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Managing Acoss Generations

Managing Across Generations

Many workplaces these days are multigenerational. They include mature, seasoned employees working alongside younger, less experienced employees.

For your initial post to this discussion, identify two generations likely to be found in the workplace:

Silents (born between 1925 and 1946).

Baby Boomers (born between 1946 and 1964).

  • Generation Xers (born between 1965 and 1980).
  • Generation Ys or Millennials (born after 1980).  
  • Next, describe common working styles and workplace preferences for each of these generations. Lastly, describe some challenges you may experience when managing a multigenerational staff.
  • Include one academic reference in your post. Use current APA style and formatting appropriate to the type of reference you provide.

Response Guidelines

Read and respond to your peers’ discussion posts according to FEM guidelines. Provide additional characteristics of the identified generations in the workplace. You may also seek clarification or describe examples of related personal or work experience.

Learning Components

This activity will help you achieve the following learning components:

Identify best practices for evaluating skill gaps.

Determine best practices for developing the skills of employees at varying experience levels.

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Managing Acoss Generations

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Introduction:
In today’s workplace, it is common to see multiple generations working side by side. This diversity brings a variety of perspectives, work styles, and preferences. As a medical professor, it is essential to understand and address these generational differences when creating assignments and evaluating student performance. In this context, we will identify two generations found in the workplace, discuss their common working styles and preferences, and explore the challenges of managing a multigenerational staff.

Answer:
Two generations likely to be found in the workplace are Baby Boomers and Generation Ys or Millennials.

Baby Boomers, born between 1946 and 1964, often value job security, loyalty, and a sense of accomplishment. They tend to have a strong work ethic and prefer face-to-face communication. Baby Boomers may be more resistant to change and prefer traditional work structures and hierarchical leadership styles (Gierveld & van Tilburg, 2010).

On the other hand, Generation Ys or Millennials, born after 1980, have grown up in a digitally connected world and value work-life balance, meaningful work, and flexibility. They are tech-savvy, adaptable, and desire constant feedback and recognition. Millennials prefer collaborative work environments, open communication, and flat organizational structures (Ng, Schweitzer, & Lyons, 2010).

Managing a multigenerational staff can pose several challenges. Firstly, differences in communication styles and preferences may lead to misunderstandings and conflicts. For instance, Baby Boomers may interpret Millennials’ preference for digital communication as impersonal, while Millennials may perceive face-to-face interaction as outdated.

Secondly, conflicting work expectations and values may emerge. Baby Boomers, driven by the desire to prove themselves, may expect younger colleagues to exhibit unyielding commitment and long working hours. Conversely, Millennials may prioritize work-life balance and autonomy, which can clash with the Baby Boomers’ work ethic.

Lastly, managing diverse skill sets and knowledge gaps across generations can be challenging. Accommodating the learning and development needs of both seasoned employees and less experienced ones requires tailored strategies to bridge skill gaps effectively and create a collaborative learning environment.

In conclusion, understanding the characteristics, preferences, and challenges of managing a multigenerational staff is crucial in creating effective assignments and evaluating student performance. By addressing these generational differences and fostering an inclusive work environment, we can foster collaboration and promote the success of all individuals in the medical field.

References:
Gierveld, J. D. J., & van Tilburg, T. G. (2010). The De Jong Gierveld short scales for emotional and social loneliness: Tested on data from 7 countries in the UN generations and gender surveys. European Journal of Ageing, 7(3), 121-130.

Ng, E. S., Schweitzer, L., & Lyons, S. T. (2010). New generation, great expectations: A field study of the Millennial generation. Journal of Business and Psychology, 25(2), 281-292.

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