Analysis Of Managing Multi-Generational Diversity For Competitive Success

In the paper “Managing Multi -Generational Diversity for Competitive Success” the author has talked about various traits of four generations, hr policies and benefits which fits these generations and their leadership traits. Traditionalists are born between 1922–1945 Ages 63–86 and consists of 8% of the total workforce . They are hard- working, stable, loyal, thorough, de- tail-oriented, focused, emotional maturity. They are fair, consistent, clear, direct, respectful as leaders. The next generation is baby boomers who are born between1946–1964 (Ages 44–62.) They consists of 44% of the total workforce. They have team perspective, dedicated, experi- enced, knowledgeable, service-oriented. As leaders they treat everyone as equals, are warm
Talent retention can be improved through different approaches to communicating and rewarding employees, using high-tech tools and employing a more high-touch approach where the manager- employee relationship is focused on more personalized rewards. By devel- oping more unified and compassionate workplace cultures, organizations will be more attractive to people of all generations. Some of the key strategies that today’s organisations should adopt to include employees across all generations are collaborative decision-making, training managers on generational issues , team building activites , creating mentoring programs and succession planning programs where older employees can help milennials to climb up the organizational ladder. Some of the hr policies which should be devised for all the employees include work life benefits such as flexi-time hours, telecommuting, family leave, work/life balance policies, allowance for religious holidays, rewards and programs ,dependent care, elder care, EAPs, wellness programs, professional development, mentorships, temporary work assignments, job sharing, succession planning, formal leadership development programs and temporary work
Recognize the unique qualities and characteristics of Boomers as they like to feel unique and different from their co-workers because of their seniority. Organisations should provide them with resources and involve them in the decision making. They feel important when you include them in the decision-making process.Public appreciation should be made of their strong work ethic, willingness to work long hours, and desire to prove themselves. Continual feedback is important as they are facing the challenge of working in a changing workforce. Freedom from traditional management practices. Give them the elbow room to be creative in the way in which they accomplish tasks and goals. Generation X seek more creativity, freedom and learning opportunities at workplace. They are more concerned with the personal advancement. Allow them the opportunity to make choices to use their resources and creativity .Make them feel empowered by engaging multiple projects which will also enhance their skills. Give them autonomy to take their decisions. Generation Y focuses more on empowerment and risk taking. They want to be guided .Coach them directly and know they will get the point quickly. Organisations should use technology as a medium to