BHR 4350 Unit III Article Review

Unit III Article Review

Columbia Southern University

Unit III Article Review

In the article entitled “Generation Gaps: Changes in the workplace due to differing generational values” there were many topics discussed. The writer’s intentions were to identify and address the differences in workers based on their generational gaps. According to their studies, the authors Kelly, Elizabeth, Bharat, and Jitendra showed that many workers behave and think similarly based on their age. Each group of workers were categorized and analyzed, and have been considered to be similar in areas such as, among others, ethical thinking and motivation. The author’s main point, intended audience, and the differences in the workers interpersonal skills and how to overcome these differences will be discussed in this review.

AUTHOR’S MAIN POINT

The author’s main point is clear. They pointed out that people in the workplace can be categorized by their age demographic and that the behavior of these people can be considered similar and, therefore, predictable. Some people would consider this “stereotyping”, but would generally consider this acceptable for research purposes. The study states that Traditional or Silent Generation are people born between 1922 and 1945, Baby Boomers are those born between 1956 and 1964, Generation X are those born between 1956 and 1980, and Generation Y are those people born from 1981 to 1994. The authors point out that the people in these groups generally behave and think in the same manner. They also point out that, due to their differences, these specific groups can clash when placed in working environments. The authors do, however, proved examples of how these clashes can be avoided and/or resolved.

AUTHOR’S INTENDED AUDIENCE

The authors direct this article at all people in the workforce. They intend to pass information to people in each age demographic and hope to assist in educating both employees and employers on methods in which to improve work environments for everyone. Their objectives are to identify the differences in thought processes, work ethics, and overall life directions of people in the workplace today, and then use this information to assist individuals in understanding coworker’s different points of view. The author’s assumption is that if each age group understands more about the perspectives of those outside their own demographic, they might work better together as a more cohesive group.

DIFFERENCES IN INTERPERSONAL SKILLS

Each group has gone through different experiences in their lives. The oldest group, the Silent Generation, has been around for a long time and has experienced many ups and downs. They were typically single income households and value their wages much higher than the newest generation, the Y Generation. The Silent employee chooses a career path based on wages, working hours (meaning time of day), and job security. This is brought on by their past experiences. The younger generation lacks this experience and looks for careers that they feel will lead to satisfaction in the forms of recognition and a job they enjoy doing, but rarely choose a career based on wages. This points out their assumption that they will be a part of a duel income household at some point, and that their wages aren’t necessarily important. There’s also a vast difference in comparison to the level of loyalty between these two groups. The older group looks for a career they can stay in for their whole working lives, while the younger groups anticipate moving around in their careers and don’t show much loyalty to anyone. They seem to view their workplace as a job rather than a career.

The Baby Boomers and Gen Xer’s are somewhat closer in comparison than the first two groups. The Boomers, like the Silent Generation, value loyalty and wages but are more likely to set the standard than follow it. Like the X Generation employees, they feel the need to put their stamp on things. The X Generation feels less inclined to obey authority which tends to create a rift between them and both the Silent Generation and Baby Boomers. They consider themselves independent and are more likely to venture out than previous generations. The earlier generations often assume Gen Xer’s to be unpredictable and uncontrollable. This is unfortunate for Gen Xer’s since they are often subordinate to the earlier generations and find themselves in less than optimal situations at work.

The differences between these groups are often drastic, but with the understanding of each other’s perspectives, the hope is that these groups can come together and be a part of the same working environment. Group dynamics often calls for people to set aside differences and work towards a common goal. The understanding of these differences is crucial to the ability to do this. By understanding each other, employees and employers can come together to form a cohesive unit capable of not only working together, but enjoying it too.

Though there are millions of employers and employees in America, there aren’t nearly that many differences in the interpersonal skillsets of individual workers. The authors of this article have done most of the leg work. It’s up to all people in the workplace to use it and other sources of information to better themselves by understanding others. Getting along with each other at work, selecting the correct career paths, and choosing their own core values are only a fraction of what makes an American worker who they are. It is up to the individual to extract the good from everything around them, including co-workers, and use it to break the generational mold as they become a better and more holistic person.

References

Kelly, C., Elizabeth, F., Bharat, M., & Jitendra, M. (2016). Generation gaps: Changes in the workplace due to differing generational values. Advances in Management, 9(5), 1-8.