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Discuss generational differences that affect the workplace-  Technology

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Discuss generational differences that affect the workplace-  Technology

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Young professionals grew up in a high-tech world and have greater familiarity with business technology tools compared to their more mature counterparts. While all age demographics must embrace technology in the professional world to communicate and effectively reach customers, a workforce that contains tech-savvy employees has a definite advantage over companies that employ only mature workers.

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 Discuss generational differences that affect the workplace- Education Equals Respect 

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 Discuss generational differences that affect the workplace- Education Equals Respect 

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Educating multi-generational employees on the attributes of each other increases respect and productivity. When a company is able to mine the strengths of each age group and use that information to teach others, everyone benefits. For example, the work ethic of the older population is well-documented; illustrating this quality to the younger crowd can have a meaningful effect on product quality and customer service. On the other hand, the younger generation's embrace of technological innovation can be used to improve a fearful older employee's skill set.

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Discuss generational differences that affect the workplace- 

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Discuss generational differences that affect the workplace- 

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Mentoring

The practice of multi-generational workplace mentoring offers many advantages. In a mixed-age workforce where companies value knowledge, experience and skill above age, seniority or gender, employees of all ages have the opportunity to teach, share and learn from one another.

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In different types of organizations, workers are to be motivated in different ways, however application of motivational theories will not be varied because it is able to be applied to everyone in the workplace. By using the Maslow's hierachy of needs theory, organization has to satisfy employees' basic necessity before going to the upper stage, it includes physiological needs, satety needs, social needs and esteem needs, before self-actualization is achieved for employees to maximize their effort, those needs must be satisfied one by one first.

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Upon graduation, students  will enter into different types of organizations, we will observe that there are a lot of differences in all organizations compare to university for example you'll meet much older people and having to work with them in the same office, or get into different types of work teams to achieve certain goals. In general organizations, employees need to be motivated by different ways according to their position and the management stype is diverse, therefore we are to find the effects of how generatinal differences is going to affect the workplace, different types of motivation for workers, management workforce diversity and suitable work teams in general organizations.

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Improving diversity consciousness in the organizations are critical to a successful work environment, and it simply means that employees are not only aware of diversity, but employees also embracing it. Many organizations provide special workshops to raise diversity consciousness among current employees, as well as programs for new employees that focus on diversity issues. For example, Organizations provide workshops related about communicate is the transparency and openness are crucial to diversity consciousness, employees can gain awareness of different cultural group and know where their peers come from. This allows them to relate and better understand each other.

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After a diverse set of employees exists within the organizations, employees should be made comfortable with the organization’s culture, and management should express its desire to accommodate their needs.

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Mentoring can improve employees satisfaction and retention, enrich new-employee initiation, make organizations more appealing to recruits, as well as train organizations leaders. Most of the  organizations provide  special mentoring programs to deal with the reality that lower-level female and minority managers have few role models with whom to identify.

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The organization gives the contingent workers an opportunity to become permanent workers. For example, Amazon.com gives an intensive, month-long training and leadership programs prior to their hire. They also give the contingent workers an opportunity to become permanent workers. This gives the workers a sense of security or a feeling of promotion. Other than this, managers in Amazon focus in having a good relationship with its contingent workers.Overall, this will benefit the organization as they will be able to build a pleasant and effective workforce.

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Telecommuting is a method where employees work from home. It is best for those workers who have to take care of the home. Mothers that have other responsibilities such as taking care of the kids can easily be part of these organizations.
Companies like New York Life Insurance Company use job sharing that enables two or more workers to work together. This gives them flexibility of personal and professional work.

Organizations that use telecommuting for their employees get the benefit of of having a bigger and diverse workforce. This also means they will be able to produce more as a company with a bigger workforce. At the same time, employees who are working from home will get satisfaction of being able to work from home. This will benefit the organization itself because having satisfied workers means higher productivity.

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Harevind 0326935
Guo MeiQi 0326616
Yadav Chandni 0326484
Wong Ke Qi 0325782

Module code: HRM30105
Module name: People and Organization
Foundation in Business Section 1

Group Assignment: Imagine that you were working for a big organization upon your graduation. In this new organization, there were several aspects that you have observed from how you were taught in school. Analyze the working environment in this new workplace.

