...Negative impacts of generational differences in the workplace of China The past decades have witnessed a dramatic transformation in China. With the development of modern society, the generational differences are becoming growingly deep and complex. Although it is normal that people have diverse personalities and lifestyles, the disparity between generations is quite evident. Working age Chinese fell into two main generations, “a generation being defined as an identifiable group that shares birth years, age, location, and significant life events at critical developmental stages”(Kupperschmidt, 2000, p.65), divided by the year when the reform and opening up was implemented. As an increasing number of young people have graduated from schools and start their careers, concern about the generational difference in the workplace is raised. Since different generation internally share different value and culture, communication problems and interpersonal conflict are almost inevitable, which may result in negative impact in workplace, like inefficiency and low productivity. In this essay, the causes and effects of these problems will be examined before continuing suggesting solutions. The essay will then be concluded by presenting personal opinion on this topic. The first and perhaps most common problem emerges from generational differences in the workplace is communication difficulty. The young generation and old generation both have their unique languages due to different culture background...
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...ABSTRACT This paper looks at the challenges of intergenerational as well as intercultural communication. It will examine where these challenges come from and how best to overcome them for effective workplace communication. Effective Communication Communicating Across Generational and Cultural Lines With people working later in their lives, there are more generations in any given workplace than ever before. The topic of intergenerational communication has moved to the forefront as it carries its own unique challenges and rewards. The International Encyclopedia of Communication refers to intergenerational communication as applying “to interactions involving individuals who are from different age cohorts or age groups” (Intergenerational Communication). Simply put, intergenerational communication means the way in which we communicate between different generations in the workplace. Currently there are four potential generations in the workplace. Each has their own unique set of values and way of working. Rieva Lesonsky defines each generation in her article Managing Different Generations in the Workplace: 1) Traditionalists – Born between 1922 and 1942 “These are the traditionalists, valuing hard work and commitment, loyalty to a cause and a company. "Whatever it takes" can be heard as their motto, and they will do just that to get a job done. However, Builders like things to be the way they've always been; what worked for them will work for others. They are...
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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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...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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...“Where can I find the Murval tote bags and pumpkin spice potpourri?” It’s a question not often asked of a 17 year old male and, certainly, one I never thought I would be asked. That is, until I became a member of the green apron-wearing sales team at Sample House & Candle Shop, a local gift shop in my hometown. Offering soothing music and aromas that change with the seasons, we sell a potpourri of potpourri; everything from scented candles and soaps to fudgy-brownie mix in a jar and quirky cocktail napkins with quotes that our customers, typically women who could be my mother or grandmother, find laugh-out-loud funny. Similarly, my coworkers are all women. At first, given our obvious gender and generational differences, there was...
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...Generational Conflict in the Workplace Tara Scott University of North Alabama MG-340 July 20, 2015 I declare and affirm that the work submitted herein is my own work product from my own labor, efforts, and endeavors, and that I did not receive seek, receive, offer, or accept unauthorized aid or assistance or use of the work product of another, unless otherwise so stated fully and completely herein. The workplace can be filled with many conflicts and negotiation situations daily. One of these types of situations occurs due to the fact that there are four generations present for the first time in America’s History. Generational differences can affect many aspects at work. In order to be able to work in such a diversified environment, management needs to identify the most effective methods for identifying potential conflicts and the best practice for resolution of the conflict. In order to grasp the most accurate and respectable feedback for each generation, a little background on each of the four generations characteristics is needed. The first generation, the traditionalist (born prior to 1946), are typically either retired or at retirement age but choose to continue working for various reasons. Traditionalist, also known as veterans or the silent generation, are typically hard working and loyal but are technologically challenged in most areas. Veterans tend to prefer class room style education and face-to-face contact for communication. They have been raised to...
