(Links to an external site.)Talking About Whose Generation? (Links to an external site.), that organizations in Europe, Canada, and the United States tend to segment their workforce by three generational groups:
The article states that this concept is not accepted in many countries, including India, China, and other countries in Asia, where cultural and historical contexts are different from those in Western countries.
As a leader of a global organization with a nationally and culturally diverse workforce, how would you address generational differences among employees and work teams?
What types of challenges would you expect to encounter, and how would you deal with these challenges appropriately?
Compare and contrast one of the U.S. generations with one from an Asian country. How do the generational concepts differ?
REQUIREMENT: As a reminder, make sure you follow the stated instructions, in addition to keeping your initial thread around 300 words. Utilize the required reading/viewing material within the Interactive Lecture. From your assigned textbook, we are reading Chapter 5, entitled “Gender,” where the focus will be women in the workplace. Chapter 7 will address, “Age,” primarily but not entirely converging on people 40 years and beyond. If quoting from or alluding to a particular author, make sure you provide a proper in-text citation (Author/s, Year of publication, page/s, paragraph number/s, or the section), with a full matching references at the conclusion of your work, in accordance to APA7 formatting. Remember that outside sources are encouraged but must never replace the required material. Therefore, use both in tandem to each other. Now within our discussion this period, our conversation centers on generational differences. As an example, Hole et al. (2010) has offered the following thoughts:
Throughout the West, organizations tend to divide their workforces into three generational groupings: Baby Boomers (born between 1943 and 1964), Generation X (born between 1965 and 1980) and Generation Y (born between 1981 and 2001). Each group tends to have predominant, common traits. For example, Boomers are commonly defined as demonstrating a strong work ethic and expecting hard work to be rewarded; Generation X as tending to favor work-life balance and flexibility; and Generation Y as embracing social technology and diversity. Organizations can bolster their talent management approaches by determining recruitment, retention and development strategies that cater to the various needs of each generation. (p. 86)
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