CLOSING THE GAP

Have you ever given any thought to the large generational differences that exist in the workplace? This article will address the generational disparities that exist inside companies as well as the impact that these differences have on modern enterprises. The question of how to deal with the generational divide that exists among workers in any particular business is rapidly becoming one of the most pressing problems. People of various ages are often brought together in order to effectively cooperate, innovate, and work together; yet, there has been a tremendous growth in the number of young workers throughout the country. In point of fact, “in the United States of America, its workers are young: 62 percent are from generation y, 29 percent are from generation x, and only 9 percent are baby-boomers.” (2013) Although members of generation y make up a significant proportion of the labor force, members of other generations are as valuable to the organization because they bring with them a wealth of knowledge, fresh perspectives, and a strong will to succeed in their respective fields. The problem arises when managers are unable to effectively manage teams consisting of members of many generations working together. According to mcquerrey, “a workforce that is built of people of varying age demographics fosters an atmosphere where various generations bring diverse skills and abilities to the table.” (2012) The generational divide in a company may be bridged much more easily and business operations can be improved when managers recognize the importance of the specific skill sets possessed by each person, regardless of their age or generation. First and foremost, it is essential to have a solid understanding of the age ranges that correspond to each generation. People who were born between 1945 and 1964 are considered to be members of the “baby boomer” generation. Over 70 million baby boomers now call the United States home, giving this generation a reputation for having a large family size. They are also the generation that has the most people who have completed postsecondary education of any generation that came before them. In an essay he wrote in 2012, Randall summed up an important subset of the population as follows: “their huge numbers and independent attitude have affected everything from politics to pop culture,” randall’s research in 2012 This generation already plays a significant role in the workplace and will continue to do so for a good number of years to come. A significant number of these individuals take on additional or part-time employment in order to increase their income and benefit from the sense of accomplishment that comes from working. “Generation X” is the name given to the generation that follows the “baby boomers” in chronological order. These individuals were born between the years 1965 and 1984. According to some reports, the generation x group, which consists of more than 50 million people, has proven to be one of the most challenging to categorize. Some sources indicate that this generation, particularly among males, was “aloof” and disengaged throughout childhood but gained entrepreneur abilities in maturity. The lack of employment available to them after they left college may have been a contributing factor in this development. It’s noteworthy to note that this is a highly well-educated group of people who, as a whole, have a strong aversion to authority, particularly that which is found in huge organizations, the government, and even religion. The publication business insider states that members of generation x have an entrepreneurial mindset yet rate low on executive presence. It is believed that these people value having a “work-life balance” and that they are persons who are very flexible and adaptive. (Mcquerrey, 2012) Last but not least, those who were born between 1985 and 2010 are included in the “generation y” category. Over 70 million individuals are included in this demographic, which is also known as the “millennials.” This constitutes the greatest part of the modern workplace and is also the part of the workplace that is expanding at the quickest rate. Instant gratification is important to these set of people, who also pride themselves on their knowledge of modern technology and their will to succeed. On the other hand, these people often do not function well with others in the office and are more concerned with their own chances for advancement and compensation (giang 2013) Because they are the most numerous and have the most rapid rate of expansion, it is of the utmost importance that managers in the workplace be able to effectively communicate and engage with the members of this group and adequately combine their skill sets. It is essential for every company in any sector to bridge the generational gap between these three generations and, more importantly, to have a solid grasp of that generational divide. It is critical to have a deep understanding of each person and the factors that motivate them to be successful. Nevertheless, the most important factor in the success of the organization is the ability to differentiate the traits that have been addressed across the generations and to use this knowledge to successfully construct teams within the multi-generational environment that has been created. The research reveals areas that companies can focus on to enhance skill sets, address the challenges of managing multiple generations, and retain and engage employees by understanding which workplace perks they may value most. This is according to the article managing millenials, which states that “as management shifts to younger generations, the research reveals areas that companies can focus on to enhance skill sets.” …as of 2013 (giang) It is beneficial for a company to have employees of all ages and skill sets, and businesses should make it a priority to foster this diversity while working toward their overarching organizational purpose. The distribution, roadway and site building, and general contracting business that is owned and operated by Brent’s family has employed him for the last three years. As a result of his employment at the firm, he brings the total number of family members who have done so to three. With the exception of members of the same family, the firm has staff members ranging in age from 80 to 20 years old. Brent studied psychology at the University of Colorado in Boulder and graduated with a bachelor’s degree in the subject. Lincoln Memorial University is the institution where he is pursuing his master’s degree in business administration at the present time. Vivian Giang’s article “managing millenials” from September 9, 2013, is one of the references. obtained from “How Millennials, Gen X, and Boomers Are Shaping the Workplace” on the website businessinsider.com on September 13, 2013. (2012) the benefits of having employees of varying ages in the workplace. mcquerrey, lisa. taken from “advantages of different ages in the workplace” which can be found at “smallbusiness.chron.com/advantages-diverse-ages-workplace-17928.html” Rhonda, you are a randall. (On this day in 2012) The distinguishing traits of baby boomers may help people rethink what it means to age in the United States. http://www.huffingtonpost.com/rhonda-l-randall-do/baby-boomers-redefining-aging b 1448949.html prevailing in the generational competition. (28 sept. 2013) obtained from “companies are fretting about how to manage various age groups vastly different” at “www.economist.com/news/business/21586831-businesses-are-worrying-about-how-manage-different-age-groups”