...Research Report ` “Lifestyle Conversion of Generation in Bangladesh: Perspective from Different Age Group.” Index 1. Introduction 2.1 Basic Information 2.2 Background Information 2.3 Significance 2.4 Literature Review 2.5 Purpose 2. Research Methodology 3.6 Data Sources 3.7 Secondary Data 3.8 Methods of collecting data 3.9.1 Study Location 3.9.2 Target Population 3.9.3 Sample Size 3.9.4 Types of Survey 3.9.5 Methods of Analyzing Data 3.9.6 Findings 3. Conclusion and Recommendation 4. Appendix 5. Bibliography 1. Introduction: 1.1 Basic Information: There are some basic differences between young peoples from past and from present era. Especially they have differences in their lifestyle. Our topic is regarding those lifestyle conversions of Bangladeshi young people from different generation. 1.2 Background Information: The generational gap is a term popularized in Western countries during the 1960s referring to differences between people of younger generations and their elders, especially between children and their parents. It might be summarized as the differences in language, for the younger generations developed slang languages(informal way of speaking), like pidgins, instead of using the formal language.it might also be the difference in appearance, or even in technology, for most of the things we carry today are things that...
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...mature workers will steadily increase in the years to come. US Bureau of Labor Statistics. Today’s workforce spans four generation: Traditionalist, Baby Boomer, Generation Xers and Millennial. As mature adults remain employed, we increasingly need to understand the strength and challenges inherent in multigenerational workplace and find ways to leverage age diversity. The reality, according to research, is that generations are different in some ways, but similar in many more. More gap than chasm, generation difference has subtle impact, not the dramatic conflicts portrayed in the popular press. Research by Jennifer Deal, Author of Retiring the Generation gap. Clearly, managing a workforce that spans four generation, represents tremendous challenges to the manager that want to be in tune with social trend, progressive thoughts and political correctness. It involves recognizing the value of difference, combating discrimination and legal action against the organization. Devoe 1999. With perception that older workers are dinosaurs when it comes to innovation and technology but are portrayed as loyal and hardworking. Younger workers are viewed as innovative and technological inclined but disrespectful, lazy and egocentric. Taken this view on the face value, these stereotypes can lead to conflict and turmoil in the workplace. Lancaster, Lynne when generations collide. Studies has shown that older worker are receptive to change, technology and equally as productive as the younger...
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...Running head: GENERATIONS IN THE WORKFORCE 1 Generations in the Workforce John Johnson and Jack Smith Liberty University GENERATIONS IN THE WORKFORCE Abstract Single paragraph, double-spaced, not indented, and between 150 and 250 words. Keywords: employee attitudes, personnel management, age factors 2 GENERATIONS IN THE WORKFORCE Generations in the Workforce 3 Researchers have tried to categorize employees into contemporary work cohorts based on the eras in which they started working (Robbins & Judge, 2009, p. 119). Robbins and Judge (2009) observed that since the average age to enter the workforce is between 18 and 23, the cohorts are loosely based on the chronological age of their demographic and ostensibly reflect the dominant values and job attitudes of their representative generations (p.119). This paper is a systematic discussion of three topics related to contemporary work cohorts: (a) the reality and specifics of the management issues associated with having a multigenerational employee base, (b) the profiles of each of the four generations that compose the workforce today, and (c) advice for company leadership on turning the diverse perspectives of a cross-generational workforce from challenge into advantage. The Significance of the Generational Gap at the Workplace The fact that the phrase “generational gap” is part of everyday vocabulary, suggest that the phrase denotes something real, which makes the theory appear prima facie true. Furthermore...
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...Learning Environment Michele Hickman Sullivan University Managing Organizational Conflict CMM521X Dr. Susan Raines May 7, 2014 A Facilitator's Conundrum: Facilitating in a Multi-generational Learning Environment Introduction Learning and development are essential tools in talent management for the American workforce. The ability to learn and grow helps an organization recruit and retain top talent, as well as grow existing talent. These learning opportunities are presented to various individuals at various times. When new talent is hired, individuals with a variety knowledge, skills, and experiences are pulled together in one learning environment, a classroom, to learn the essential tasks required to perform their new role. These individuals are guided on their learning path by a facilitator. The facilitator’s role is to ensure knowledge transfer occurs to each individual in their classroom audience while maintaining an environment conducive to learning. Today’s classroom audience makes this responsibility even more challenging. The facilitator not only has to find the common denominator in knowledge, skills, and experiences; he/she also has to deliver the content simultaneously to a multi-generational audience. An audience with participants who has only heard of a typewriter or seen one in “historical” pictures to others who remember the major family purchase of a colored television and each generation in between. Therefore, the facilitator’s biggest challenge...
