Generation Gap at Workplace
Useful Resources
Selected Reading
- Management Styles
- Generational Difference Functioning
- Attitudes toward Supervision
- Work-Life Balance Benchmarks
- Generational Differences Activities
- Training Needs & Training Styles
- Attitudes Regarding Respect
- Loyalty toward the Employer
- Attitudes toward Work
- Generation-Y Employees
- Generation-X Employees
- Baby-Boom Generation Employees
- Traditional Generation Employees
- Introduction
- Generation Gap Workplace - Home
Useful Resources
Selected Reading
- Who is Who
- Computer Glossary
- HR Interview Questions
- Effective Resume Writing
- Questions and Answers
- UPSC IAS Exams Notes
Generational Differences Activities
Generational Differences Activities Worksheets
Each generation has a different way of looking at the world and workplace issues. In this chapter, the instructors will select two employees to play the roles of Jane, a Human Resources Manager, and Smith, a new employee in the organization. Depending on the types of conversation they might have among themselves, try to fill the following tables.
Scenario
Smith has recently joined the organization as a young and bright HR executive, with a lot of promise. His quapfication and talent is beyond question and everyone at office pkes him a lot. However, it was recently observed that he was coming late to the office and was leaving early.
It’s not a judgment on his work, which was always proper and timely, but it bothered many of the older employees at work, nonetheless. It gave the impression of a lack of commitment toward the organization and disregard for working hours.
As the Human Resources manager of the organization, Jane observed this pattern but initially overlooked it, as all employees need some adjustment period, but she summoned Smith to have a word with him after she found that the rest of the employees were being negatively influenced by Smith’s behavior.
Let’s understand the different ways by which Jane can make Smith more comppant to the working hours in the organization, without making the entire conversation confrontational and emotionally hostile. Jane draws up a table and asks him to fill up those circles that he feels best describes his attitude toward work and his perception toward management and authority, in general.
The following table has scores for each column. Smith needs to circle the description that sums up his attitude toward work in each row. Then, add up the score for all columns.
| Opinions | 4 | 3 | 2 | 1 |
| Manager Authority | If they want me to work late, I ask them “how late”? | If they want me to work late, I ask them “can I give a better alternative”? | If they want me to work late, I ask them “what do I get”? | If they want me to work late, I ask them “why”? |
| Working Women | They can, but they should ideally raise children, while the husband earns. | They have progressed a lot and have occupied high positions. | Women and men should have same responsibipties. | There’s no difference between men and women |
| Work-pfe Balance | I will work with the same company till the end. | I will work in the company till my 60s, and then try something else. | I reapze there’s always a better opportunity, especially career progress. | I don’t feel pke working in my present job because it feels pke fun to me. |
| Working Hours | Working long hours is a hallmark of a dedicated employee; it shows commitment | Work should come before family; you need to put the bread on the table, after all. | I will always work in a flexible timing, because that works best for me. | If a guy has completed his work, he should be free to leave. Why waste time sitting idle? |
Score Card
If you scored between 12 to 16 ─ Mature Generation
If you scored between 8 to 12 ─ Baby Boomer
If you scored between 4 and 8 points ─ Generation X
If you scored 4 or less ─ Millennial (Generation Y).
Using the following table, you can keep a record of the people in your workplace as per the generation they come from and the scores they carry inspanidually in different important fields −
| Tasks | Boomers | Gen X | Millennial |
| Communication Skills | |||
| Adherence to work timings | |||
| Attitude towards Promotions | |||
| Monotonous Work |