...TRIDENT UNIVERSITY Module 1 Case Assignment MGT 501: Management and Organizational Behavior Dr. August 17, 2011 ABSTRACT Has anyone ever really been satisfied with their chosen job, career choice, and an anticipated promotion or being bored with certain levels of achievement? It is difficult dealing with employee’s attitude and wondering if he or she is or is not satisfied on the job and also wondering if his or her level of motivation toward success is being achieved to produce at the level the company needs to succeed. These areas are studied in what is called the three gaps between HR practice and the scientific research in the area of employee attitudes in general and the most focal is employee attitude in particular what promotes job satisfaction. I will attempt to explain the three gaps described in HR practices according to the article by Lise M. Saari titled “Employee Attitudes and Job Satisfaction” are the causes of employee’s attitudes, the results of positive or negative job satisfaction, and how to measure and influence employee attitudes. This paper will also explain how and to which extent research on job satisfaction resolves each of the three gaps, and I will use at least two examples to show where do the gaps still exist and how future research on job satisfaction can help to close these gaps? GAP ONE: ATTITUDES The dispositional influence correlates to Maslow’s theory of an individual needs. Other than the principles needs of a human...
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...corner business to the fortune 500 company, and is one of the most important challenges facing companies today. This mix of diverse personalities, gender, race, experience, and culture is what makes a team successful. This is an example of a heterogeneous team. On the other hand, a team with the same make-up, or homogeneous, has limitations on creativity, viewpoints and ideas. This paper will look at cultural diversity and demographic characteristics, specifically age, gender, expertise/ experience and how each plays an integral part in the construction of a high performance team. Cultural diversity is an essential piece of the team-building puzzle. As stated earlier, a heterogeneous team usually equals a successful team. A culturally diverse team brings the obvious cultural differences in language, dress and traditions to the table. In addition, less tangible characteristic such as moral values are equally, if not more important. These different methodologies and teachings help influence the team's direction. Persons of Western culture will have a different set of beliefs and methodologies from those of Middle Eastern or Eastern ethnicity. When team members take the time to learn and understand each culture's moral value, the result is a strong team foundation. High performance teams take and incorporate these cultural differences and use these different beliefs and values to attain the team goal. Demographic diversity is necessary for a team to be successful. A high performance...
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...Research problem/question………………………………………………….. 2.4 Aims and objectives…………………………………………………………... 2.0 Method……………………………………………………………………………... 2.1 Methodological considerations and assumptions…………………………… 2.2 Sample considerations………………………………………………………… 2.3 Data collection and framework, and analytical considerations…………… 3.0 Ethical consideration……………………………………………………………… 4.0 Analysis……………………………………………………………………………. 5.5 Data cleaning and coding…………………………………………………….. 5.6 Descriptives…………………………………………………………………………... 5.7 Exploring the Data (t-Tests)………………………………………………………… 5.8 Correlation…………………………………………………………………………… 5.9 Multiple regression…………………………………………………………… 5.10.1 Gender………………………………………………………………………. 5.10.2 Generational cohort………………………………………………………… 5.10.3 Relationship status………………………………………………………….. 5.10.4 Social Desirability…………………………………………………………... 5.0 Findings and Recommendations…………………………………………………. 6.10 Interpretation of the data …………………………………………………… 6.11 What this means for managers and for the next stage of the research…… 6.0 Limitations………………………………………………………………………… 7.0 References…………………………………………………………………………. 8.0 Appendices……………………………………………………………………….... 9.12 Three completed surveys……………………………………………………. 9.13 Any other relevant information……………………………………………. Abstract 1.0 Introduction and Background 1.1 Importance of the research Consumer spending is expected...
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...Treasure Trove of the Aging Workforce Abstract The purpose of this paper is to analyze the diverse workforce with a focus on age diversity. The factors include challenges that can occur in an organization, how to overcome these challenges and benefits of a diverse workplace. This paper is organized by answering three questions around age diversity. The answers consist of various literature reviews and personal insight. Treasure Trove of the Aging Workforce It was once known that the retirement age was 65. That is no longer the case. Employees are no longer retiring, mostly due to the outlaw of mandatory retirement. In addition to not having retirement regulated, people are healthier today due to medical science so they can work longer. With the aging workforce occurring there can be challenges that need to be overcome in order to effectively run an organization in todays world. Aging Diversity What changes in employment relationships are likely to occur as the population ages? Researchers suggest employers have mixed feeling about the aging workforce, however many can be positive. Positive changes in employment relationships that likely will occur can be the increase in work experience, job satisfaction, a strong work ethic, commitment to employer, and to quality of work. Pearson and Judge (2015) state, “ They bring to the job a higher skill level earned through years of experience, remember the organization’s history and know the aging customer base.” However...
