Work Values and Generational Differences Term Paper by Nicky

A discussion on the differences between the four generations in the workforce today.
# 151035 | 2,802 words | 8 sources | APA | 2012 | US
Published on May 18, 2012 in Business (Management) , Business (Human Resources)


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Description:

The paper discusses the differences between traditionalists, baby boomers, Generation X and Generation Y in their views concerning work, leadership qualities, motivation and need for achievement, work and family balance, views on authority, technology, organizational commitment, and the overriding qualities, values, styles, and patterns of each generation. The paper notes that by understanding these traits that are unique to each generation, organizations can use their talents to help make their organization more effective and efficient.

Outline:
Introduction
Generational Views Concerning Work
Generational Leadership Qualities
Generational Differences in Motivation and Needs for Achievement
Generational Differences in Work and Family Balance
Generational Views Concerning Authority
Generational Views and Use of Technology
Generational Organizational Commitment
Overriding Qualities, Values, Styles and Patterns of Each Generation
Conclusion

From the Paper:

"The Traditionalists' leadership style is the most traditional of the four generations. They enjoy the hierarchy of command and typically only give information to their workers on a need-to-know basis. They take charge when in command. Decision making is very important to them. If they have doubts, Traditionalists have a tendency to do what is right (Eisner, 2005).
"Baby Boomers, in contrast to the authoritarian Traditionalists, are consensus seekers but have a tendency to micromanage their workers. Although they've worked hard to climb the corporate ladder, downsizing and restructuring has meant many Baby Boomers are finding themselves not able to reap the rewards of their hard work (Eisner, 2005). They, like the Traditionalists, enjoy being in charge, and feel this is earned them for all of the long days, weekends and more they've put into their organizations (Gursoy, Maier, & Chi, 2008).
"Generation Xers are excellent in developing goals and strategic planning when in leadership positions. Even those not in leadership positions often use having friends in high places as an opportunity to lead through involvement, if not title. Understanding today's organizations must be nimble to be successful, Generation X not only expects change, they demand it (Gursoy, Maier, & Chi, 2008)."

Sample of Sources Used:

  • Adams, S. Jan 2000, "Generation X: How understanding this population leads to better safety programs", Professional Safety vol. 45, no. 1, p. 26.
  • Armour, S. 7 June 2007, "Generation Y: They've arrived at work with a new attitude", USA Today, [Online], Available:http://usatoday.printthis.clickability.com/pt/cpt?action=cpt&title=USATODAY.com+-+Gen... [27/10/09].
  • Chen, P. & Choi, Y. 2008, "Geneartional differences in work values: A study of hospitality management", International Journal of Contemporary Hospitality Management vol. 20, no. 6, pp. 595-615.
  • Eisner, S. Autumn 2005, "Managing Generation Y", S.A.M. Advanced Management Journal vol. 70, no. 4, p. 4.
  • Generation, (2009), [Online], Available: http://dictionary.reference.com/browse/generation [27/10/09].

Cite this Term Paper:

APA Format

Work Values and Generational Differences (2012, May 18) Retrieved May 16, 2021, from https://www.academon.com/term-paper/work-values-and-generational-differences-151035/

MLA Format

"Work Values and Generational Differences" 18 May 2012. Web. 16 May. 2021. <https://www.academon.com/term-paper/work-values-and-generational-differences-151035/>

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