ipl-logo

Generational Differences In Work Values

841 Words4 Pages

A review of the literature revealed that generational differences in work values can have a positive impact on organisational wellness and on individual organisational members. The older generations are said to value respect for hierarchy, and working hard to earn their due (McGuire, By & Hutchings, 2007). The generation X and generation Millennials however, grew up in the era of internet and instant gratification (McGuire, By & Hutchings, 2007), and thus value feedback so they know what they are doing right and what they need to work on (McGuire, By & Hutchings, 2007), and want to grow and develop and achieve seniority as soon as they can (Myers & Sadaghiani, 2010). Consistent with positive psychology, by learning from each other rather than …show more content…

Providing development opportunities to all will mitigate the increased toxicity that would come from availing development only to younger generations. Furthermore, developing human capital has a positive impact on organisational wellness as well as organisational profitability. While not directly addressing generational differences in work values, Day, Kelloway and Hurrell (2014) offer insight on methods by which to mitigate toxicity caused by generational differences in work values. A positive impact of generational differences in work values that merits further discussion is that of the different generations learning from each other. As discussed earlier in the review, older generations view work as part of their identity and thus unlike younger generations, are not advocates of work life balance (Myers & Sadaghiani, …show more content…

Consequences of an unhealthy workplace include high turnover due to low organisational commitment, lower performance as a result of work disengagement (Bakker, Schaufeli, Leiter & Taris, 2008), low performance due to higher levels of burnout and increased costs attributable to organisational misbehaviour (Day, Kelloway & Hurrell, 2014). Individual wellness as well as team and organisational wellness have to be considered in the pursuit of healthy workplaces that afford peak performance and employee wellbeing (Day, Kelloway & Hurrell, 2014). Farrell and Geist-Martin (2005) in their model of working well, put forward that an organisation needs to consider the; physiological, psychological, spiritual and social aspects of individual wellness, as well as the organisational wellness elements of; upper management support, feedback mechanisms, evaluation, and mission, vision, values and goals. Differences in generational work values has an bearing on the psychological and social aspects of individual wellness as well as the values, upper management support, feedback mechanisms and evaluation elements of organisational wellness. It is important to note which aspects of organisational wellness and health are affected by the toxicity. Day, Kelloway and Hurrell, (2014) do not directly address the effects of generational differences in work

Show More
Related

Publix Job Interview Essay

1064 Words | 5 Pages

Most young employees are either high school or college students and are trying to find a balance between school, work and their regular social life. One possible solution is that companies may offer a mentorship program for younger workers, that deal with balancing out their lives. Another recommendation is that employers can give more control to younger workers. Being that they are young, younger employees have very little control over their work and if management can find out a way to give them more control, this will be very beneficial. This can include allowing them to schedule their own hours or giving them more meaningful job duties.

Read More

Financial And Ethical Issues At Engstrom Auto Plant

957 Words | 4 Pages

Management is not meeting the psychological needs of the employees and breaking what Newstrom refers to as the “unwritten psychological contract” (Newstrom, 2015) employees’ sign when they become part of a company. With this part of the contract being broken, employees’ productivity decreases and therefore the economic contract becomes broken as well. As time goes on, this deepens the root cause of all issues at

Read More

Culver's Mission Statement

669 Words | 3 Pages

Culvers first opened its doors in Sauk City Wisconsin in the year of 1989. Craig and Lea Culver sensed it was destiny to open this restaurant with Craig’s parents. With the love of food and Custard, Culvers was created in the image of this family, even down to the mission statement which says “Every guest who chooses Culver’s leaves happy.” The family of Culvers focused their business around their customers. Everything had to be made with the best and finest ingredients, hospitality was crucial, and commitment was held in the hearts of all who helped build Culvers into what it is today.

Read More

Organizational Behavior Issues In Engstrom Auto Mirror Plant

5624 Words | 23 Pages

Organizational Behavior Issues in Engstrom Auto Mirror Plant Organizational issues Engstrom Auto Mirror Plant faces multiple quandaries associated with human behavior. Workers feel unappreciated as an integral part of the company, disposable and insignificant. Suspicion about bonus calculations, lack of transparency, job insecurity, and perceptions of inequitableness in the payment scheme have instigated uncertainty and open rebellion against the company. One of the core problems at the organization is low productivity.

Read More

Blue Collar Boomers Take Work Ethics To College

397 Words | 2 Pages

In her article “Blue-Collar Boomers Take Work Ethics to College”, Libby Sander, a reporter with the Chronicle of Higher Education, employs all three rhetorical strategies, pathos, ethos, and logos, in informing her audience of the uptick in enrollment of baby-boomers enrolling in higher education. Using the stories of the emotional stories of several baby boomers in heavy labor jobs, Sander begins her article using pathos to argue why there is an increase in boomers enrolling in college. For example, Sander describes the toll that heavy labor jobs have taken on Russel Kearney. Kearney, a former Wonder Bread delivery truck driver, states of the ruptured disk in his back “it felt like my spine was cut in half” adding that he “[just] couldn’t do it anymore.” Sander further explains that while Kearney can not handle the tolls of his heavy labor job, he still wants to work, requiring that he enroll in further education.

