1. What values do you see as being present or providing challenges in organizations today?

Currently there are four generations in the workforce, and it is essential for human resource professionals to understand their characteristics in order to identify what values and challenges they bring to the workplace. The four generations are described as follows:

Silent Generation (1921 to 1940): Approximately 30 million and are also known as the Veterans. They were influenced by the Great Depression, the attacks in Pearl Harbor and War World II and characterized by being conservative with resources, and a sense of obligation. The aftermath of the Great Depression instilled a sense of fiscal responsibility. Basically, instead of using credit, they rather save prior to purchasing. They take pride in hard work, value loyalty and respect for authority (Byrd & Scott, 2018, p.193).

Baby Boomers (1941 to 1960): About 80 million and the largest group. They currently occupy a great portion of leadership and management positions and were influenced by the Civil Rights Movement, Vietnam War, the Kennedy and Martin Luther King assassinations. Baby Boomers believe that hard work and sacrifice is the key to success. They are characterized by working long hours and believe your lifestyle is a reflection of your work or lack thereof. In other words, if you work and sacrifice, you’ll succeed. If you don’t you won’t (Byrd & Scott, 2018, p.193-194).

Generation X (1961 to 1980): About half the Baby Boomers with approximately 45 million. This is the generation I fall into. We grew up in households in where both parents worked long hours and spent a lot of time unsupervised and learned to take of ourselves. As the divorce rate skyrocketed, we had to adopt to the changes in family structures. For these reasons my generation strives to reach work-life balance. We have accepted that success is not necessarily a status symbol but rather to achieve our professional goals without neglecting our personal life (Byrd & Scott, 2018, p.194).

Millenials (1981 to 2002): Approximately 70-million children of the boomers, and they are members of the first generation to be born digital. They cannot remember a life without constant connectivity and in the workplace are described as technologically savvy and value their individualism. This generation is more prone to naturally embrace diversity.  (Byrd & Scott, 2018, p.194-195).

2. What are the differences between 20 years ago and today in the workplace and why are these challenging for organizations?

Every generation is more or less characterized by historical, social, political and other events occurring during the spam of years. My generation, for instance remember the world prior to the internet and social media. Communication occurred either face-to-face, letters or phone. If anyone said to me 20 years ago that I will be taking an on-line class I would have said they were crazy. The challenge is accepting change and embracing all that comes with it. I truly believe my generation (GenX) will never be as dependent on technology as the Millenniums (for instance we still rather a have conversation rather than 30 text messages) but we have embraced technology and use it to remain productive in the workforce and improve our personal lives.

Technology. “A key accelerator of nearly all types of intergenerational differences is what I think of as the new digital divide: Those born before 1980 and those born after. Those born before “see” technology, accept it, use it, love it, and hate it (often simultaneously). Those born after 1980 really don’t “see” technology at all. It’s like oxygen: It’s everywhere and just as vital” (www.bridgespan.org).

3. What might be some opportunities and what are some challenges and how can we address the challenges to prevent relationships in the workplace from becoming strained?

Lack of understanding the basic differences among these generational four groups and the events that influenced or shape their perceptions, can lead to misunderstanding and tensions in the workplace. That is why is essential to recognize and understand these differences not only to prevent unnecessary tensions in the workplace but rather to use it to everyone advantage. For instance, it may be tempting to mock Millenniums for our perceived over-reliance on technology. However, if we collectively embrace their tech savviness and perhaps treat them as the subject matter experts in that area, we may be able to form partnerships.

References

Byrd, Y.M., & Scott, C.L. (2018). Diversity in the Workforce: Current Issues and Emerging        Trends.

Brinckerhoff , P. “Understanding the Different Cultures of Different Generations” https://www.bridgespan.org/insights/library/organizational-effectiveness/understanding-the-different-cultures-of-different (Links to an external site.). Retrieved Jan 4, 2021.