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Motivating low-skilled workers is another task which is not simple. Multinational companies have special programs for such workers. These are called employee recognition programs. These programs give workers an recognition for their work. Also, provision of sincere praise is given to such workers.
Motivating low-skilled workers in an organization can benefit the organization itself. It can create dedicated workforce that are willing to work for the organization.

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 Discuss generational differences that affect the workplace.

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 Discuss generational differences that affect the workplace.

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Stereotypes

the stereotypes of each generation are just they generally play by the rules and are conservative. Baby Boomers were born during 1946 - 1964; they are usually willing to work long hours and like clear goals. Gen-Xers, born after 1965, tend to be independent and value work-life balance. Millennials, the youngest group of workers, aged 35 or younger, are often multitasking techno-geeks who always have a finger on an electronic gadget of some sort. Although stereotypes can be helpful in illustrating the generations, each person is still an individual who can differ considerably from the stereotype.

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 Discuss generational differences that affect the workplace.

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 Discuss generational differences that affect the workplace.

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Communication Styles

Communication styles may vary between the generations, simply because Millennials have tools that didn’t exist for older generations. A Silent worker is much less likely to communicate via text messages because she came to maturity when the telephone was becoming the norm. A Boomer may have a foot in each camp, and will use texting while preferring the telephone. Gen-Xers and Millennials may consider texting the norm, even if they work a few feet away from one another. As you work with people you will begin to identify their preferences – if you’re not sure, ask them. You might be surprised when your older colleague asks you to send her a text -- or the recent college grad in the cubicle next door asks for a face-to-face meeting.

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The generational differences that affect the workplaces starts from the differences from generations that is generation X and the millennial generation also known as generation .     In addition, generation Xers were born between 1965 and 1981. Eighty percent of the 45 million generation Xers are actively participating in the labor force, making them a prominent part of the current labor force. Furthermore,the newest generation and future of the workforce is the Millennial generation. Members of this generation are young, born between 1982 and 2000. Older Millennials are the children of Baby Boomers and younger Millennials are children of Generation Xers.

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Those key characteristics that make workforce diversity include race, gender, age, culture, nationality, religion, language and so on.

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Workforce diversity is the bringing together of a variety of people to one workplace. This workplace would be comprised of people with a wide range of experiences, backgrounds and characteristics  The challenges faced by organizations by clarifying different lifestyles, work style, family needs to adapt to all kinds of people. Management of workforce diversity is important, this is because properly managed it will improve the organization’s creative and innovative. If poorly managed, it may lead to communication difficulties and more interpersonal conflict.

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Non- discriminatory selection means that every individuals should be treated fairly, have justice and equality. Employees will not be selected or be resigned according  gender, race, religion, language or other factors.  Furthermore, organizations have to ensure there's a non-discriminatory selection , so that employees who do not have to fear discrimination are more loyal and productive within the organizations.

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The Web is a global data source. While newspapers and company announcements tend to reach only local markets, online applications are available to the whole world, including promising candidates who may be willing to relocate to your area for the right job. Casting a wide net increases the possibility of finding the right candidate for the position. Openings can easily be advertised and spread on the Internet through job-posting sites, company websites, blogs and social networks.

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In this 21st century, technology is getting more advanced and has seen modern day recruitment methods grow in influence for organizations all over the world. Organizations can use a variety of electronic network to get in touch with the people such as Facebook and Instagram. It is quite common to use the services of social media, organizations can through social media to recruitment. This is because the method is inexpensive and able to find a suitable candidates in a very short period of time. At the same time, organizations use it for everything ranging from news to update their job requirements.

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Nontraditional recruitment are mainly based on online workings. Online recruitment use web base which is a complex system and available at all times and places for communication between recruiters and candidates. All the processes are carried out online using a variety of electronic networks, it is effectively and efficiently. Furthermore, traditional method took a lot of time, this is because posting vacancies in newspaper have to waiting for responses for a week. Unlike online systems, it is quick and fast. However, online systems saves a lot of time, this is due to the job openings are posted instantly, and responses can be received in real time. To increase diversity, organizations are turning to nontraditional recruitment sources such as women’s job networks, over-50 clubs, urban job banks, disabled people’s training centers, ethnic newspapers, and gay rights organizations. This type of outreach should enable the organization to broaden its pool of diverse applicants

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Professional workers are different from non-professional workers, as they are very strong-minded and have full commitment to their field of expertise. For example, Samsung Company gives a chance to their employees to let them take the responsibilities.They usually give challenging jobs so that they get fully involved in finding the solutions. This can give the organization effective workers that are fully interested and involved in the company. At the same time, the organization can enjoy the benefit of having more choices of ideas for the company, therefore, it may increase their chances of success.

