Management
Management Assignment
1. Yes, generational differences exist. This can be analyzed from the fact that the new generation occupies more senior level positions in the organizations as compared to the old ones, because they are more familiar of the latest technology, electronic gadgetry, and advanced knowledge that help them to work more efficiently and smartly for the organization. So, the baby boomers born between the years 1946 to 1950 will be able to occupy more top positions in the organizations as compared to the veterans born between the years 1920-1945. Generation Xers born between the years 1966 -1980 will be more advanced technologically, so their chances of occupying higher management position are more as compared to the baby boomers.
2. There are significant differences between the generations, for example the Generation Xers and Boomers differ on the basis of caring, honesty, ambition, and determination. There is no-work life balance in the lives of baby boomers, while work-life balance exist in the lives of the generation Xers. The boomers pay importance to group discussion and also value the team work, but the Generation Xers prefer work autonomy and want to work independently. The boomers consider work in the light of process-oriented perspective, while the generation Xers considers work from the action-oriented perspective. Similarly, if veterans and baby boomers are considered, then the baby boomers do not have any commitment towards the organization, they pay attention to the status symbols and titles, while Veterans are committed towards achieving the goal of organization. Moreover, the difference can be explained by taking baby boomers and generation Yers into consideration. The baby boomers are work alcoholic and they like to work in the form of teams, but generation Yers prefer fun in work, and they prefer independence and autonomy in their work.
3. The generation differences exist between the three groups of baby boomers. The three groups of baby boomers are early boomers born from 1946-1950, Mid-Boomers born from 1951-1960, and Late-Boomers born from 1961-1965. The differences exist because of the fact that with the passage of time several changes occurred in economic, political, and social conditions. Several advancements were made with the passage of time, so according to the changes the generations have also modified themselves, so those born later were more equipped with the latest tools and techniques as compared to those born before. For example if we consider conditions of early boomers generation then during 1946-1950, there were a few elementary schools at that time, but due to advancements the late boomers enjoyed the facility of the secondary schools and several other youth-related organizations. However, the baby boomers can be combined into one group on the basis of the characteristics, such as work-alcoholism, and team orientation etc, because baby boomers are usually considered as those born between 1946-1964, so people born during that period almost all comprise of same characteristics and working trends.
4. The differences exist in generational work values across gender, language, and other demographic variables. This can be analyzed from the fact that generation Xers and generation Yers prefer extrinsic work values as compared to the Baby Boomers. Moreover, gender also effects the work values in a way that women give importance to the intrinsic aspects as compared to men. If the preferences of generation Yers are considered then there is no significant difference between the genders, they give importance to job, work interactions, and work relationships (Cheu, and Teo). But, this is not the case in generation Xers, as the graduate workforce that entered the job market has displayed variation between the genders. The female graduates of generation Xers has, however, given less importance to the long term objectives of career, and less focus on advancements.
References
Chew , Irene, and Albert Teo. "Job attribute preferences: The effect of gender in job choice of undergraduates." Women In Management Review. 8.5 (1993): 15. Print.
