Subject: Proposal to Review the effects of Multi-Generation in the Workplace
Summary
I greet you. I am writing this to you because of my interest to perform research on the effects of multi-generation at your workplace. The right consideration of generation in the workplace is beneficial to the productivity of an organization.
Problem and Need for Investigation
53.5 million Millennials were responsible for running the workplace within the first quarter of 2018 in United States (Huppke, 2016). 44.6million were Boomers, and 52.7 million were Gen Xers (“Bringing Together Boomers, Gen X and Millennials: How to Manage Three Generations as One Team – Chelsea Krost,” 2016). 3.7 million workers who were from the silent generation (Huppke, 2016). This amount of workers from different generations reveals that there existed a diverse mindset, which threaded throughout the workplace. The history of the United States demands that there has never been a massive number of different generations within a single workplace at the same time. Previously, there existed substantial generation gaps. The generation gaps come about whenever a workplace consists of young people and the elderly with diverse experiences, values, habits, attitudes, communication styles, behaviors, opinions, and interests. Substantial generation gaps in the workplaces would lead to conflicts, miscommunication, misunderstanding, discomfort, and stress among the workers. There is a possibility of the existence of five generations in the workplace at the same time. There have been three to four generations existing in workplaces. However, there has not been diversities in work behavior. Generations influence work behavior, which motivates the engagement of employees and the practices and tools required for work. A working environment that consists of several generations challenges the operation of human resource management. The widespread problem is the challenges that human resource management experience in handling the adverse effects caused by multi-generations at the workplace. The problem is essential to develop a conducive workplace that embraces diversities in generations and ensures proper collaboration.
Secondary Research
I have carried out in-depth research on the subject by assessing several and latest scholarly articles that talk on the subject. According to these articles, generation affects the workplace in several ways:
Communication styles: different generations possess different communication styles because of the development of new tools, which were not existing during the old generation. A silent worker usually operates through text messages because he or she grew when the telephone was the primary mode of communication. A Boomer will also consider using telephones for texting. The millennials and the Gen-Xers may also consider texting as the norm for communication even when working a short distance away from one another. Working with these individuals makes it possible to learn their preferences. The different generations possess different communication styles, which should be considered in the workplace.
Conflicts: the generation gap may cause conflicts because of diversities in work styles and perspectives. A silent worker who operates for long hours may end up perceiving the young generation to being lazy and not committed at work. To minimize the conflicts, both generations should know how to value the accomplishment of others and focus on attaining the objectives than comparing working hours.
Stereotypes: the era of growth for the generations affects their personality and beliefs. The silent generation considers working according to rules, and they are usually conservative. The boomers usually consider working for long hours and are committed to attaining objectives. The Gen-Xers value work-life balance and always operate independently. Whereas, the millennials always multitask and are quick to operate technology. The stereotypes explain the generations and identify the diversities.
Supporting the generations: workplaces should offer a supportive environment for all generations where the individual generations bring their unique strengths for the benefit of the whole organization. This strategy can be termed as cross-generational fertilization, which demands a manager who identifies talents and assists the generations in learning from one another.
Primary Research to Conduct
I will consider interviewing individuals from all generations. I will divide the interview data into several categories to identify the shared phenomenon and themes that base on the perceptions of the workers. The collected information will be put into categories and coded to establish similar partners and themes to provide answers for the primary research question. The research will not need to purchase any particular tool. However, I will use Excel and Microsoft Word for documenting and analyzing the information. I will carry out observations on the behaviors of the generations at work.
Research Benefits and Recommendation
The management should ensure that is has a competent human resource team, which embraces and understands diversities at the workplace. The human resource team should be in a position to know the characteristics of different generations and know how to handle the generations in case of any misunderstandings. Organizations should also have a good recruitment team, which ensures that it has the right selection of generations to be recruited into the workplace. Consideration of the generation gap is essential to ensure that workers understand one another, share common values and beliefs, have proper communication skills, and have similar behaviors. A workforce with different age demographics guarantees a proper environment that allows generations to exercise their talents and skills effectively. A good example is that the mature professionals possess exceptional skills and can perform effectively in workplaces that incorporate the traditional in-person communication, while the generation of young employees can grasp the use of high technology mediums for production. Proper inclusion of these generations is beneficial to an organization, which embraces multi-generational demography.
Considering my research and recommendation will ensure that the organization learns on the best strategies to include diversities at the workplace. The research will offer suggestions to the organization on the appropriate generation for a specific task and environment. It will also ensure that there is a reasonable generation gap, which is beneficial to the success of the organization.
Conclusion
There is a dear need for research on the effects of multi-generation in the workplace. I believe I am fit to undertake the task because I guarantee reliable and valid information concerning the subject, which will ensure a solution to the existing problem. I will also be relevant to the specific need of the organization. Bridging of the generation gap ensures positive social change, which minimizes conflicts, miscommunication, and improves workers’ understanding. It is crucial for the management to have proper strategies that ensure there is a good choice of generation in the workplace. The organization should also educate the workers to embrace and learn the personalities of the different generations and be focused on attaining goals that creating differences among the workers. Kindly approve my proposal to accomplish the task.
References
Bringing Together Boomers, Gen X and Millennials: How to Manage Three Generations as One Team – Chelsea Krost. (2016, April 14). Retrieved from https://chelseakrost.com/bringing-together-baby-boomers-gen-x-millennials-manage-three-generations-one-team/
Huppke, R. (2016, January 5). What do millennials, Gen Xers, boomers share? Leadership values. Retrieved from https://www.chicagotribune.com/business/ct-huppke-millennials-gen-x-leadership-1116-biz-20151113-column.html
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