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...Generational Differences in Video Games The evolution of video games has seen a dramatic transformation over the course of the past few decades. When comparing Pong to Halo, or the Atari 2600 console to an Xbox, major differences are apparent. Advances in technology have resulted in changes to graphics and controllers, in addition to communication between characters and players. Generation X (those born between 1956-1976) experienced games with simple cursors that moved on screens to accomplish objectives. One of the earliest video games that exhibits this characteristic is the arcade classic Pong. Created in 1972, Pong is a tennis sport game that features two-dimensional graphics. Generation Y (those born between 1977-1994) grew up with more evolved consoles that kept practicality in mind. The Gameboy was the first handheld console to hit the market and was created in 1989 by Nintendo. This product revolutionized the industry by being the first console to allow for gaming on the go. Players no longer had to visit an arcade to get their gaming fix, effectively broadening the market by making it more accessible to a wider audience. While Generation X witnessed the creation of the first video game console (the Magnavox Odyssey, Atari 2600 and Nintendo Color), generation Y (also referred to among techies as the 6th generation era) released devices such as the Sega Dreamcast, Sony PlayStation 3, Nintendo GameCube, Nintendo Wii, and Microsoft Xbox. Graphics characteristic of...
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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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...I found the reading Generation Matters to be in line with many other articles I have read about generational differences and believe these characteristics truly play out in organizations all over the world. It is apparent to me that generation plays a large part in the way leaders communicate, along with the skills and values they possess and willingness to accept change. In my current position I work with all the generations, although, Baby Boomers and Generation Xers are the most prominent. Healthcare is a currently a changing business model and getting some of the Baby Boomer leaders to embrace components of a Millennial; to be an early adopter, embrace technology, and trying new communication styles to move the organizational goals...
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... and the weighted value is the product of numerical and # of people. The sum of weighted value is provided after Total, and the AVERAGE is obtained by dividing 117 with the number of count. Statement Numerical # of people Weighted Value 1 3 27 81 73 Count 2 2 12 24 3 1 12 12 4 0 22 0 AVERAGE Total 117 1.602739726 1. You need to compare the responses for the three different targets. The best way to compare groups of responses is to calculate the average for your class’s data for each of the targets, and then compare the averages between the three different targets. You do not need to calculate statistical tests, but you should discuss whether the averages appear different. a. Are there generational differences in terms of the amount of TV that people watch, the amount of fun time they spend on the computer, or the amount of total...
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...of your social circle have in common. What is the difference between diversity and inclusion? What is the importance of workplace diversity training? What is your experience with workplace culture? Could there be, or could there have been, more inclusion? Thinking About Diversity and Inclusion Dimensions of cultural diversity are racial groups. It is a group that is socially set apart by obvious physical difference. Ethnic groups are groups set apart by culture patterns or nationality. There are also religious groups and gender groups. Age can also be considered a dimension. Minority groups generally share the characteristics of experiencing unequal treatment, sharing similarities, involuntary membership, group solidarity, and marriage within the group. I identify myself with being in a religious group. There are many similarities but we also have many differences. However, the things that my social circle has in common are the want to just have peace amongst us. I mean we all go to work every day and deal with the variety of people’s attitude, and their different mood swings day to day. So, when my social circle gets together all we want to do is discuss different things, have a few laughs, and just enjoy one another company. Diversity refers to the wide range of differences that exist among people. If an organization consisted of 50 black males, they would still be diverse in terms of age and generational differences, educational and socioeconomic background, religious...
