Instructions For This Assignment, Read The Article Indicated ✓ Solved

Instructions For this assignment, read the article indicated

Read the article that discusses the differences between the generations within the workplace and how to develop interpersonal skills for better employee involvement and interaction with fellow employees. The article identifies how the values are placed upon each generation (Generation Z, Millennials, Generation X, and Baby Boomers) and leads into how to better manage and involve the multiple generations within the workforce. Complete the article review by showing your understanding of the article’s contents by addressing the questions and directives below.

Your paper should be a minimum of two pages, not including the title and reference pages. The following are questions and directives to be used in completing the review: What is the author’s main point? Who is the author’s intended audience? Identify and address the differences in the interpersonal skills from the generational differences and how they might be overcome. Be sure to apply the proper APA format for the content and reference provided.

Paper For Above Instructions

The article "Generation Gaps: Changes in the workplace due to differing generational values" by Kelly et al. (2016) explores the dynamics of generational differences in the workplace. The main point conveyed by the authors is that understanding generational values can significantly impact workplace interaction, employee engagement, and overall organizational effectiveness. Each generation—Baby Boomers, Generation X, Millennials, and Generation Z—brings unique perspectives and interpersonal skills shaped by their distinct upbringing and societal influences.

The intended audience for this article includes organizational leaders, human resource professionals, and employees keen on fostering a harmonious and productive workplace culture. The authors aim to inform and educate readers about how generational differences can lead to varying workplace behaviors and attitudes, and how recognizing these differences can foster stronger interpersonal connections among employees.

Main Points of the Article

The authors argue that generational differences manifest in several ways: communication styles, work ethic, views on hierarchy, and approaches to teamwork. For instance, Baby Boomers are often seen as more traditional, valuing loyalty and a strong work ethic, while Millennials and Generation Z prioritize flexibility, work-life balance, and collaboration. This divergence can lead to misunderstandings and conflicts if left unaddressed.

Interpersonal Skills Across Generations

Interpersonal skills can vary widely among generations. Baby Boomers may favor face-to-face communication, emphasizing personal relationships and long-term commitments. Conversely, Millennials and Generation Z prefer digital communication and value transparency and feedback. Understanding these differences in communication preferences is crucial for overcoming potential workplace conflicts.

Moreover, generational diversity can enhance creativity and problem-solving by offering different perspectives. However, it can also lead to challenges, such as generational stereotypes, which may hinder collaboration. To bridge these gaps, it is essential to foster an organizational culture that promotes understanding and respect for each generation's contributions.

Strategies for Improvement

To mitigate generational conflicts, organizations can implement the following strategies:

• Training Programs: Conduct workshops that educate employees about generational differences and promote effective communication strategies.
• Mentorship Opportunities: Encourage cross-generational mentorship where experienced employees (Baby Boomers and Generation X) can share knowledge and skills with younger employees (Millennials and Generation Z).
• Flexible Work Environments: Offer flexible working arrangements that cater to the varying needs of different generations, allowing for a better work-life balance.
• Encourage Open Dialogue: Create forums for open discussions about generational values and expectations, providing a safe space for expressing concerns and ideas.

Conclusion

The understanding of generational differences is essential for functioning effectively in a multi-generational workplace. By recognizing and respecting the distinct interpersonal skills and values of each generation, organizations can foster a more inclusive and collaborative environment. The article by Kelly et al. not only highlights these differences but also emphasizes the importance of implementing strategies to bridge generational gaps, ultimately leading to enhanced employee involvement and productivity.

References

• Kelly, C., Elizabeth, F., Bharat, M., & Jitendra, M. (2016). Generation gaps: Changes in the workplace due to differing generational values. Advances in Management, 9(5), 1-8.
• Twenge, J. M., & Campbell, S. M. (2019). Generational differences in young adults’ personality traits: A meta-analytic review and an examination of the role of parental relationships. Personality and Social Psychology Review, 23(3), 219-228.
• Fry, R. (2020). Millennials are the largest generation in the U.S. labor force. Pew Research Center. Retrieved from www.pewresearch.org
• Sikora, J., & Ferris, G. R. (2020). Age differences in emotional intelligence: A meta-analytic review and future directions. Journal of Organizational Behavior, 41(1), 5-23.
• Boston Consulting Group. (2019). How managers can connect with four generations in the workplace. BCG Henderson Institute. Retrieved from www.bcg.com/publications
• Patel, N. (2018). 4 ways to manage a multigenerational workforce. Forbes. Retrieved from www.forbes.com
• Lehmann, J., & Kauffeld, S. (2018). The role of communication in leadership: A multilevel perspective. Journal of Leadership & Organizational Studies, 25(2), 132-146.
• Rudolph, C. W., & Zacher, H. (2020). Generational differences in the workplace: A review of the literature. Work, Aging and Retirement, 6(2), 105-123.
• Ng, E. S., & Burke, R. J. (2020). The generational workplace: Benefits and challenges. International Journal of Human Resource Management, 31(2), 239-264.
• Brack, J. (2012). Managing Millennials: How to bridge the generation gap. Talent Development, 66(2), 20-23.