SHRM Report: Understanding Demographic Expectations in the Workplace

This report examines the demographic expectations of various generations within an organization. The introduction highlights the importance of employee satisfaction and understanding generational needs. The report then delves into the specific expectations of Baby Boomers (focusing on wealth, network, and career security), Winding Down individuals (emphasizing work-life balance and flexible hours), Generation X (seeking career opportunities and development), and Generation Y (desiring leadership roles and recognition). Each generation's motivations and expectations are analyzed, with references to relevant literature. The conclusion summarizes the key findings, emphasizing the diverse needs of each generation. This report provides valuable insights for organizations aiming to improve employee satisfaction and retention. This assignment is available on Desklib, a platform offering AI-based study tools and resources.

SHRM

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
DEMOGRAPHICS EXPECTATIONS...........................................................................................1
CONCLUSION................................................................................................................................2
REFERENCES................................................................................................................................3

INTRODUCTION
Companies always ensure to keep their employees satisfied. They full fill their
expectation so that these persons perform well in the entity. Present study will explain the
demographic expectations of different generations in the organisation.
DEMOGRAPHICS EXPECTATIONS
Each firm hires different people for diverse posts. They have different expectations. In
the organisation, there are many people who work side-by-side. Their expectations and
requirements are different from others (Bakanauskiene, Bendaraviciene and Bucinskaite, 2016).
In order to make them satisfied, it is very important for company to understand their needs and
fulfil these requirements. This can boost them and can raise their satisfaction.
 Baby boomers: They are highly ambitious people and cynical. Senior leaders are
responsible for encouraging people and managing their work. Their expectations are
related with wealth, network, investments and quality time (Shields and et.al., 2015).
As they have to spend more time in the firm thus, they always want to spend quality
moment with their family or friends. They need pension on time and good salaries as
per their talent. They always want to get secure life and career. They are goal
orientated people. They get motivation through promotions, acknowledgement of
work and prestigious job title. They always expect good network or skilled people
around them so that they can learn new things and improve their skills as well
(Guillaume and et.al, 2017). Remuneration element for these persons is
superannuation.
 Winding down: They are the persons in between ages of 30 to 40 years. These
people always want work life balance. They want to work better for their family and
need a simple life. Such persons always get motivated by getting flexible working
hours. Individuals expect to get flexible hours, shifts, holidays and timely breaks so
that they can pay more attention towards their family as well (Bakanauskiene,
Bendaraviciene and Bucinskaite, 2016). Their expectations are to get medical
coverage, elderly care, etc. These individuals feel so happy when they get additional
holidays in the month. They need a secure and balanced life with no career
complications.
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 Generation X: They are career oriented persons who need opportunities and like to
experiment with their profession. Such persons frequently change their career in
order to bring new challenges in their life (Different Motivations for Different
Generations of Workers: Boomers, Gen X, Millennials, and Gen Z, 2018). Such
persons expect bright career and thus, always work for their personal and
professional development. They have more interest in working for own self and
always want to proof themselves. Individuals expect to work in team and want to
meet the organisational goals. They look forward to travel in different locations in
order to raise their knowledge. New experiences and challenges always encourage
them in their life (Bakanauskiene, Bendaraviciene and Bucinskaite, 2016).
Remuneration elements for these people are job sharing and mentoring to others.
 Generation Y: They are highly ambitious people and want to become a future
leader. Generation Y highly concentrates on their career and make efforts to grow
well in profession. Individuals expect to get rewards and recognition in the
organisation. They are the true leaders who always find innovative ideas to complete
work. They get motivated by social rewards and achievement of goals and expect
sharing in ownership, bonuses and skill development (Thompson, 2014). They look
forward to improve their leadership and management skills. People like to work on
new projects so that persons can become inspirational future leaders
CONCLUSION
From the above study it can be concluded that Baby boomers expect to get promotions,
winding down need flexible working hours, generation X requires new experiences and
generation Y look forward to sharing in ownership, skill development.
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REFERENCES
Books and Journals
Bakanauskiene, I., Bendaraviciene, R. and Bucinskaite, I., 2016. Employer's attractiveness:
generation Y employment expectations in Lithuania. Human Resources Managemetn &
Ergonomics. 1. pp.6-22.
Guillaume, Y. R. and et.al., 2017. Harnessing demographic differences in organizations: What
moderates the effects of workplace diversity?. Journal of Organizational Behavior.
38(2). pp.276-303.
Shields, J. and et.al., 2015. Managing employee performance & reward: Concepts, practices,
strategies. Cambridge University Press.
Thompson, N.C., 2014. Investigating talent attraction: percieved attractiveness of non-financial
reward elements by means of an experimental design (Doctoral dissertation, University of
Cape Town)
Online
Different Motivations for Different Generations of Workers: Boomers, Gen X, Millennials, and
Gen Z. 2018.[Online]. Available through < https://www.inc.com/john-rampton/different-
motivations-for-different-generations-of-workers-boomers-gen-x-millennials-gen-z.html
>
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