Generation Diversity for Culture and Gender - myassignmenthelp.com

Question: Discuss about theGeneration Diversity for Culture, Background and Gender. Answer: Introduction: Workplaces these days are experiencing so much of diversity. Diversity at the workplace can be because of the culture, background, gender etc. there is one of major factors that also affect the diversity at the workplace and that factor is generation. This is the factor that is very much under studied by the researchers. It has been analysed that generational gaps between the employees at the workplace is beneficial as well as provides many disadvantages to the company. These challenges need to be managed and faced by the management of the company (Yusoff and Kian, 2013). There are basically there types of generations that are baby boomers, generation X and generation y. this is the report that focuses on generation X and their characteristics. Purpose: The purpose of the report is to analyze the characteristics of the generation X employees at the workplace. It also focuses on the study of their communication pattern and their way of working at the organizations. Generation X Who we are: These are the people who were born in the year of 1961 to 1976. The group of generation X people shows the culture of 70s are generally referred to as the Latch Key kids. Generation X follows the generation of baby boomers and is prior to the generation of millennial. They are the one who constitutes most of the percentage of the jobs these days in the organizations. In terms of work the people that falls under this category are committed to their work rather their company (Mencl and Lester, 2014). They believe in growth and exploring the new opportunities for them and work hard till that the time it is needed. Along with the responsibilities, they also want authority from the company and also believe in making friendly conversations with the superiors. They expect from the organizations that their opinion should be considered at the time of making any of the decisions they are the one who gets affected by the organizational decisions (Costanza and Finkelstein, 2015). Xers perform ve ry well when they are given with some of the goals but not the process to complete it. They cant work in the bounded environment and little bit of freedom to make decision over the process and the working style is required by them to perform efficiently (Barak, 2016). The people of generation X are very much independent in nature and thus like to work in their own way. Work life balance: Work life balance is the concept that is very popular these days. It has been analyzed that this is the aspect that deals with maintaining balance between the work and the life of the people. This maintenance can be done if the companies or the management helps the employees as well as it depends on the individual itself. It has been identified that difference in generation affect the perspective of the employees regarding work life balance. When the baby boomers are concerned there was so much in work that they have forgotten to make a balance and till now they are behaving like that. It has been analyzed that generation X has different expectation from the company (Becton, Walker and Jones?Farmer, 2014). They know their one worth and thus have the capability to fight for their rights. Researchers suggest that work life balance is majorly enjoyed by the generation because they are the people who does not expects a lot from the organizational but also focuses on getting the facilitie s that should be there or that should allow them to manage their work and personal life as well. Generation X people are very confident enough and focused on their work but not committed too much with the organization. Thus, if they get better policies in anther organization, they do not think of switching from one company to another in order to balance their life. Communication: As far as the communication in generation is considered, it has been analyzed that most of the people from this generation are blunt but not manner less. They know the code of conduct to talk from the superior employees but never afraid to putting their points in front of the management. E-mail is one of the tools that have been used by the Xers to communicate in the offices either with their colleagues or with their managers (Maxwell and Broadbridge, 2014). This is because they find it very easy and a formal method of communicating with others. They are the one who are in between baby boomers and millennial thus they have little bit understanding of both the generation and thus the communication of these Xers is found to be best. They can relate to baby boomers in some of the points and can also relate to millennial in some of the points. This also helps them to be very adaptive in nature. They can adapt the changes happening in the environment very early (Bueno, Jin and Wong, 2014) . They very well know that where they have to be formal and where they have to use the informal tone to talk. They are not very much full of desires but they fight for their rights with full zeal. Recommendations: There are several recommendations that have been given to the company in order to deal with generation X people. As discussed that Xers are very much independent thus it is required to create the workplace environment such that allow the employees to take part in the decision making process so that they can share their ideas and opinions to the management (Lyons and Kuron, 2014). It is very much required to provide facilities and equality to the workers so that they feel motivated to stay in the organizations implementation of some of the motivation theories and practices in the organization helps in this (Seipert and Baghurst, 2014). Work life balance is the very important part of their life.it is required by the company to provide them work life balance and also provide the opportunities to these employees to grow in order to retain them in the company. Conclusion: To conclude, it can said that Xers are the people who are very much dedicated towards their work but are not committed to the companies they work with. This is because they are ambitious in nature and wants to grow and wants to explore the opportunities available to them. It has been analyzed that they are the one who enjoys work life balance at the most because they fight for their right and also wants to live their life along with having growth in the professional life. Work life balance allows these people to manage their life and their work and thus they remain happy. They feel pressurized because of managing both types of life. They use e-mails and the formal communication method and know how to communicate with management and with colleagues. They form the bridge between baby boomers and millennial. References: Barak, M.E.M., 2016.Managing diversity: Toward a globally inclusive workplace. Sage Publications. Becton, J.B., Walker, H.J. and Jones?Farmer, A., 2014. Generational differences in workplace behavior.Journal of Applied Social Psychology,44(3), pp.175-189. Bueno, P.M., Jino, M. and Wong, W.E., 2014. Diversity oriented test data generation using metaheuristic search techniques.Information Sciences,259, pp.490-509. Costanza, D.P. and Finkelstein, L.M., 2015. Generationally based differences in the workplace: Is there a there there?.Industrial and Organizational Psychology,8(3), pp.308-323. Lyons, S. and Kuron, L., 2014. Generational differences in the workplace: A review of the evidence and directions for future research.Journal of Organizational Behavior,35(S1). Maxwell, G.A. and Broadbridge, A., 2014. Generation Y graduates and career transition: Perspectives by gender.European Management Journal,32(4), pp.547-553. Mencl, J. and Lester, S.W., 2014. More alike than different: What generations value and how the values affect employee workplace perceptions.Journal of Leadership Organizational Studies,21(3), pp.257-272. Seipert, K. and Baghurst, T., 2014. Contrasting work values of Baby Boomers and Generation X rural public school principals.Public Administration Quarterly, pp.347-370. Yusoff, W.F.W. and Kian, T.S., 2013. Generation differences in work motivation: From developing country perspective.International Journal of Economy, Management and Social Sciences,2(4), pp.97-103.