Generational Differences in the Workplace: Understanding and Managing Organizational Behavior

Running Head: Organizational Behavior

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Generational differences can be understood as the gap in generations and difference in their
opinions. One of the most common challenge for the management of the organizations is
dealing effectively with the present working age of employees which consists of different
people in terms of age, thoughts, looks and their activities (Waschek, 2017). To keep good
employees intact with the workplace, one would need to meet their needs, expectations and
provide them
healthy
environment to work. Every generation has something to offer to an organization which should
be smartly used by an employer. Clear and strategic operational plans can work like a catalyst
for the growth of an organization and to accomplish the ultimate goals of the business (Haynes,
2011).
Different working generations at Workplace
According to Tolbize (2008), the Americans divide the working generations into four
parts which are The Traditional generation, the Baby Boom generation, Generation X and
Generation Y. All these generations are similar or vary in one or the other way.
Traditional generation is the oldest generation in the workplace which is about to
retired. They are also known as Veterans or the matures. They are likely to follow the chain of
command and make decisions on the basis of their experiences. These workers are often
characterized as the loyal workers who are very dedicated towards their work and committed
for collaboration and teamwork.
The Baby Boom Generation is often referred for the people who are born between 1943
and 1965. They are called Baby Boom because of the birth of millions of babies during this age.
This
Organizational Behavior
Generational Differences in the workplace

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generation was born and grew up in the era of optimism and they believed that their self-
contribution and self-worth can change the world. They are workaholic and are more process
oriented rather than result oriented. They are ready for accepting the change but are very
reluctant for the challenges (Tolbize, 2008).
Generation X is the age of workers who were born between the years 1968-1979. This
age of workers grew in the stagnant job market and downsizing in corporate. This generation
also exposed to MTV, worldwide competition, disease like AIDS and much more. This
generation aspire for the balance in their work and personal life. They have strong loyalty for
family and friends and money is not the only motivator for this generation.
Generation Y employees are the ones who were born after 1980’s. This can also be
termed as Digital generation, the feel good generation or Cyber kids. This generation has seen
maximum technological advances and are very comfortable with technology. They value
teamwork and believes in taking collective actions. They are flexible, independent and more
balanced (Tolbize, 2008).
All the above discussed generations of employees have certain differences and
similarities which can be on the basis of their attitudes, desires, expectations, training needs
and styles and more. As per Lipmann (2017), a research was conducted in which it was asked
from CFO’s that where do they see greatest differences among the employees of different
generations of their companies and most of the responses were for communication (30%), 26%
of the responses were for change adaption and 23% was for technical skills. Only 7% of the
CFO’s said they find no difference.
Issues in Generational differences at the workplace
A workplace should always provide personal growth and satisfaction which can be achieved
through team work, collaboration and recognition. The generational gaps at the workplace may
create issues in creating a unanimity in the thoughts of people who belong to different
generations. Working in a multinational firm today means that one has to work with different
range of ages, thoughts, views and experiences. Some of the biggest issues which are created