Your assignment for this session is to conduct a literature search for this topic and prepare a 15 to 18 page paper (not including bibliography) for this topic. The written report should include (at a minimum) an introduction to the topic of generational diversity, discussion related to the generations which make up today's workforce, the unique qualities that each group brings to the "table", the positive and/or negative interaction/synergy that does (or could) occur between and among the generations, and the impact of these interactions in today's organizations. At the conclusion of the paper I encourage you to include your experiences and/or thoughts with the topic as it relates to your field of study.
An ANNOTATED BIBLIOGRAPHY is to be prepared and attached to the end of the report. This bibliography must include a minimum of five (5) sources. My preference is at least one (1) of the sources be from a book resource; the others can be from other credible print sources.
This material may consist of step-by-step explanations on how to solve a problem or examples of proper writing, including the use of citations, references, bibliographies, and formatting. This material is made available for the sole purpose of studying and learning - misuse is strictly forbidden.Introduction
The biggest challenge for Human Resource and Talent Management professionals of all companies today has a lot to do with developing and leveraging a diverse and inclusive workforce. For a long time, the focus for human resource professionals, especially during recruitment exercises has always been about the dynamics of race and ethnicity, gender, veteran recruitment and development, people with disabilities, and other special interest groups. However, with the increasing sophistication of modern workforce environments, there is an urging need for Human resource professionals to focus their attention the aspect of multigenerational diversity in the modern work places (Bostel, Kumar & Smith, 2011).
The effects brought about by this new dynamics of multigenerational diversity in the work place are enormous and cannot be taken lightly. Multigenerational workforce creates unique challenges and opportunities for employers who leverage each generation’s talents and strengths to benefit their organizations in one way or another. This is a unique situation emerging in the corporate sector, for it is the first time in recorded history that labor markets in the 21st century are composed of members of five different generations. The situation, no doubt, presents real challenges, and in also opportunities, to the organizations on how they should address issues of talent engagement, leadership development and people management (Bostel, Kumar & Smith, 2011).
As the society continues to live up to the idea of prevalence of multigenerational workforce, it is important that employers take proactive measures aimed at addressing this change. One way to navigate through this challenge is to apply the all-inclusive philosophy of human resource management that has been used in the past to solve the problem of other forms of workforce diversity like gender parity (Gulbrie, 2009).
The multigenerational trend in modern workforce offers all companies an opportunity to leverage a generationally diverse workforce as a competitive advantage by adopting a new style of engagement tools and practices. Vertical diversity between age groups is just as impactful to a company’s future as the cross-cultural, gender-based, or differences anchored in disability, and many companies do not have a pipeline of future leaders to accommodate the dramatic societal changes that have been witnessed over the last five years (Gulbrie, 2009).
Today’s workforce is decidedly multigenerational. It is comprised of five generations—Traditionalists, Baby Boomers, Generation X, Generation Y (or Millennials), and a smattering of Generation Z—whose life experiences have left indelible marks on their values and work preferences. This rapid and unprecedented demographic shift has many business leaders wondering how organizations will adapt to the “5G” workplace.
The problem with generational differences in a work place is that each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it. This paper seeks to highlight current research on the new dynamics of multigenerational workforce, the problem it poses to the companies and how the companies can adapt to turn the challenge into their strength. Additionally, the paper seeks to give a prediction of how the future work places will look like, in terms of their composition, dynamics and the new challenges that the companies would have to deal with....