This research study discusses the impact of differentgenerations in the workplace and how understanding and embracing different workvalues can lead to create productive multi-generational teams. According to Lawtonand Aquino (2015), understanding the differences and similarities of everygeneration’s work values is the most important stage of success of business. Researchstates that having a lack of knowledge could harm the efficiency of the performanceof team work which lead to negative impact to organization. In addition, theoutcomes of this study that can help managers or leaders to develop effectivework teams by considering the strengths and weaknesses of each generation. In this paper, theresearcher uses the qualitative, descriptive case study methodology andconducted survey of 23 employees in one of the homebuilding organizationlocated in Houston, Texas to demonstrate the similarities and differences of threegenerations- Baby Boomer, Generation X, and Generation Y or Millennial andevaluate the work value of the participants. Based on the data collected by thestudy, the researcher identified the three core themes -dedication,responsibility, and teamwork – to understand the similarities and differencesamong the three generations. Responsibility is significant for every generation’s workvalues, however, the definition of responsibility may be different for eachgenerational cohort (Lawton & Aquino, 2015). The article adequatelyaddresses the importance and detailed information about responsibility of eachgeneration.
The research paper states thatBaby Boomer employees believe the Generation Y/Millennial employees know morethan the other generations and think less about the team due to an unfavorablework ethic, while Generation Y/Millennial employee felt the need to respondquickly, had a lot of good ideas, and could bring a fresh, new perspective tothe team. The difference between those two groups are clearly illustrated theresponses related to responsibility.As a result of this study, the researcher indicates that eachgeneration had a passion to accomplish the tasks presented in the workenvironment, whether in a team setting or not. Moreover, each generation wasnot aware of the thoughts, feelings, and work values of the other generations. Accordingto Lawton and Aquino (2015), each generation had personal perceptions, but noneof the participants had explored the possibility of similarities or differencesin work values among generations, or how the similarities or differences inwork values could have an influence on the work team. Therefore, the research recommendedthat in order to understand each others similarities and differences in theperception of work values among generations is improve communication andnetworking in workplace.
Robbins and Judge (2017), age in the workforce tend to becomeone of the increasing issue during the next twenty years. Based on thestatistics given on example, workforce at age 54 increased 93 percent within inten years, and workforce is aging in worldwide especially in developed countries.As I mentioned above, Baby Boomers tend to have a more responsibility inworkplace compared to other two groups. Therefore, many organization around theglobe likely to hire old people who have a many years experiences and tend tokeep them, although they are already get aged to retire. In conclusion, this research paper covers many reliablesources to prove its findings and uses valuable evidence and case study tosupport this paper. The method used for this study is able to developed byother people who is aiming to study further.
In addition, this paper is veryhelpful for manager and leaders to get in depth understanding of differencesand similarities of each generations and able to develop and implement thosemethods into their policies.