Generational Differences: Challenges Facing Human Resources
Generational Differences: Challenges Facing Human Resources
Generational differences within organizations are one of the main issues facing the Human Resources Profession today. The subject of generational differences and corresponding leadership styles has become the main topic of research and is becoming an important area in human resource development, as HR seeks new avenues to improve current leadership in their organizations. The following information will attempt to outline some of the major differences and suggestions to help overcome these obstacles.
Defining the Generations
When looking at generational differences, it is important to know that they are not definite and some may be shared between generations. It is also useful to consider generalities to understand different viewpoints, attitudes, needs and expectations brought by different generations to the workforce.
As of present day, we can break these different generations down to five main groups: the Traditionalists, the Baby Boomers, Generation X, the Millennial Generation and Generation I.
Listed below are some workplace traits most, and least, attributed to each generation:
Traditionalists: Born before 1945, also known as Veterans or WWII Generation. Plan to stay with company over a long term, are respectful of hierarchy, like structure, are accepting of authority figures and always give maximum effort. Least likely to embrace diversity, not technologically savvy and dislike informality. This generation accounts for 10% of the current workforce.
Baby Boomers: Born 1945-1964, always give maximum effort, are accepting of authority figures in the workplace, plan to stay with the organization over the long term, are results driven and retain what they learn. Dislike informality, not respectful of organizational hierarchy and do not need supervision. This generation accounts for 44% of the workforce....