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...workforce. The organisation being considered is a small accounting company (‘The Company’) located in Zimbabwe, South Africa. Due to its ‘multiplicity of traditions and skin tones’ (Brand South Africa 2011), South Africa has been portrayed as a ‘Rainbow Nation’ since the end of the Apartheid era. When diversity is not managed and monitored carefully, differences can lead to highly counter-productive communication dilemmas. Two fundamental aspects of diversity will be discussed: Firstly, cultural differences are common throughout The Company and have proven to be an issue of emotional and economic importance. Five of Hofstede’s (1994) dimensions of culture can be used to explain the reluctance of employees from different countries to effortlessly integrate their personalities and ideas within The Company. Power distance, individualism, uncertainty avoidance, masculinity and long-term orientation will be analysed in terms of their affect on interpersonal communication between culturally diverse employees. Secondly, another feature of diversification within The Company is the range of conflicting generational profiles. A generational gap that has formed between employees and managers within the organisation is a further source of interpersonal communication issues that hinder organisational efficiency. This reflective essay will analyse my personal...
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...There are issues with different races and gender, but one that does not seem as talked about is the difference in age. What many do not realize is that assuming all ages work the same way can be detrimental for not only the manager but the worker and company as well. When different age groups are combined to work, without proper accommodation, intergenerational conflict will occur. This is why understanding the different generations, including their values, attitudes and beliefs is important so that this conflict can be avoided. Once the different generations are understood, there are a few things a manager can do to ensure that their team will be able to work effectively. A Diverse Workplace; Creating Effective Cross-Generational Work Teams Generation gaps within the workplace are common and can create serious problems. According to Gregg Hammill, “This is the first time in American history that we have had four different generations working side-by-side in the workplace”. To create an effective cross generational work team, one must first understand the conflict that occurs and why when they are all put together without accommodation. After that, it is important to separately analyze each generation and their values, beliefs, and how they work. It is at that point, that a manager can effectively put together a cross generational team together by understanding and accommodating for each generation. Differences in Generations As with any situation, when...
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...including the significance it can have on patients receiving nursing care, problems with the low minority population in nursing, and a summary of the generational aspect of diversity in nursing. Importance of Diversity in the Workplace Across the nation, as the diversity of the population persistently expands, it is paramount the nursing workforce mirrors this evolvement to “effectively meet patient care needs and ensure cultural competency” (Mason, Leavitt, & Chaffee, 2014, p. 378). One important reason for nurses to study the effect of diversity is to improve the community and help promote the need for social change. There is a connection between the absence of variation in the workplace and health inconsistencies. If more nurses were to work with the indigent and minority populations, this “improves access among underrepresented groups” and would help with the discrepancy in health care (Huston, 2014, p. 137). Competent transcultural nursing care impacts the quality of care a patient receives by understanding the client’s needs holistically. Clark (2014) states that humility or the ability to learn from others and having an open mind is needed to impact a diverse population. Influence of Diversity on Nursing Care Diversity can affect nursing care in many ways, such as the amount of minorities in the workplace, the age or gender of the nurses, or the location in the country. In order to deliver competent cross-cultural care to patients, nurses must be sensitive to beliefs and...
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...Generational differences in work values: A study of hospitality management. Evgeny Strokov Glion Institute of Higher Education, Switzerland Success Strategies for the Hospitality and Service Industries (MGMT - M900 - 201360 - 1) Wednesday, 12 June 2013 Word Count: 1519 ------------------------------------------------- ------------------------------------------------- Statement of Authorship ------------------------------------------------- ------------------------------------------------- I certify that this assignment is my own work and contains no material which has been accepted for the award of any degree or diploma in any institute, college or university. Moreover, to the best of my knowledge and belief, it contains no material previously published or written by another person, except where due reference is made in the text of the work. I also understand that under no circumstances should any part of this assignment be published, including on the internet, or publicly displayed without receiving written permission from the University. ------------------------------------------------- ------------------------------------------------- Signed ------------------------------------------------- ------------------------------------------------- Student number E00032823 Name: Evgeny Strokov ------------------------------------------------- * Generational differences in work values This essay is based on the extensive...
