The Impact of Generation Gap in the Workplace: A Detailed Report

This report explores the generation gap in the workplace, focusing on the differences in beliefs, skills, and attitudes between older and younger generations. It examines how these differences, as highlighted by the survey conducted by Ultimate Software, impact workplace dynamics, including communication preferences and work habits. The report emphasizes the importance of bridging this gap through effective communication, mutual respect, and a focus on shared goals, as demonstrated by examples like Lockton Companies. By understanding and addressing these intergenerational differences, organizations can foster a more collaborative and productive environment, leveraging the unique strengths of each generation for overall success. The report includes references to relevant research and publications, providing a comprehensive overview of the topic and its implications for modern workplaces.

Running head: GENERATION GAP IN WORKPLACE
GENERATION GAP IN WORKPLACE
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1GENERATION GAP IN WORKPLACE
Generation gap, defined as the differences in the beliefs, outlooks, skills, attitudes,
behaviors and opinions of the older and younger generations, is seen to exist in workplaces.
(Yi, Ribbens, Fu and Cheng 2015). With the growing tendeny in organizations to retain
skilled and talented individuals even after their age for retirement, and the hiring of young
individuals for their creative and innovative abilities has given rise to identifiable generation
gaps in business operations.
According to the survey video conducted by Ultimate Software, the younger
generation in workplaces shows that a majority of them are inclined to the usage of social
media than the older generation. Furthermore, the survey also presents that 43% of the
millennials require weekly feedback in the workplace as compared to the older generation.
Another 40% of all applicants do not go through the entirety of online job descriptions. In
this aspect, the older generation is more inclined to follow the traditional paths of resorting to
newspapers and magazines for knowledge and research purposes (Ultimate Software 2019).
However, the traditional beliefs, job experiences and skills of the older generation is merged
with the innovative and creative skills of the younger generation in order to generate a
profitable output for the organization that they work in (Jerome, Scales, Whithem and Quain
2014).
Differences between the older and younger generations in the workplace is bridged
through proper communication and a persistent focus on common goals and similarities in
beliefs and outlooks. For example in Lockton Companies, an international brokerage firm,
one of the fundamental objectives is to integrate the skills of the multigenerational workforce
in order to optimize their performance. The maintenance of a strong cross-generation
mentoring also facilitates the aspects of team building and cooperation (DelCampo, Haggerty
and Knippel 2017). A mutual respect for the skills and talents of the young individuals for the
older generation and vice versa enables them to maintain a healthy workplace culture.

2GENERATION GAP IN WORKPLACE
Therefore, a clear understanding of the role of the individuals and the expectations of the
organization helps the younger and older generation to encourage each other and work
effectively for the growth and development of the organization.
References
DelCampo, R.G., Haggerty, L.A. and Knippel, L.A., 2017. Managing the multi-generational
workforce: From the GI generation to the millennials. Routledge.
Jerome, A., Scales, M., Whithem, C. and Quain, B., 2014. Millennials in the workforce: Gen
Y workplace strategies for the next century. E-Journal of Social & Behavioural Research in
Business, 5(1), p.1.
Ultimate Software (2019). Four generations in the workplace. What's that like?. [online]
YouTube. Available at: https://www.youtube.com/watch?v=Dg99LxpLKkU [Accessed 9
Sep. 2019].
Yi, X., Ribbens, B., Fu, L. and Cheng, W., 2015. Variation in career and workplace attitudes
by generation, gender, and culture differences in career perceptions in the United States and
China. Employee Relations, 37(1), pp.66-82.