Generational management in corporate America: The differences and challenges in management of four generations of working adults

Abstract

There are many differences and challenges that employers face while managing employees in the current work force. Our present day workforce is made up of a diverse group of people: Matures, also known as Veterans (age 55+), Baby Boomers (age 45-54), Generation X (age 35-44) and Generation Y also known as Millennial (age 18-34). The differences and challenges among these groups will be evident when reviewing recognition and praise, managerial styles, subordinate responses to generational leadership. Companies are stepping back and looking more holistically at how to develop programs and deploy technology that will speak to four distinct generations in the workforce (Sprague, 2008). Each generation has their own definition of work ethic, responsibility, and performance. The best way to deal with the multi-generations is coming up with ways that make everybody feel like they are members of a team, thus helping them to learn how to develop a better way of communication than what exists between them now. If everybody is a part of a team, then they are all sharing the benefits that the other generations can bring to the table, making them a strong entity. Matures and boomers can become mentors to the X and Y's, and the X and Y's can then share and impart their knowledge of technology to the Matures and boomers. Companies in today's workplace must learn a better way to understand the values of the four generations, for it is very important in understanding and guiding these people in the workplace. Without this proper understanding, the guidance and alliance that managers are hoping to achieve will be even longer in the making and then one, possibly two, whole generations will be gone from the workforce and their knowledge and skill gone as well.