...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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...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 not excited about technology, and can be slow to see it as an advantage, much less a necessity”. 2) Baby Boomers – Born between 1943 and 1964 “They value security and stability, and appreciate clearly stated goals and tasks. They prefer to communicate through in-person meetings and emails”. 3) Generation X’ers – Born between 1965...
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...This article appeared in a journal published by Elsevier. The attached copy is furnished to the author for internal non-commercial research and education use, including for instruction at the authors institution and sharing with colleagues. Other uses, including reproduction and distribution, or selling or licensing copies, or posting to personal, institutional or third party websites are prohibited. In most cases authors are permitted to post their version of the article (e.g. in Word or Tex form) to their personal website or institutional repository. Authors requiring further information regarding Elsevier’s archiving and manuscript policies are encouraged to visit: http://www.elsevier.com/copyright Author's personal copy Computers in Human Behavior 26 (2010) 1237–1245 Contents lists available at ScienceDirect Computers in Human Behavior journal homepage: www.elsevier.com/locate/comphumbeh FacebookÒ and academic performance Paul A. Kirschner a,*, Aryn C. Karpinski b a Centre for Learning Sciences and Technologies (CELSTEC), Open University of the Netherlands, Valkenburgerweg 177, 6419AT Heerlen, The Netherlands The Ohio State University, The College of Education and Human Ecology, The School of Educational Policy and Leadership, 29 West Woodruff Avenue, 210 Ramseyer Hall, Columbus, OH 43210 b article info Keywords: Facebook Social networking software Grade point average Academic performance abstract There is much talk of...
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...THE STUDY OF THE EFFECT SOCIAL MEDIA FACEBOOK AND ITS MOBILE APPLICATIONS ON THE PURCHASING INTENTION OF FASHION APPAREL PRODUCTS TOWARDS THE GENERATIONS Y CONSUMERS IN HONG KONG SIN KIT YING, EMILY BA(Hons)Scheme in Fashion and Textiles (Fashion Marketing and Merchandising Management) INSTITUTE OF TEXTILES & CLOTHING THE HONG KONG POLYTECHNIC UNIVERSITY 2015 THE STUDY OF THE EFFECT SOCIAL MEDIA FACEBOOK AND ITS MOBILE APPLICATIONS ON THE PURCHASING INTENTION OF FASHION APPAREL PRODUCTS TOWARDS THE GENERATIONS Y CONSUMERS IN HONG KONG A Thesis Submitted In Partial Fulfillment of the Requirements For the Degree of Bachelor of Arts (Honours) in Fashion & Textiles (Fashion Marketing and Merchandising Management Specialism) under the Supervision of Dr. CHANG M.T. Jimmy by Emily, Kit Ying SIN Institute of Textiles & Clothing The Hong Kong Polytechnic University May 2015 ACKNOWLEDGEMENTS CERTIFICATE OF ORIGINALITY I hereby declare that this thesis is my own work and that, to the best of my knowledge and belief, it reproduces no material previously published or written, nor material that has been accepted for the award of any other degree or diploma, except where due acknowledgement had been made in the text. _____________________________________________________(Signed) __________________________________________________(Name of student) ABSTRACT Summary of the contents and finding of the thesis briefly LIST OF TABLES ...
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