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...3. The similarities in both Figures 1-3 and 1-4 is that they are both set in a circular motion and have the same sections (Planning, Analysis, Design, Implementation, and Maintenance). The difference is that Figure 1-3 is in a constant circle going through the different processes in an everlasting motion and Figure 1-4 is in a spiral motion until it ends which would represent the end of the project. 5. Figures 1-3 and 1-12 are similar as they are both takes on the SDLC. The difference is that Figure 1-3 has 5 sections that are in a circular motion. Figure 1-12 only has 4 sections and the process repeats on User Design and Construction. Having the repeats on only 2 different sections as opposed to all 5 sections would allow for a faster project completion. 6. Figure 1-9 has the same problems as the traditional waterfall SDLC as it is the traditional waterfall SDLC with the Design section split into 2 sections, it is still only moving downward and not able to revisit any of the previous sections. Converting Figure 1-9 into a circle would fix this problem as with Figure 1-3 it will allow for revisiting the different sections if there are issues with the project. 7. OOAD differs from traditional methods as it combines data and processes into a single entity called an object. Thus allowing for more reusability with the objects. RUP is not considered a cycle as it goes through its phases and is finished. If it would repeat some of the phases it could be considered a cycle...
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...passed the setting Sun”, where, obviously, the first image means young ages and the second one is about the old ones. This metaphor is widely used in folk texts and in both Russian and Ukrainian languages there are correspondences e. g. на закате своих дней. The pattern purposes are destinations suits this poem because the person dies but this process is described as moving to the other place. The image of the HOUSE is important for the poem. It symbolizes a coffin, or the final destination, or the end of the journey. This complex image renders the beliefs that the dead live in their world under the ground, because only alive people need a place to live. It is interesting that in this poem Death is addressed like “he”. It reveals the difference between American and Ukrainian concepts: for us death is a woman and for them it is a man (or for this particular literary text). One of the possible interpretations is that men tend to destroy everything. Here it is not applicable, because there was the word kindly. According to this poem, death is not the right thing to de afraid of, it is a part of the life cycle and it comes naturally. That is why it is so strongly connected with the ground as the part of nature. There is not much colour in this poem, but due to the images, the brown one...
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...发现，新加坡的小学语文课程总目标与中国小学语文课程总目标如出一辙，除了比较注重普通的语言训练之外，也强调思维技能、品德情意、语文素养与中华文化。因此，本论文将以新加坡小学语文教材中的部分语言现象以及教材的编排为出发点，将其与中国小学语文教材进行了相应比较，并且对二者之间的异同之处进行了浅要分析。 关键词：中国；新加坡；小学语文教材；比较 Abstract: For Singapore, the main teaching medium and its common language are English. In the meanwhile it is also the family language. So Singapore is the district that most of its Chinese residents that use Chinese language as a second language. And there must be some differences between the two Country’s Chinese Curriculum. But after several comparisons, the author found that there is no much difference between the two Countries of its general objective of Chinese Curriculum. They not only put more attentions on the language basic skills training but also lay stress on critical thinking/moral values/Chinese quality and Chinese culture. Therefore, in this dissertation I will analyze part of the language phenomenon in the Singapore Chinese textbook and its arrangement as the starting point. And put them in comparison to find out the similarities and differences. Keywords: China；Singapore；Primary School Chinese Textbook；Comparison 引言...
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...Cuneiform and modern typing on a computer has similarities and differences. Both forms of writing revolutionized the society. For Mesopotamia, cuneiform made a big difference for them because they can record important events and important people in Mesopotamia. In modern time, typing was very important because if you make a mistake, you just have to click a button. And if you want to add something in the middle, instead of erasing you can just add it in. Out of the two, typing is easier. It is easier because you don’t need clay and it isn’t messy. If you make a mistake you can erase it easily. When the clay is dry and you made a mistake you have to start over. There are also differences between typing and cuneiform. For cuneiform it is longer to right and it is by hand. You need clay tablets. There is a stylus and symbols instead of letters. It is harder to correct and needs a lot of training. Cuneiform is wedge shaped and the tablet is sun dried on dried in a kiln. On the computer, you push buttons to get letters. It is a faster way to write. To print, you use ink and typing uses a keyboard. Although typing is better, it is also more expensive. You also use paper instead of clay to print. Typing uses electricity and you need little training. It is also easy to correct and faster send to people. Even though it is hard to write in cuneiform by looking for every letter it is fun doing it in on clay. Scribes in the ancient times must have had a lot of fun working with clay. I know...
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