Comparing of Baby Boomer and Millennials - Assignment Example

Compare the attitudes about "work & the workplace" of adults in the generational cohorts known and the "Baby Boomer" and "Millennials" The economic recession that has in the last few years come to affect the United States has had a huge impact on the lives of many Americans today. This impact has not only been on the economy, but it has also come to affect the working environment of people all over the nation. The economic recession hit the United States at a time when the Baby Boomer generation was on its way to retirement. Many of the members of this generation were not prepared for such an occurrence, and this left them without any savings or a means to support themselves after retirement. This created a situation where many baby boomers had no choice other than to continue with their current employment, and for those who had retired, to look for jobs in order to make a living. The workplace therefore came to be filled with people who would under normal circumstances have retired creating a potential for conflict with the younger generation of employees. The fact that many baby boomers are currently still in the job market has created plenty of competition between them and the current young generation, the millennials. The millennials are those who are currently between the ages of eighteen and their early thirties, and as the most youthful generation, they are finding it much harder than their predecessors to both find jobs and keep them. In addition, even after they get these jobs, their style of doing their work is much different from the way the baby boomers did things. This has come to raise questions concerning the attitudes towards work that are displayed by the baby boomer and the millennial generations. It is a fact that the leadership styles of the baby boomers and the millennials in the workplace are quite different from each other. Each of these generations tends to have different ways of dealing with situations, which enable them to achieve the goals set by the organization for which they work. The baby boomer generation tends to be completely obsessed with the achievement of results no matter the cost incurred. Since most organizations are headed by baby boomers, the main drive of these institutions tends to be the making of profit, and this has led to conflict with the millennial generation, which is more conscious of the social responsibilities of the organizations for which they work. In matters of leadership, the baby boomers and the millennials tend to have a conflict when it comes to matters concerning integrity and ethics at the workplace. Many millennials believe that when the leadership of an organization ceases to implement the original goals of an organization and instead concentrates only on making profit at any cost, then this leadership has ceased to be ethical and steps should be taken to have such leadership removed. In order to be effective, the leadership of an organization has to have integrity, and this means that they have to stick to what they regard to be ethically necessary or worthwhile. It is therefore necessary for an organization’s leadership to have certain coherence in matters of ethics, either between ethical values over time or between values and behavior. Millennials believe that leaders should ensure that their goals or objectives are harmonious with those of the organizations that they lead so that matters concerning ethics do not arise in the day-to-day running of the organization. Without leadership integrity in an organization, there can be no ethical leadership, and this is because integrity and ethics are things that are inseparable, especially when one is considering the running of an organization whose reputation depends on how its leadership is running it. While this is a fact, many millennials often find that their workplace is frustrating because many of the baby boomer managers tend not to show any sort of integrity at the workplace, often keeping the millennials in the background where they cannot be able to make their ideas heard or implemented (Beinhoff 2011, p.2227). Most organizations tend to have a corporate culture whose purpose is to govern the ways through which the people who work within the organization work, interact with one another, and work together towards the achievement of its goals. Furthermore, this culture is heavily influenced by the signs and symbols which an organization is recognized by, and this determines the way the people who work within this organization behave; thus, they are the embodiment of the organization’s culture. While this is the case, there has been a swift shift in the corporate culture of many organizations as the millennial generation has started going up the ranks of leadership in different organizations. While in the baby boomer generation corporate culture was based on the formal interaction between employees, the millennial generation has influenced the introduction of a more informal atmosphere at the workplace. Meanwhile, there is still a shared language in many organizations, which is very important in the development of a corporate culture because language is the adhesive that holds a society together, and without a common means of communication within the organization, it would collapse; nevertheless, the way this language is communicated seem to have changed. It is a fact that each generation has its way of expressing itself, and this is true of the baby boomer and millennial generations at the workplace, where the former tend to express themselves in a way that many of the latter do not understand, and the reverse is true, too. Furthermore, while the corporate culture in many organizations run by bloomers tends to separate work from their personal lives, in those run by millennials, the opposite is often the case. Millennials prefer working in an informal environment, and this has enabled them to bring their work and personal lives together. It is therefore not a strange thing to find that most millennials prefer working from home than in the office (Blackburn 2011, p.666). In most instances, one will find that the baby boomers prefer working in the office since this favour keeping their work away from home. Although it is a very difficult thing to happen, the culture of a particular organization is subject to change, and this has often come about because of the generational conflict between the millennial and the baby boomer generation (Hagevik 1999, p.44). While this change does not come easily, it comes about when more of the latter generation retires and more of the millennial generation takes its place. This has caused the development of a culture where individuals are more attached to their work than previous generations. Millennials, despite their high attachment to their work, are also quite strict concerning having time to themselves. Unlike the baby boomers, who would work long hours without going for breaks, millennials prefer working for a certain time and then afterwards do something else which is not work-related. All workplaces have many subcultures, which interact with one another for the sake of the running of the achievement of the goals that have been set for the employees. Despite the fact that baby boomers and the millennials sometimes work within the same environment, these two generations do not always see eye-to-eye on many issues concerning work. Although this is the case in most instances, the two generations have been, out of necessity, forced to work together. Each of these generations has created its own characteristics and sense of identity and an example of this is within the workplace where employees can easily classify themselves socially according to their areas of specialization, membership in a particular union, and age. Although these generations may be diverse, each of them is developed for furthering the goals of the organization through different means. In the baby boomer generation, people tended to have mentors in the workplace that would inspire and guide them through their