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...Travaglione, 2013). In a shifting business environment, managing of workforce has been of huge concerned and OB has offered contributions in managing workforce over the years. Globally workforce is changing rapidly for reasons such as the labour force is growing older, workforce are becoming diverse, changers in workers attitudes and labour shortages (Weick and Quinn, 1999). As stated above one of the main causes of the changing workforce is the ageing population. As baby boomers are getting older and starting to retire, it is important that employers understand the needs and motivation of the younger generation (generation Y) who will soon be replacing the older generations (Anderson and Hussey, 2000). Moreover companies feel the need to recruits and retains younger workforce to replace an estimated amount of 75 millions of departing older workforce (Humphrey, Costigan and Pickering, 2003). The generation Y people are known to be disinterested and selfless about the welfare of others. In order to attract and retain them, companies have to be aware of their work values (Twenge and al, 2010). A consequence for the organization of this change is that older generations were fulfilling their job with the potential of a lasting relationship between the employee and the organization than the younger generations. The latter showed little interest in company loyalty and team working (Collier, 2012). In other words younger generations seeks only working for the sake of money, and are not...
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...Zhou in “Conflict, Coping, and Reconciliation: Intergenerational Relations in Chinese Immigrant Families” discusses the notion of a "generation gap"(2011). Generation gap can be defined as a difference in the outlook and beliefs between Chinese immigrant parents and their US born children, which results in a conflict between the two generations. The gap is mainly caused by the cultural and social dissonance of values between the family and a larger society(Zhou 2011:475). The second generation children often get caught up in-between the world of two different values; they assimilate through school and peers into an American culture, whereas at home they are exposed to very different values. For example, respect for elders and obedience,also referred to as a "filial piety", are central values in the chinese culture(Zhou 2011:477). American culture emphasizes freedom and independence, which chinese parents portray as threatening to their parental authority(Zhou 2011). Another discrepancy between is around education. Chinese parents view education as the only mean to yield upward social mobility. As they say, their goal in life is “to live in your own house, to be your own boss, and to send your children to the Ivy League”(Zhou 2011:476).In this process, they use practices such as choosing career pathway for their children that align with their specific...
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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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...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 there are misunderstandings, conflict often arises. When talking about different generations working together in the workplace, conflict can very easily occur. This is known as intergenerational conflict and it occurs because of the differences in cultural...
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...performance but it is a necessary process to detect and correct organizational gaps. During the consultation, Island Spice will be presented with a proposed competitive training strategy that could improve the position of the business; consequently helping to achieve their goals of success, profitability and longevity in the market. The Initial triggering event occurred when a manager believed that actual organizational performance (AOP) is less that the expected organizational performance (EOP), thus creating the need for a consultation. The effective training and development for Island Spice is a set of integrated processes that involves key elements constructed to improve performance. It is crucial that the “organizational needs and employee capabilities are analyzed and responded to in a rational, logical, and strategic manner” (Blanchard & Thacker, 2010, p. 6), thus ensuring performance improvement. The first phase is the analysis phase in which Island Spice’s organizational performance gap (AOP is less than EOP) is identified. Examples of a current performance gap include “profitability shortfalls, low levels of customer satisfaction, or excessive scrap” (Blanchard & Thacker, 2010, p. 6). After the gap analysis is completed and the cause is determined, a needs assessment should be conducted to ascertain the knowledge, skills and attitude necessary for the targeted population to close the performance gap. However, faulty equipment, the employee’s capacity to learn, motivation...
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...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 pride themselves on their commitments and promises. Traditionalist would prefer to shake hands on a deal and honor the word of the other person. The next generation, Baby Boomers (born approximately between 1946 – 1964) incorporate the largest numbers in the workforce. Boomers have a strong work ethic which involved working long hours in the office to rise to the top. This generation makes...
