University Report: Managing Diversity in the Workplace Analysis

This report examines the issue of intergenerational diversity within the workplace, focusing on strategies to improve understanding and boost productivity. It highlights the importance of recognizing generational differences, particularly between Gen Z, Millennials, and Baby Boomers, and how their distinct needs and behaviors impact workplace dynamics. The report references various sources to emphasize the need for understanding the intergenerational gap, which is crucial for a productive work environment. It discusses how managers face challenges with new employees, especially Gen Z, who have different expectations and priorities. The report also explores the benefits of combining the experiences of older generations with the innovative approaches of younger ones, emphasizing the importance of open communication, teamwork, and mentorship programs to create a collaborative and successful multigenerational workplace. The report also touches upon the resource-based and institutional theories of diversity management.

Running head: MANAGING DIVERSITY IN THE WORKPLACE
Managing diversity in the workplace
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MANAGING DIVERSITY IN THE WORKPLACE
Diversity is a paradoxical fact which needs the capability of hearing as well as looking at
the differences for obtaining the benefits of diversity. The intergenerational diversity is gaining
the importance in the workplace because the workplaces at present are becoming more diverse
and the transformations in expectation and aspects needs to look upon to form a more productive
workplace. The purpose of this study is to examine the issue of intergenerational diversity within
the workplace to improve the strategies in managing the increase in the understanding of
intergenerational morale and thus improving the productivity in the workplace. For the
understanding on the diversity reference has been taken from different sources which will
strongly impose the value of understanding the intergenerational gap for a betterment of a
workplace. The study will justify the need to understand the different aspects in which it can be
improved and implemented in the best way.
According to Holly Scroth generational or the unit differences on traits occur since over
the time the prevalent value of culture and practices change (Scroth 2019). Though the post
millennial generation or the generation z has similar traits with the millennial generation yet new
behavioral patterns are brought about (Scroth 2019). Every generation of employees is
narcissistic but with experience and over time the narcissism decreases hence narcissism is more
found between youths (Scroth 2019). Among all the generations Gen Z is found to be the most
achievement oriented generation. Understanding the distinct needs as well as the behaviors of the
generations in the workplace will be leading in having the better integration of the newer
employees and will result to the mutual success of the generations (Scroth 2019). Special
challenges are faced by the managers with the newer employees because they the manager has to
understand the driving factors of the Gen Z employees since they have no idea of the realities of
the workplace as compared to the past generation (Scroth 2019).

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MANAGING DIVERSITY IN THE WORKPLACE
As per the video “what baby boomers can learn from millennials at work -- and vice
versa” the baby boomers are more productive and career oriented than the past generation is
feeling less and less relevant and it is a harsh reality that the past generations are afraid that one
fine day they won’t be allowed to work anymore (Conley 2018). Their experience is rather seen
as liability rather than an asset to the organization. In a workplace the age 30 is considered to be
new forty because the society has created a new twenty years gap (Conley 2018). The successful
company at present and the future will be based on the powerful alchemy which they will make
by combining both the past generation as well as the baby boomers. Experienced employees
grow into a more managerial role but they can enrich the newcomers by helping them in
understanding the industry. Business is fundamentally connected from a person to another one
(Conley 2018). The older generation is the North Star showing direction to the baby boomers
(Conley 2018).
According to the institutional theory of diversity management the structure of an
organization will not be able to separate the social environment inside a workplace since the laws
asks for the workplace to follow the diversity and the organization must prove the employees
both inside and outside the workplace that they are following the norms (Parry 2014). The newer
generations generally tend to use technology for communications as well as productivity whereas
the older generations prefers to have a face to face conversation (Wangombe et al. 2013). The
resource based theory of diversity management implements the four categories which is
possessed by an organization like physical, financial, human and corporate capital resources
which will assist and inhibit an organization’s operation (Stark & Farner 2015). The
intergenerational diversity in the employees can help themselves since each generation can help
the other by showing their expertise in a particular field (North & Fiske 2015).

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MANAGING DIVERSITY IN THE WORKPLACE
Though the generational diversity in a workplace can be challenging for both the
employer and the employee yet it can become the strongest competitive advantages for the
company that embraces it which will be helping the workplace to benefit from both the mentors
as well as well as the mentees. By the process of keeping the lines of communication open to
everyone a manager can reach to every individual which will aid in solving any kind of crisis in a
multigenerational workplace before it arrives which in turn will be fostering a culture celebrating
the collaboration between the different generations of employees. Fostering a teamwork,
improving the communication as well as forming a program for mentorship are the most efficient
processes for keeping the talent despite of the cross generational problems in the workplace.

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MANAGING DIVERSITY IN THE WORKPLACE
Reference List
Conley, C. 2018, what baby boomers can learn from Millennials at work and vice versa,
TED2018, viewd [10.08.2019]
North, M.S. and Fiske, S.T., 2015. Intergenerational resource tensions in the workplace and
beyond: Individual, interpersonal, institutional, international. Research in Organizational
Behavior, 35, pp.159-179.
Parry, E., 2014. Generational diversity at work: New research perspectives. Routledge.
Scroth, H. 2019 ‘Are You Ready for Gen Z in the Workplace?’, California Management Review,
61(3), pp. 5-18. doi: 10.1177/000812561981006.
Stark, E. and Farner, S., 2015. Intergenerational warfare in the US workplace, or nothing more
than growing. SAM Advanced Management Journal, 80(1), pp.4-11.
Wangombe, J.G., Wambui, T.W., Muthura, M.W., Kamau, A.W. and Jackson, S.M., 2013.
Managing Workplace Diversity: A Kenyan Pespective.