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Presentation/PPT
27/08/2022
Peer 1
I belong to Gen X and therefore, I mostly identify with this generation, not to say I don’t identify with others but I work well with them because we share same values and work ethics. As Weiss (2014) has said, Gen Xers are suspicious of the government and institution. This generation believes that there is nothing for them in spite of their work ethics. For example, they believe social security may or may not be there by the time they retire. The Gen X feels cheated in this area because the money they paid into social security would not be available for them to spend by the time they retire. This generation is full of uncertainty like I am.
In my experience working with other generational group, I find that there is a huge difference between each group of generation. Weiss (2014) further explains this in the text that “integrating individual and group differences in the workforce requires leadership, planning, new policies, and training; it is necessary to integrate the workforce in order to provide more complex organizations.
Managing multigenerational, diverse workforce requires leadership and training, in understanding the level of motivation and individual attributes as it relates to each group. Goldwyn (2017) advised that leaders and employers must take innovative, flexible approaches toward managing today’s multigenerational workforce. Be a coach rather than micro-managing. A coach can manage every group regardless of its attributes and individual personality. Certainly, every generational group dislikes being micro-managed.
References
Goldwyn, T. (2017). Managing today’s multigenerational workforce. Credit Union Magazine, 83(4), 20.
Weiss, J. W. (2014). Business ethics: A stakeholder and issues management approach (6th ed.). San Francisco: Berrett-Koehler Publishers. Inc. Retrieved from https://snhu.skillport.com /skillportfe /main.action?assetid=62385
Peer Two
I identify as a Gen-X but with some Gen-Y characteristics. My birth-year and perception of the economy have distinguished me as Gen-X. However, I am more optimistic about economic future due to my educational achievements. Gen-Y characteristics such as work-life balance and a challenging work environment are important to me as well. The text identified similar areas of which Millennial and Gen-Xers are similar. Strong leadership and mentoring programs are shared requirements for both generations. I look for traits such as integrity, ethical and moral behavior in leadership. It is extremely important to me that a leader demonstrates a high level of integrity and character. I view that when interviewing for a position that the interviewer/ company is also being interviewed by me as prospective employee. This mindset is more characteristically millennial generation.
In my experiences in working with members of other generations has been somewhat mixed. My work experiences have afforded me the opportunity to work with all generations. Baby boomers are the largest group in my organization. However this is changing due to Baby boomers retiring. The company is going through a period of workforce transition. In 2016, the company recently encouraged staff age 50 and over with 15yrs tenure employment to take a severance package. During the same period, the organization was building a new center focused toward the Millennials. Perks such as coffee bars and collaborative centers versus the traditional office space are being used to attract Millennials. I have been able to work Baby boomers and Millennials throughout my time with my current company. I found it easier to work with baby boomers as they tend to give clear direct information versus what’s received from millennials. I’ve been able to learn from both however it has been somewhat difficult to maintain relationships. Baby boomers can become stuck in past processes and not be flexible with learning new techniques or accepting of new ideas. Whereas millennials are techno-savvy but do not deem work as a requirement to live or value project deadlines. I’ve been on teams in which younger staff members have missed deadlines due to not wanting to put in the longer hours needed to complete the project.
An organizational leader can use team meetings to encourage team building. The text identifies steps for integrating a multigenerational team. Steps such as: 1. Identify the problem areas; 2. Getting to know individuals and their roles/positions; 3. Understanding and anticipating expectations from each generation on the team; 4. Develop growth and development plans for each team member. (My current manager creates a DAP (development action plan) for each team member however, the team member is included in the process. ; 5. Communication and engagement is highly valued by my manager and team. We communicate through daily huddles and weekly/monthly staff meetings.6. Strong leadership sets the tone for any good team. A leader that is honest and values integrity in oneself and others will inspire their team to deliver quality work. A leader is not a friend but someone who can be honest and unbiased with their expectations and requirements.
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