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Wk 2: Multigenerational Workforce: Leadership and Management

Trae Clavo

Trevecca Nazarene University

BUS-8010-O006: Current Topics in Leadership and Management

Dr. Robert Roller

May 29, 2022

Multigenerational Workforce: Leadership and Management

Introduction

The multigenerational workforce has several advantages and disadvantages for today's enterprises. Currently, four generations are operating simultaneously, with some people choosing to work into their late ages. For another decade, three of the four generations, the Baby Boomers, Generation X, and Generation Y (Dotcom Generation), will be able to collaborate (Bushardt et al., 2018). Intergenerational workforce diversity has benefits and cons. However, it can lead to more varied perspectives, which can help businesses make better decisions and boost customer involvement. Any sector seeking to achieve intergenerational comfort, on the other hand, will face many issues because of this coexistence. Conflicts may suffocate the efficiency of even the most modern businesses if they are not prevented. As envisioned, (Bushardt et al., 2018) affirmed that ability to handle a multigenerational workforce is critical to an organization's success. A multigenerational workforce poses challenges that cannot be categorized as a short-term problem solved by a simple transfer of knowledge (Bushardt et al., 2018). On the other hand, these obstacles should be considered a long-term practice that must be considered literally to be a good leader and, as a result, a good organization. Comment by Robert Roller: The name of the authors should not be in parentheses here; it would be if it were at the end of the sentence. So this should be: “Bushardt et al. (2018) affirmed…” Comment by Robert Roller: Poor wording – how can obstacles be a practice? Comment by Robert Roller: At the end of your introduction, you should have a sentence (or two) that clearly states the thesis of your paper and then lets the reader know what the direction of the paper is.

Theoretical Framework

Notably, this literature review will examine this exposition's main theories and definitions. The phrase "generational cohort" will be defined in further detail. There will also be a summary of the many generations. Baby Boomers, Generations X, and Y will be the focus of attention. The various generations' central part and labor values will be examined to determine leadership style and feature preferences (Woods, 2019). Comment by Robert Roller: unclear

Similarly, it is also essential to distinguish between management and leadership. Finally, a summary of leadership theory will be presented, focusing on servant leadership. Because of the limitations imposed by the scope of a master's thesis, the literature study will be limited to the Baby Boomer, X, and Y generations (Woods, 2019). The context and performance levels of the three generations will be discussed in the following paragraphs. Comment by Robert Roller: Why? That not what this paper is about. Comment by Robert Roller: Whose master’s thesis are you talking about? This is a literature review in a doctoral course.

1. Baby Boomers

The Baby Boomers grew up in great welfare states, in contrast to today's welfare states. They went into the workforce with full-time jobs at the same time when the numerous middle positions were rapidly increasing. (Rajput et al., 2019) opined that in recent decades, supplies of relatively inexpensive, locally obtained or imported oil and gas and imports of relatively affordable manufactured products from rapidly industrializing nations have improved their level of living. According to a study (Rajput et al., 2019), this generation is defined by hard work, a sense of having acquired the right to lead, and contempt for authority. Organizing memory, confidence, and a commitment to work long hours are among desirable traits cited by Boomers. Comment by Robert Roller: You are using this term incorrectly. Look up the definition of a “welfare state,” and you will see what I mean. Comment by Robert Roller: Once again, this is not the best way to do this. When the authors name(s) are part of the sentence, they should not be inside the parentheses. So this should be: Rajput et al. (2019) opined… Comment by Robert Roller: Poor wording. It’s not Boomers that are citing these things, it’s others saying that these characteristics are exhibited by Boomers. Comment by Robert Roller: Citation needed.

2. Generation X

Generation X has been characterized as a skeptical, money-oriented generation without a work ethic, unable to pay their levies, and unable to match their parents' economic affluence, the Baby Boomers. Generation X is characterized as liberated, techno-competent (skilled users of various technologies), self-directed, and flexible employees from a more favorable standpoint. Then Generation X is seen as a forerunner, setting the tone, directing, driving, and motivating others to action. They are thought to be hard workers as well as being acknowledged. Additionally, unlike the Baby Boomers, who like to work in groups, the Xers value personal pleasure and prefer to work alone. Individualism is important to them, and they do not need to be led. Comment by Robert Roller: Where are your sources? Comment by Robert Roller: delete Comment by Robert Roller: Where are your sources?