careers. The millennial generation, on the other hand, tends to be extremely independent, preferring to navigate their own way through their career paths. They often see any advice from their bosses, who are more often than not baby boomers, as being too paternalistic and unwanted. The workplace culture is slowly changing as the baby boomer generation is giving way, grudgingly, to the millennial generation, and this is ensuring that the formal workplace environment is becoming informal. While many millennials, just like the baby boomers, take their work extremely seriously, this seriousness tends to be accompanied by an informality that many baby boomers would find uncomfortable to work in. Baby boomers tend to take their work so seriously that everything that they do has to be done formally. In such instances where meetings are needed to clarify different things at the workplace, while baby boomers would prefer meeting in a boardroom for a fact-to-fact consultation, millennials prefer the use of technology to achieve the same goal. The latter have adopted new means of communication, such as social networking, and adapted to them so well that they have become a permanent part of their lives (Leemann 2012, p.20). The baby boomers are a generation who were taught to function more as individuals than as teams at the workplace. They prefer working in a strictly structured environment with as little feedback as possible coming to them. This is in direct contrast to the millennial generation, who not only prefers working in teams, for greater efficiency, but also has a need for constant consultation with their managers. In order to manage their workplaces better, many of the baby boomer generation, to their credit, have come to adopt teamwork in order to be able to interact more with the millennial generation. This ensures that the employees are able to function as a team to achieve the aims of the organization. Working in teams is a means through which closer ties can be developed between the top management of an organization, who are often baby boomers, with its employees of the millennial generation. The close ties that are developed between these teams help in the reinforcement of the skills of the workforce in such areas as attitude and knowledge. Previously, many baby boomers and millennials were wary of each other in the workplace, with the former feeling threatened by the possibility of being replaced and the latter feeling resentful because they felt that the baby boomers were not allowing them to advance at a pace that was suitable. It has come to be found that for the two generations to be able to work together there are certain factors, such as corporate culture and policy, the working environment, and professional activities, which should not be seen as justifiable in the determination of the effectiveness of the task and responsibility. This has created the need for team building to ensure that the gap between the two generations has been bridged so that each of them can be able to teach the other about what they know, to the benefit of both of them in doing their work. Team building between members of the baby boomer and the millennial generations at the workplace should be enforced entirely so that it can be incorporated as one of the compulsory norms and values of the institution's corporate culture. Furthermore, there has been the revelation that the skills such as communication skills, the ability to handle crisis and problems in the workplace, the traits of information sharing, and motivation amongst workers between the two generations can be extremely helpful in making the workplace more efficient (Wagner 2009, p.6). Leadership in the workplace is one of the areas where the baby boomers and the millennials have both major differences and similarities. Both of these generations believe in strong leadership in the workplace to ensure that all the employees are able to implement what their leader wants effectively. This enables the employees within an organization to know exactly what their leader wants and exactly how that leader wants it done, and these employees are able to focus completely on the achievement of their leader’s vision. It is a common belief among workers of both generations that the leader that shows integrity in his/her work and in vision will definitely inspire the subordinates to follow his/her example in their own work. This will ensure that a high level of ethics is practiced within an organization because of the ethical leadership inspired by the integrity of the organization’s leader. However, the difference comes not on the area of strength but on how the leader is to present himself/herself to the workers. Baby boomers believe that for a leader to be more effective, he or she has to not only show strength of character towards the workers but should also remain aloof so that the latter can have the opportunity to do their own work properly. Furthermore, baby boomers in the workplace today believe that they are being overworked and are shown very little appreciation by their leaders. This has created a situation where many have become disgruntled and only continue to work not because they love the job, but because they need an income to maintain themselves. Millennials, on the other hand, believe in more interaction between the leader and the other workers in the workplace. Millennials have been raised in a culture where there is a need to have employment which has meaning to an individual, and this has encouraged them to seek more interaction with their supervisors at work (Lavoie-Tremblayet al. 2010, p.414). The need to have meaning in work has ensured that many millennials do not stay on one job for too long because of their endeavor to seek meaning and fulfilment, something that is often elusive if one is not determined to find it. It has therefore become a culture among millennials to be constantly learning from their superiors in the workplace in a bid to not only create a path for their own advancement, but also for the purpose of creating space for themselves in the management positions, which are currently dominated by the baby boomer generation. In conclusion, it can be said that while the baby boomers and the millennials may have different attitudes concerning work and the workplace, both of these generations’ attitudes have been formed from the environment within which they were raised. In fact, while the baby boomers may feel differently from the millennials, when it comes to work, it is a fact that a large majority of the millennials was raised by the baby boomers, and this environment has formed their attitudes. Moreover, one would say that these two generations are not as different as many think because of the fact that one generation raised the other. This means that the attitude towards work that is displayed by the millennials, is, in fact, the very same attitude that is held by many of the baby boomer generation, only the former are more open about these ideas than the latter. One would further go on to say that the only major difference between these generations is age, and the other differences would not be there had there not been an economic recession, which forced both generations to compete for work. References Beinhoff, L. (2011). The millennials: A survey of the most cited literature. Choice, 48(12), 2225-2231. Blackburn, H. (2011). Millennials and the adoption of new technologies in libraries through the diffusion of innovations process. Library Hi Tech, 29(4), 663-677. Hagevik, S. (1999). From Ozzie and Harriet to the Simpsons: Generations in the workplace.Journal of Environmental Health, 61(9), 39-39, 44. Lavoie-Tremblay, M., Paquet, M., Duchesne, M., Santo, A., Gavrancic, A., Courcy, F., & Gagnon, S. (2010).Retaining nurses and other hospital workers: An intergenerational perspective of the work climate.Journal of Nursing Scholarship, 42(4), 414-22. Leemann, J. E., PhD. (2012). How to manage millennials.ISHN, 46(6), 20-20,22. Wagner, C. G. (2009). When mentors and mentees switch roles. The Futurist, 43(1), 6-7. Read More