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...Diversity in Nursing In this paper, I will summarize what I have learned about diversity in nursing and the effect that diversity has on the nursing community as well as the impact it has on the public related to health disparities. Diversity comes in many forms such as age, gender, socioeconomic status, culture, and ethnicity. The purpose of this paper is to discover the importance of diversity in the nursing profession. Importance of Diversity in the Workplace The lack of diversity in the healthcare setting could be linked to health disparities. Health disparities are gaps in the quality of health and health care that mirror differences in socioeconomic status, racial and ethnic background and education level (Minority Health, n.d.). Baldwin states, “A lack of minority health care providers has a trickle down effect on the health care of ethnic and racial minorities (2003).” These groups are already at risk for increased morbidity and mortality rates. They have less access to proper health care and are a greater risk for declining health due to the small number of minority health care providers (Baldwin, 2003). Efforts have been made to recruit and retain minorities into the nursing profession however they have not been very successful. According to Huston, recruiting underrepresented groups has been difficult for many reasons. One of which could be that minorities receive inadequate preparatory education leading to poor reading, writing and critical thinking...
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...The article attempts to explore the work values in the hospitality context and analyze them further through the lens of generational differences on a multi dimensional level. What makes this research unique is the scope, which covers all 3 aspects: multiple dimensions of work values, importance of these work values to people across 3 generations and a focus on Hospitality industry. The author’s approach is to find and shortlist research done on identification of work values, dimensions or factors under which they exist and the importance given to them based on the age of individuals (generation aspect). Post selection of a suitable research covering these criteria, the author attempts to apply these on a sample size from the Hospitality Industry to understand and report the relevance and findings. The sole reason of attempting this study is to analytically approach the challenges faced by human resources in managing a work force that is diverse and consists of different social & demographic profiles. The author believes that understanding of this would lead to better recruitment and retention strategies of managerial workforce in the hospitality industry. Short listing of available research: a) Research on Work Values: Many studies have been conducted on identifying work values in an institution, (Elizur, 1984; Hofstede, 1980; Mok et al., 1998; Pryor, 1987; Rokeach, 1973; Sagie et al., 1996; Super, 1970, 1973; White, 2005; Zytowski, 1970, 1994). Of these, the author chose...
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...Generational Comparisons and Contrasts Chart by, Anne K. Robey-Graham, Ed.D. Birth dates Size (in 2005) Defining ideas Style Childrearing Significant goal Boomers 1948 – 1961 ~78 million Individuality Self-absorbed Permissive child Personal growth Gen X’ers 1962 – 1979 ~46 million Cynicism Entrepreneur Private child Self-reliance Millennials 1980 – 1999 ~70 million Entitlement Confident achiever Pampered child Being happy and safe Generational attitudes that may surface in multigenerational classrooms: Boomers Gen X’ers Millennials Generational experience brought into the classroom: Academic K-12 Overcrowded Smaller classrooms; Self-esteem curriculum; experiences classrooms; had to introduction of new focus on standardized test compete to be heard; technologies; more scores; entitled to good worked in groups individual focus and grades; want to feel special; creative projects everyone gets rewards Experience with Strong nuclear family; High rates of divorce; Believe key to happiness is family in many families “latchkey kids” came in close family relationships, mother was home; home from school alone although 50% came from played with because both parents divorced families; close neighborhood children; worked or lived in single relationships to their parents, when teens rebelled parent family; step viewed as “partners”; Soccer against parents and families and living in two Moms; highly structured social structures places; spent more time activities such as sports, alone than...