Read More

Rhetorical Analysis Of The Tethered Generation By Kathryn Tyler

1475 Words | 6 Pages

Have you ever thought of reading a guide about how to deal with a certain group of people, at work? Would you read it if it was written by someone with experience in your field? Well, Kathryn Tyler, a Generation X freelance writer with a background in human resources and training, wrote “The Tethered Generation,” which was published on May 2007 in HR Magazine, an article that suggest that human resources professionals should learn how to manage, ahead of time, incoming millennials, us, in the workforce. What would you think, millennials? Tyler is able to reach human resource professionals, the readers of HR Magazine in a way that compels them.

Read More

Analysis Of The Beat (Up) Generation: Millennials Attitudes About Work

228 Words | 1 Pages

“The Beat (Up) Generation: Millennials’ Attitudes about Work” is an article written by Abby Ellin and published in Psychology Today. It talks about the generation born between 1982 and 2004, how they react to working around the older generation and why they are hated by the older generation. The millennial generation was born during the rise of technology. They can do a lot of work remotely and not have to work as hard because of all the technology they have access to and the boomer generation doesn’t understand it they equate working hard with time and physical work. The boomers feel that millennials are just lazy and have no respect.

Read More

Federal Government Workforce Briefing Paper

490 Words | 2 Pages

Companies will also need to anticipate and assess which new skills and training older employees will require, particularly in the realm of technology where they may feel less comfortable than many of their younger colleagues. The federal workforce is building toward a potential retirement wave in coming years, with more than a third of career federal employees projected to be eligible for collecting their end-of-career benefits by September 2017, compared to just 14 percent at the same time in 2012. The dynamic of this workforce is the wealth of knowledge, skills, abilities, and experience that will be walking out the door never to return. Millennials will make up 50 percent of the U.S. workforce by 2020 and 75 percent of the global workforce by 2030. At issue is how to attract and retain

Read More

Aristotle's Nichomachean Ethics

1819 Words | 8 Pages

Aside from an increase on health care expenditures used up by employees because of stress, disengagement is costly because disengaged workers had 37% higher absenteeism, 49% more accidents, and 60% more errors and defects. In organizations with low employee engagement scores, they experienced 18% lower productivity, 16% lower profitability, 37% lower job growth, and 65% lower share price over time. Importantly, businesses with highly engaged employees enjoyed 100% more job applications. Happy people are more satisfied with their jobs and report having greater autonomy in their duties (Boehm & Lyubomirsky,

Read More

Health Inequalities Essay

894 Words | 4 Pages

Employment provides the financial security which a person can use to live a happy and healthy lifestyle. This is further enhanced when the work is good for example the hours of work are such that a person can have more family time and exercise. This can result in improved health outcomes of an individual. The condition of lower-status work tends to be poorer than higher status work. A flexible workforce is seen as good for economic competitiveness but brings with it effects on health (Benach & Muntaner, 2007).

Read More

Porsche Porter's Five Forces

2452 Words | 10 Pages

And that’s why we take care about them by providing apprenticeships and further education to enable our employees every chance they want to and satisfy them as much as possible. By doing this we also try to adjust every single job to the individual stage of life by creating for example a family friendly environment by providing

Read More

Millennials: Intergenerational Issues In The Workplace

1024 Words | 5 Pages

Implementing training programs where all generations can learn about each other’s differences can help employees understand how and why each generation works. Workshops in which multigenerational workforces can share work experience and mentor each other can assist in creating a sense of community and a supportive environment where employees can be open and share their ideas an collaborate with each other in order to better their organization. Millennials are perceived as being disloyal and quick to search for new employment when they unhappy in their work environments, but due to starting their careers during times of recession, Millennials try to maintain their roles in the workplace to remain financially stable. The main reason for turnover among Millennials is a result of exclusion, slow growth within the workplace, and limited development opportunities. Finding gratification and meaning to their work is important to Millennials so that they can excel and be productive in the workplace that is supportive of their work.

Read More

Interpersonal Communication Case Study

713 Words | 3 Pages

Gen Y sees this type of communication as effective and efficient, while the older generation sees this as lazy and potentially harmful to business. B. How do we bridge the gap between the generations in the workplace? Each generation has a unique set of strengths and weaknesses and it is the managers’ jobs to identify those points and find ways to get the most out of their employees. First of all understanding the generational differences of all employees and making a list of which employee falls under which generation.

Read More

Essay On Age Diversity In The Workplace

964 Words | 4 Pages

Younger employees can assist older employees by sharing new ideas whereas older employees can share positive qualities including experience, judgment, strong work ethic and commitment to quality. By this way it is possible to reduce age discrimination in the workplace. But the main role will be played by organization by maintaining the good relationship between

Read More

Analysis Of The Me Me Me Generation By Joel Stein

605 Words | 3 Pages

Some people argue that Millennials are entitled, self-centred, and uninterested in anything other than their own Facebook and Twitter page. This generation has been known to have high self-esteem, assertiveness, self-importance, narcissism, and high expectations. Having a higher self-esteem comes with many positive outcomes and benefits. People high in self-esteem claim to be more likable, attractive and make better impressions on others in a working environment than other people with low self-esteem. Millennials with greater self-importance are the ones who help others and care about large social

Read More

More about Generational Differences In Work Values

Related Topics

Open Document