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...company. Within a very short time, Edge started receiving notary in IT industry and business awards and professional accreditations for its business growth, level of service and expertise. In June 2012, Edge was named the 3rd fasting growing company in the nation by Inc. 500/5000. And the URL for the online site is http://www.inc.com/inc5000/profile/edge-solutions. At Edge, our team is dedicated to delivering the right solution with specific expertise in data center management, server and storage virtualization, storage management, data protection information management, eCommerce procurement solutions as well as asset and services contract management to small and midsize businesses. I am Edge Solutions’ rising Chief Information Officer (managing our internal IT infrastructure) and the Services Contract Administrator for our business clients. Table 1.0 below is a snapshot of my company. Table 1.0 - Snapshot of Edge Solutions, LLC Founded | 2008 | Industry | IT Services | Industry Rank | #1 | 3-year growth | 21, 036% | 2011 Revenue | $21.8 Million | 2008 Revenue | $103,070 | Employees | 27 | Figure 1 - Julie...
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...because I believed this played a major role in which I am right now, and the way I handled difficult situation especially in my workplace. There was difficulty everywhere even in my family. At work I have encountered many of them. In this paper, I am going to relate my interaction with three different people at my workplace. Auva is a 57 years old woman with 2 kids my age who has been working as a nurse for about 25 years. Danielle was 41 years old nurse practitioner who had been working in critical care for 12 years. Nin, I didn’t know her age, a Philippino-American, who was on her way to retirement in 4 years. From this information we could say that two of them were from the previous generation, and one shared the same the X generation which I belonged to. From this, let see how different generations have interacted with each other. I had to mention my workplace was a teaching hospital, and before we started working and be on our own, they prepared us for about 6 months: 2 months we spent in class to go over the basic of critical care, and four months when we had to shadow a RN II who would be there to direct us and taught us the floor. Well, I would start with when I was an orientee about two years ago. As a young black man, well educated, I thought everything was going to be ok until I met Daniele. By listening to her talking, or seen her moving around; we would think we were in good hand, and we would be learning all your stuff without difficulty. It was not the case. She...
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...Southern Cross University ePublications@SCU Southern Cross Business School 2003 The generation gap and cultural influence: a Taiwan empirical investigation Huichun Yu Peter Miller Southern Cross University Publication details Post-print of: Yu, HC & Miller, P 2003, 'The generation gap and cultural influence: a Taiwan empirical investigation', Cross Cultural Management: An International Journal, vol.10, no. 3, pp. 23-41. Published version available from: http://dx.doi.org/10.1108/13527600310797621 ePublications@SCU is an electronic repository administered by Southern Cross University Library. Its goal is to capture and preserve the intellectual output of Southern Cross University authors and researchers, and to increase visibility and impact through open access to researchers around the world. For further information please contact epubs@scu.edu.au. Post-print of: Yu, HC & Miller, P 2003, 'The generation gap and cultural influence: a Taiwan empirical investigation', Cross Cultural Management: An International Journal, vol.10, no. 3, pp. 23-41. The authors Hui-Chun, Yu is a DBA (Doctor of Business Administration) candidate in the Graduate College of Management of Southern Cross University, New South Wales, Australia. Dr Peter Miller is a senior lecturer in the School of Social and Workplace Development at Southern Cross University, New South Wales, Australia. Contact details: Southern Cross University Division of Business PO Box 42 Tweed Heads NSW 2485...
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...Traditionalists, Baby Boomers, Generation X, G eneration Y (and Generation Z) Working Together WHAT MATTERS AND HOW THEY LEARN? h ow different are they? fact and fiction Executive Office, Talent Management Team United Nations Joint Staff Pension Fund New York Secretariat Headquarters Overcoming Generational Gap in the Workplace Rational for Introducing the Generational Communication Gap into the Workplace Casey Carlson!& Deloitte & Touche Study ! Fundamental Questions! Where does your personal view fall in the following generational change spectrum? Level 5: “The generation of people in the top boxes is the only one that matters…the rest just need to grow up or shut up.” Level 3: “The generational change is an emerging issue within our organization but we haven’t done much about it.” Level 2: “We view generational change as an emerging opportunity.” Level 1: “We’re actively changing the work culture to harness! the power of generational change.” Differences in Opinion and Attitude “This generational stuff is just socially acceptable stereotyping…politically correct rationale offered for immature behavior” “When is someone going to ask me what I need?” “Doesn’t everyone want the same thing anyway?” “Even if this generational stuff were true, this is still planet earth and we know how our business needs to be run for it to be a success” “Can we go back to work now? These kids will either get with the program or they’ll leave just like they always...
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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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