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...Generational Differences in the Workplace Composition II—Eng 102 Generational Differences in the Workplace The workplace of today involves interactions among people from four different generations often causing much conflict for leaders and organizations. Each generation represented has its own set of different values and beliefs. These differences can easily lead to conflicting barriers within the workplace. This can pose a significant problem for those in leadership. In order to combat this issue, leaders and organizations can effectively deal with these issues by offering different programs such as executive mentoring, town hall meetings, and leadership seminars for those in leadership. The workplace of today is composed of the intermingling of four different generations all working together towards a common goal. This combination of interactions can often cause much conflict for leaders and create challenges for organizations. Warner and Sandberg (2010) states, “people from different generations and age groups have rather different attitudes, values, beliefs and motivations from one another. These differences can easily lead to misunderstanding, miscommunication and even outright conflict in the workplace.” This can ultimately lead to a loss of productivity amongst fellow employees. The key to success for any leader or organization is learning to effectively deal with these challenges. Leaders and organizations must understand these...
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...Generational Influences on Learning Myra R. Nickles Webster University Generational Influences on Learning Overview/Summary of Article written by Sandra Gibson: E N H A N C I N G: Intergenerational Communication in the Classroom: Recommendations for Successful Teacher-Student Relationships and article written by Lynn Lancaster and David Stillman: From World War I to the World Wide Web: traditionalists, baby boomers, generation Xers and Millennials at work. The article written by Lynn Lancaster and David Stillman: “From World War I to the World Wide Web: traditionalists, baby boomers, generation Xers and millennials at work” is an excerpt from a book written by Lancaster and Stillman entitled , “When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work.” This article discusses four separate distinct generations that make up the modern day workforce. The Traditionalists or individuals born between 1900 and 1945 make up approximately seventy-five million people. The largest population ever born in this country, the Baby Boomers, born between 1946-1964, total approximately eighty million. The smallest numbered group of approximately forty-six million, the Generation Xers, were born between 1965-1980, and the Millennials, born between 1981-1999, make up of approximately seventy-six million. Lancaster and Stillman, (2003). Sandra Gibson in her article, “E N H A N C I N G: Intergenerational Communication in the Classroom: Recommendations...
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...Ambition, Altruism, Affiliation and Anxiety in the workplace: A review of generational differences in work attitudes. Madeleine Fogarty Melbourne University Abstract Popular books and articles claim that there are significant differences between the generations in attitudes to work. However, there are relatively few empirical studies that support this claim. This review examines the reasons for the dearth of empirical work, reports on the US and Australasian findings published in the past decade, and suggests a taxonomy of ambition, altruism, affiliation and anxiety to synthesise the diversity of previous research and reach a coherent conclusion: all are on the rise for Gen Y. Directions for future research and recommendations for organisations are discussed. News articles regularly demand that we pay attention to the different needs of the next generation and their attitudes towards work. Last week the Sydney Morning Herald claimed that “Generation Y . . . has high expectations of their employers, seek out new challenges, are not afraid to question authority, value teamwork, seek the affirmation of others, crave attention and want to be included and involved” (Zavos, 2010). Other stereotypes of Gen Y, including Myers & Sadaghiani (2010), pitch them as self-centred, unmotivated, disrespectful and disloyal. There have been many articles and books in “popular literature” that describe differences between the generations, including Strauss & Howe (1991), Howe, Strauss...
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...nursing workforce to care appropriately for patients. The purpose of this paper is to examine diversity in the workplace, its importance to nursing as a profession and its impact on the delivery of culturally competent nursing care. Importance of Diversity in the Workplace Huston (2014) reveals that age, gender, customs, religion, physical size, physical and mental capabilities, beliefs, culture, ethnicity, and skin color are all forms of diversity. Despite the shift in demography of today’s society, which reflects an increasingly culturally diverse population (Phillips and Malone, 2014), the majority of nurses in the workforce are white, middle-aged females (Mattson, 2009). Making the nursing workplace more heterogeneous, diverse and representative of the population (Phillips and Malone, 2014), helps to promote quality of care and decrease disparities in healthcare (Huston, 2014). Maier-Lorentz (2008) adds that diversity in the workplace fosters cultural competency, which is vital to the provision of holistic and optimal care to this diverse patient population. Summary of One Aspect of Diversity One aspect of Diversity in the workplace is Generational diversity. With the current aging nursing population averaging forty-years of age (Mason, Leavitt and Chaffee, 2014), the current nursing workforce is comprised of nurses from four different categorized generations that work together (Hendricks and Cope, 2013). The four generations (grouped according to their birth...
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