3. Generation Y

Generation Y is the first to be born into a world defined by forces of globalization and participation. People increasingly consider themselves as global community members, considering general qualities such as human and technological opportunities to engage virtually as global members of the public (Galdames & Guihen, 2022). Gen Y is also a change-resistant generation that paved the way for a more open and welcoming society. According to (Galdames & Guihen, 2022). Generation Y prefers to be trained, love the challenge of new opportunities, desire work-life balances, and value being involved in decision-making. Comment by Robert Roller: Incorrect format. I’ll not mark any more of these in this paper. It’s important that you learn to do this correctly. See APA In-text Citation Examples | BibMe and look in the section “Narrative Citations.”

Methodologies

A qualitative research approach was applied in this study. According to (Pralat, 2021), a qualitative heuristic framework draws on the researcher's experience and those of the study participants to arrive at a complete story given through personal documentation. Individual representations and images provided by research participants combine to form a complete picture (Pralat, 2021). According to Pralat, the researcher then produces a qualitative creative synthesis. Due to a goal for a higher level of interpretation and meaning, the qualitative technique was chosen over quantitative inquiry instead of attempting to explain variables. Quantitative approaches are defined by (Beasley, 2017) as research that investigates a social phenomenon or human problem using theoretical testing and statistical metrics. On the other hand, questionnaires were also among the research methods used to collect and analyze data and information from various organizations' workforce and management. To add, interviews were also conducted from current high productive organizations. Comment by Robert Roller: This is not a study, it is a literature review. Comment by Robert Roller: This is not your writing, although it does appear to be paraphrased. This appears to be plagiarism.

Contributions and Recommendations

According to the literature review, with several generations in the employees, leaders ought to find a way to capitalize on generational diversity and create an atmosphere that fosters teamwork and productivity. Notably, leaders that are more aware of the skillfulness sets of each generational group and alter their management style can generate more productive multigenerational employees. The study looked at multigenerational workforces and management in public sector organizations worldwide. A literature review assists the researcher in staying focused on the topic of the study and may prevent it from expanding beyond the study's boundaries. For data collection, semi-structured interviews were used. Semi-structured interview questionnaires did not limit participant responses and allowed for the essential thought and insight into each generational cohort's skill sets. Semi-structured interview questions also aided in determining how leaders might modify their leadership style to establish effective tactics for a more productive multigenerational workforce. Comment by Robert Roller: This is from another study, and is not relevant for your paper. In addition, it appears to have been plagiarized. And there are no citations.

Conclusion

In conclusion, this section establishes the context for this research on multigenerational workforce management. This qualitative interpretative multiple-case research aimed to understand more about the skill sets of each generational group and how supervisors might change their management style. This could aid countries in developing successful techniques for transforming the public sector into a more profitable multigenerational workforce. Exploring multigenerational skill sets and how managers may use them can help leaders engage people, increase communication, and build a more interconnected, inventive, adjustable, and productive organization. Despite the reality that scholars have researched numerous generations in the organization and the role of management in a multigenerational workforce, there is still a research gap in terms of accepting each generation's skill sets and how leaders can accommodate their leadership style to develop suitable approaches for creating a more productive multigenerational workforce in the organizational set up in various countries.

References

Beasley, G. E. (2017). Strategies to improve the productivity of a multigenerational workforce (Doctoral dissertation, Walden University).

Bushardt, S. C., Young, M., & Bari, A. (2018). Transitioning to management: Challenges and opportunities for the millennial generation. Journal of Business Diversity, 18(1).

Galdames, S., & Guihen, L. (2022). Millennials and leadership: a systematic literature review. Total Quality Management & Business Excellence, 33(1-2), 146-162.

Pralat, D. (2021). Organizational Leaders' Perceptions of Multigenerational Learning: A Phenomenological Study (Doctoral dissertation, University of Phoenix). Comment by Robert Roller: Only the first word of the title and subtitle should be capitalized.

Rajput, N., Bhatia, S. P., & Malhotra, B. (2019). Generational diversity: An exploratory study on managing a multigenerational workforce, a sustainable solution. Global Journal of Enterprise Information System, 11(3), 37-43.

Woods, K. (2019). University Students’ Perceptions of Generational Issues in the Workplace. Journal Of Leadership Education, 18(1), 102-115. DOI: 10.12806/v18/i1/r7 Comment by Robert Roller: Only the first word should be capitalized.

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