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A company is nothing without its employees. Recruitment is one amongs the most important things that a company does. Finding talent in the market is really difficult and companies have to try new methods of recruitment in order to find best possible candidates that suit their organizations. Everyone wants to recruit talent which will develop the organization and take it ahead of its competitors. There have been two different types of methods used for recruitment which are non-traditional recruitment method and traditional recruitment method. Both methods have their own advantages and disadvantages as well as are widely used to find best possible candidates.

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 Discuss generational differences that affect the workplace- Conflict.

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 Discuss generational differences that affect the workplace- Conflict.

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Conflict, is the generational differences that can lead to conflict because of the different perspectives and work styles of each generation. A Silent or Boomer who always works long hours may feel the “younger generation” isn’t committed to the job, because Millennials often prefer to work hard, get the task completed, and then get some downtime before leaping into the next step. To reduce conflict, each must learn to value the accomplishments of the team and focus on the goals rather than the work hours.

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Virtual teams use technology to accomplish their task and contact each other for example by using e-mail, fax or videos. Number of virtual teams have been rising through the past 10 years due to advancement of technology and it is becoming more convenient and cost saving for people to work together from different places. However sometimes it can be lack of trust because there is no face to face interactions and might lead to conflict and misunderstanding.

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Virtual teams usually exist in global organizations where the organizations connects employees from all over the world to work together, members in virtual teams connect through internet or by other technologies and they do not need to be at the same geographic location.

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Members in problem solving teams usually are assigned to solve a specific problem or issue occurred within organizations and are required to solve it with their relevant skills. Problem solving teams are built in a very short period of time to deal with issues that have just arose.

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In organizations when an emergency crisis happens, these teams will be set up immediately to create solutions, or they can meet up for few hours to discuss on how to improve quality, efficiency and working environment.

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Drawbacks like more time consuming can appear since there is no leader or guidelines for team members.

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Self-managed teams in organizations can be more flexible, efficient and have higher productivity.

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A self-directed work team is similar to a skunkworks except that an SDWT is not temporary and is not limited to a single project (Margaret R, 2005).

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Types Of Teams | Reasons For Failure Of Teams | Issues With Self Managed Teams

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Learn more at https://www.casemoreandco.com Are you looking to build a self managed team? In this video I identify the building blocks upon which self-managed teams are built. Do you have any questions that you would like answered? Leave a comment below and you could be featured on my podcast (CEO Power Play - https://www.casemoreandco.com/categor...)

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In self-managed teams, they do not have a manager or someone in charge of the work they do. This creates a better job satisfaction and self-esteem for employees because they have more power and ownership of their job within the organization.

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In some organizations cross-functional teams can be formed to set up a new promotion for a short period of time.

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Functional and cross functional teams in organizations.

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Functional and cross functional teams in organizations.

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Cross functional teams in organizations are usually temporary because people only perform on their special skills within the work team and after achieving the goal they will be dismissed and may form into other work teams depending on their skills. It might take longer time to develop cohesion compared to other types of work teams because they all come from different departments of the organization however once they are able to adapt and find their common ground they can produce very productive work due to their diversity of experience, skills and knowledge.

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Cross functional teams usually consist of people coming from different department each, meaning that they have different skills and knowledge to work on the specific goal in the organization.

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In large organizations sometimes the team will be lack of special skilled employee because they all come from the same department therefore they are only suitable to accomplish certain task together over a long period of time with lesser diversity of job for example accountants or IT departments working together.

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Difference between functional and cross-functional teams

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Difference between functional and cross-functional teams

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Functional teams are suitable for people working in the same departments in the organizations, they have the common job experiences, knowledge and skills to provide the same type of work and achieve the same goals together. Cross-functional teams are suitable for a short time work, since they are from different departments with their diversity of skills and knowledge they can provide something unique together and achieve a unique goal.

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Functional team is one of the examples of permanent team where the members are usually from the same department of the organization and they have a manager who has responsibility on their job and someone who supervises the other team members.