Unit III Article Review For This Assignment Read The Article

Unit Iii Article Reviewfor This Assignment Read The Article Indicated

Unit III Article Reviewfor This Assignment Read The Article Indicated

Unit III Article Review For this assignment, read the article indicated below 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. Also, this 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. In order to access the resource below, you must first log into the myCSU Student Portal and access the ABI/INFORM COLLECTION database within the CSU Online Library. 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. Note: The birth year range for Baby Boomers in the article differs from the range found in the textbook (p. 41) and the generally accepted range of . 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 three pages, not including the title and reference pages. The following are questions and directives to be used in completing the review: 1. What is the author’s main point? 2. Who is the author’s intended audience? 3. 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 instruction

The article “Generation gaps: Changes in the workplace due to differing generational values” by Kelly et al. (2016) offers a comprehensive examination of how varying generational perspectives influence workplace dynamics and interpersonal interactions. The primary aim of the article is to elucidate how differences in values, communication styles, and attitudes among generations—namely Baby Boomers, Generation X, Millennials, and Generation Z—impact employee engagement, collaboration, and organizational effectiveness. The authors emphasize that understanding these differences is essential for developing effective management strategies and fostering a harmonious, productive work environment.

The intended audience of this article includes organizational leaders, human resource professionals, managers, and scholars interested in workforce development and generational studies. The insights provided are aimed at enhancing managerial competence in multi-generational settings, thereby improving employee relations and organizational outcomes. The article underscores the importance of customized interpersonal skills tailored to meet the diverse expectations and communication preferences of each generation.

One of the core discussions in the article pertains to the differences in interpersonal skills among the generations, which influence how individuals communicate, collaborate, and resolve conflicts. For instance, Baby Boomers tend to value face-to-face communication and personal relationships, whereas Millennials and Generation Z are more accustomed to digital communication, often favoring instant messages and social media platforms. Meanwhile, Generation X is characterized by a balance between traditional and digital communication, often serving as mediators between older and younger employees.

Overcoming these disparities requires targeted strategies to enhance interpersonal skills across generational lines. The authors suggest that organizations should promote cross-generational mentoring, where employees can learn from each other’s strengths and preferences. Training programs focused on communication styles, emotional intelligence, and conflict resolution can also bridge gaps by fostering mutual understanding and respect. For example, encouraging older employees to adapt to digital communication tools and teaching younger employees the importance of personal relationships can lead to more cohesive teamwork.

Furthermore, the article discusses the importance of emotional intelligence in managing generational differences, as it enables individuals to recognize and respect diverse perspectives and adapt their interpersonal approaches accordingly. Building awareness of inherent biases and stereotypes associated with each generation is vital in preventing miscommunications and fostering inclusive environments.

In conclusion, Kelly et al. (2016) highlight that recognizing and managing the generational differences in workplace values and interpersonal skills is crucial for organizational success. Leaders who develop tailored communication strategies and promote an environment of continual learning and adaptation can facilitate better employee engagement, satisfaction, and productivity. Effective management of these differences not only improves interpersonal relations but also enhances organizational resilience in an increasingly diverse workforce.

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.