Diversity Generations - Research Paper Example

 Diversity Generation There are a number of age differences that exist amongst any workplace setting. The generational differences and similarities do come up when there is difference in thought and action among the employees who are from varied age brackets. This means that they would view things distinctively even though the matter is much the same (Alexander 2005). The organization bears the brunt under such circumstances however on the flip side a fresh perspective is laid down by the youngsters working within the organizational realms.

Workplace diversity gets affected as attitudes change amongst people. When the older lot comprehends that the younger ones are about to replace them in a short period of time, they show their resentment in a host of ways. They start becoming negative and see things on a very personal level which must not be the case in essence. The loyalty factor towards the employees also becomes lower because employees are more geared to achieve their own goals and objectives rather than thinking about the organization in essence.

They believe it is more significant that they focus upon their work related zones than thinking about the organization as a whole, which could rightly be regarded as a very selfish act on their part, brought forward by the age differences regimes at the workplace. The element of respect and listening to one’s own self is something that goes down well with the elders since they would always like the younger lot to comprehend that respect is something very pertinent to the domains of these elders (Furnham 1999).

Therefore it would be rightly suggested here that authority of the elders would remain in an organization no matter they are at the subordinate level to some of the younger employees who are senior in terms of their position. The training styles and the related needs would be envisaged through a vision to impart the much needed information and knowledge upon to employees who are working within the organization irrespective of the fact what their age is and how they will be conducting themselves within its realms (Gregory 2001).

Training is essential as it dictates how things get done and how these shall be completed in the coming times by the people who matter the most within any organization – the employees themselves. The employees who are from different age brackets usually look up to one another for gaining an insight as to how work will be done and how linkages will be developed at the workplace. This means that they want to bring in work-life balance and bank on a better work environment more than anything else.

This has meant that they understand that a better working environment is conducive to their own personalities and that they shall always try for achieving the same. When the older employees are supervised by the younger ones, they show their resentment but it is the duty of the youngsters and the human resources management department within the organization to make sure that nothing gets personal and that both these age brackets stick to what they have come for towards the organization, i.e.

, their work basis should speak for its own self more than any personal matters which might arise at any given time (Mitchell 1988). References Alexander, B (2005). Generations in the Workplace: Are You Prepared? The Catalyst, Vol. 34 Furnham, A (1999). Personality at Work: The Role of Individual Differences in the Workplace. Routledge Gregory, R (2001). Age Discrimination in the American Workplace: Old at a Young Age. Rutgers University Press Mitchell, O (1988). The Relation of Age to Workplace Injuries.

Monthly Labor Review, Vol. 111