Generational diversity challenges
The increasing level of globalization has necessitated organizations to develop ways of improving individuals’ interactions across a diversity of cultures. The modern business environment is no longer insular, and organizations must design mechanisms of incorporating individuals from diverse cultural background to improve among other things their understanding and ability to respond effectively to the changing needs of international customers. Additionally, the business environment has become increasingly competitive in the contemporary global framework. As such, organizations must become diversified to enhance their competitiveness. However, the management of diversity entails various challenges. Generational diversity entails the understanding, acknowledgment, and acceptance of differences existing among people on the basis of age (Green et al., 2016).
One of the challenges associated with the management of generational diversity is the development of mechanisms for combating age -based discrimination. Managers are sometimes challenged by the frequent loss productivity of their organizations due to low productivity of personnel as a result of age discrimination. Additionally, different individuals tend to develop negative attitudes toward work due to their low positions in the organizations as a result of age. This can adversely affect working relations and productivity.
Effective communications are essential for the efficiency of the management of business organizations. Communication among employees and other stakeholders with different ages tend to be difficult since age affects how people pass information, particularly the flow of information between seniors and juniors (Green et al., 2016). Poor internal communication constitutes a fundamental barrier to implementation of the organizational goals. Each in the organization would wish to be identified with the organization. However, individuals at higher ages tend to compromise the development of a sense of identity by juniors. This influences the ability of the management to get constructive feedback from different individuals and hampers the development of collective ownership of the organization (Green et al., 2016). Diverse labor force reflects how the marketplace and the world have changed. An effective management of individuals from diverse generation adds significant value to the organizations. However, it has various challenges that organizations should strive to overcome.
Generation X and their communication style
Generation X (Gen X) includes individuals born after baby boomers. These are the people who were born from mid 1960s to early 1980s and are often viewed as directionless and disaffected. This generation has grown up without social media, cell phones, and World Wide Web. In a research report, generation X has been defined as individuals born within the birth range between 1961 and 1981(Miller, 2011). Generation X and other generations such millennial and generation Y have grown up totally different communication era. During the era of generation X, personal computers and pagers were the most advanced communication devices (Miller, 2011). As such, these people have entered the work force into personal space and they feel threatened and uncomfortable when approached by others particularly the digital era. These people are usually driven by position and money in their career and they prefer traditional means of reaching top in the hierarchy.
Additionally, generation X feel as everybody is equal to them and can challenge them. They often like communicating directly. Mostly, they like making conversations immediately an event takes place and they feel that such conversations are relevant than having to wait for too long. Since these individuals are less exposed to modern methods of communication such as writing of emails, they like making personal communication and hearing the feedback. However, as much as generation X values feedback, they highly appreciate their autonomy (Miller, 2011). Therefore, those who wish to make conversation with them know exactly what they expect. They like making discussion centered mostly on personal lives.
References
Green, K., López, M., Wysocki, A., Kepner, K., Farnsworth, D., & Clark, J. L. (2016). Diversity in the workplace: Benefits, challenges, and the required managerial tools 1. . Retrieved August 6, 2016 from http://edis.ifas.ufl.edu/pdffiles/hr/hr02200.pdf
Miller, J. (2011). The Generation X Report: Active, Balanced, and Happy. Longitudinal Study of American Youth – University Of Michigan. Retrieved Aughust9, 2016.
