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2016, IOSR Journal of Business and Management
2017 •
Organizations are facing the retirement of many older workers and the challenge of recruiting and retaining young talent. However, few studies have empirically substantiated generational differences in work values.The differences generation representing Silent, Traditional or Veterans Generation, Baby Boomers, Generation X (Gen X) and Generation Y (Gen Me, also known as gen Y, or Millennials). Each generation is shaped by economic, social, historical and contemporary politics.This will create a conflict of generation gap in an organization that requires immediate action from the management and the workers themselves between which can be done to address this problem is to understand the nature and the characteristics of each generation in order to reduce the existing public perception of every generation and introduce appropriate measures to be taken by the management of the organization. Each generation and their unique perspective should be acknowledged and incorporated through the...
International Journal of Economics & Management Sciences
Multigenerational Employees: Strategies for Effective Management2018 •
SOCIETY. INTEGRATION. EDUCATION. Proceedings of the International Scientific Conference
An Expression of Different Generations in an Organization: A Systematic Literature Review2019 •
The concept of generation is examined in many sciences such as sociology, philosophy, pedagogy, anthropology, biology, history, management, etc. Generation as a construct is intricate, and researchers from various fields have tried to define this extraordinary phenomenon. The aging population representatives of different generations live longer, so the differences between generations are becoming increasingly noticeable. This article examines the concept of generation, analyses the main theories of generations and presents a theoretical approach to a generational expression in an organization. The aim of the research is to reveal a theoretical approach to the expression of different generations in an organization, i.e. to analyse studies related to the expression of different generations in an organization and to identify the main research fields related to the subject. The primary method used in the article is a systematic literature review (SLR). The systematic literature review (...
International Journal for Advance Research and Development
Capturing the Nature of Generations at WorkplaceGeneration is considered as one factor of many that show ‘what we are’. “Every generation of employees is unique, valuable, and special, in reality, each tend to view the other differently based on their own life experiences and expectations”(Angeline, 2011). Currently originations are the place of employment for almost three generations (Baby boomers, generation X and generation Y). And in organizations workforce management is the major issue. To manage these workforces understanding their attitudes, work beliefs, characteristic and values are essential. The objective of the present study is a theoretical revision that aims to broaden the understanding of generations in workplace on different variables to apprehend the nature and characteristics of existing generations. The findings of the work guide the managers and organizations on how to utilize different generation for the effectiveness and efficiency& for developing organizations and also eliminates the perception and misunder...
In this study, we reviewed the question of employability of the older generation following the changes in the demographic and economic situation with a particular focus on countries of the Visegrad Four and Hungary within the European Union. We proved by statistical analyses that the employment of people above 45 years of age increased most significantly in Hungary in the past 15 years. Here we can see the most remarkable increase in employment between 55 and 64 years of age among countries of the Visegrad Four. We described the most important campaigns which can help member states find solutions to handle the tensions caused by generational differences at workplaces. We analysed and proved that there are stereotypes in organisations in connection with members of the older generation even though it was confirmed that not all mental abilities decrease with age.
Kelaniya Journal of Management
Difference of Work Related Behaviors between Generation X and Generation Y: A Study of Professionals of a Development Bank in Sri Lanka2019 •
Managing a multi-generation workforce today is becoming endlessly challenging, basically due to their different work related behaviors. In the recent literature, it is reported that further investigations are required for three work related behaviors of generations; work engagement, career development and teamwork, in banks, especially in developing countries. As a leading development bank in Sri Lanka, XYZ is unique in its multi-generation workforce consist of 2347 permanent employees as at 31st July 2019 across the county. In the context, a gap is identified for such a study among two major generations; Gen X and Gen Y. Hence, bridging the gap in the context, and adding further evidence to the extant literature, this study was carried out as a cross-sectional, quantitative, field study among a sample of 350 Gen X and Gen Y professionals, randomly selected from XYZ Bank. Primary data were collected based on a standard measurement scale, through an offline questionnaire survey. Descriptive statistics and the Independent Sample t-test were used to analyze data and coming to conclusions with the aid of SPSS software. There is no significant difference found among Gen X and Gen Y professionals at XYZ Bank in terms of those three work related behaviors; work engagement, career development and teamwork. Further, the importance of a strong corporate culture is emphasized in which generational differences are neutralized up to a significant extent. Hence, it is recommended that the XYZ Bank does customize its people management policies and practices based on the needs and the dynamics of its corporate culture.
2013 •
Workplaces today are highly diversified with the employees coming from different countries, different age groups, religions, races, groups, colour and gender. This differentiation among the workforce is called workforce diversity. Handling such a complex diversity poses a challenge to Managers as he needs to handle the people having different work ethics, ambitions, views, mindsets and work styles. The objective of this exploratory study is to examine the comparison of work values for gaining of knowledge for management of the Multi-Generation workforce for increasing intergenerational perceptive, morale and improve efficiency. The word multi generation workforce includes individuals born around the same time who share distinctive social or historical life events during critical developmental periods (e.g., Schaie, 1965). Data for this study is collected through a self administered questionnaire. Findings suggest generational differences do exist and that managers can improve morale and productivity by understanding and incorporating these divergences.
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NHRD Network Journal
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International journal of innovation and scientific research
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