117,118). Boston: McGraw-Hill.
” Leading the Four Generations at Work.” AMA – American Management Association Management Training and Professional Development Seminars, Workshops, Books and Courses. N.p., n.d. Web. 17 Mar. 2013. .
“Managing Age Groups in the Workplace: Dealing with Generational Differences in Communication.” Diversity MBA Magazine – Diversity Management, Diverse Professionals, Diversity in Business. N.p., n.d. Web. 17 Mar. 2013. .