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Lucianna Easton
Research Identity and Positionality Memo
January 24, 2024
Why am I interested in organizational management of multi-generational workforces?
My interest in this topic is rooted in my personal experience as a millennial employee and
a millennial leader within a healthcare organization. Belonging to the millennial generation, this
group is often characterized by its familiarity with technology, the value for diversity and
inclusion, and a desire for a manageable work-life balance. As a leader with this title as well, my
experience in developing policies and advocating for a team, my personal perspective of having
a multi-generational workforce is pushing the need for further research on what organizations
can do on a larger perspective to understand their employees. Now that millennials are not the
newest generation in the workforce. Generation Z, known as Gen Z, has entered with new
expectations and realities of what they anticipate from employment. Having a large team of
individuals, managing and leading, it was quickly observed the challenges and opportunities that
arise from generational diversity. The expectations that are required from one person to another
varies, and often it is noted that policies and expectations of the organization, cater to an older
generation, causing issues with retention. The shift in such a larger generation gap encompassing
individuals from Baby Boomer, to Gen X, Millennial, and now Gen Z, research supports this
variety requires leaders to revisit philosophy, mission, and values (Mufti et. al., 2021) for
relevance in present day organizational structures. I am particularly interested in exploring how
different generations can learn from each other, collaborate effectively, and influence
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organizational management to cater to all applicable generations to create a positive culture,
increase retention rates, and meet expectations of the present-day employee.
My primary goal is to contribute to a better understanding of how to manage a multi-
generational workforce effectively, primarily focusing on Gen Z employees and certain factors
and variables that impact workplace dynamics. Researching topics that advance academia help to
advance God’s purposes for business on earth. With research one always wants to do what is
right and was a good. Peter 4:10, “Each of you should use whatever gift you have received to
serve others, as a faithful stewards of God’s grace in its various forms” (English Standard
Version, 2001). Variables from organizational development such as growth opportunities,
communication, and support in correlation to Gen Z engagement and longevity have been
reviewed (Dwivedula & Singh, 2020). This research I believe can provide valuable insights for
organizations that seek leverage and strengths of employees to create a more inclusive and
productive work environment. I assume that the research on generational differences of certain
variables would be beneficial to workplace strategies, and these assumptions will help to shape
my research questions and research design. When focusing on collection and research
impetration of personal stories and experiences (Green et. al., 2019), a narrative design would be
most beneficial from a social sciences topic.
The participants in my research, it is assumed they will have diverse experiences and
perspectives based on the identities of their generation. In addition to generational descriptors,
there is the potential for organizational setting to influence experiences and perspectives as well.
The environment offers challenges and opportunities for organizations and leaders to understand
the perspectives, attitudes, and values of certain generations (Lewis & Wescott, 2017). With
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research and the understanding of generational theory, it has shown there is a way to understand
and explain the different as of perceiving the value of work.
As a millennial and a leader, I may have biases towards my own generation and others as
the leader mindset often conflicts with what people of my generation and other generations feel
and stand for in equality at work. What I mean by this statement is policies and organization
expectations I have to reinforce as I leader, I often disagree with but have an expectation to
uphold. It also means I need to advocate for change when I can. I am aware of how my biases
could influence interpretation of data, so I will strive to be aware and mitigate any potential
impact on research. Scripture notes “diligent hands will rule, but laziness ends in forced labor”
(English Standard Version, 2001). Mindfulness and self-regulation and rigor are all important
approaches to remove bias and understanding the overall impact this has.
My intended audience includes organizational leaders, human resource professionals, and
other researchers interested in generational diversity and management. The need is for change
and for organizations to be open to such initiatives. In Romans 12:1-2 “Do not conform to the
pattern of this world, but be transformed by the renewing of your mind. Then you will be able to
test and approve what God’s will is-his good, pleasing and perfect will” (English Standard
Version, 2001). I hope that my research will provide them with valuable insights and practical
strategies for managing a multi-generational workforce that justifies the importance of
organizational adaptation and collaboration efforts with leadership and employees.
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References
Dwivedula, R., & Singh, P. (2020). What motivates Gen Z at work? An empirical analysis.
Journal of Human Resource Management, 23(2), 40-53. https://doi.org/1335-3888
English Standard Version Bible. (2001). ESV Online. https://esv.literalword.com/
Green L., Van Royen, K., & Vermeulen, A. (2019). Narrative research methods, particularly
focused upon digital technology use in everyday life. Spring Publications.
Lewis, L.F., & Wescott, H.D. (2017). Multi-generational workforce: Four Generations United in
Lean. Journal of Business Studies Quarterly, 8(3). Retrieved from
https://www.proquest.com/scholarly-journals/multi-generational-workforce-four-
generations/docview/1880365877/se-2
Mufti, S., Qazi, A.J., Qazi, F.A., & Hussain, Z. (2021). Managing a Multi-Generational
Workforce. Annals of the Romanian Society for Cell Biology, 25(6). Retrieved from
https://www.proquest.com/scholarly-journals/managing-multi-generational-workforce-l
leaders/docview/2584789320/se-2
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