Download BHR 3351Unit III Article ReviewColumbia Southern UniversityB and more Lecture notes Accounting in PDF only on Docsity! BHR 3351 Unit III Article Review Columbia Southern University BHR 3351 Human Relations and Development Unit III Article Review I found this article interesting and informative. The author’s main point of his article was to identify and discuss the generational differences within the workplace. The article also discuss’ ways managers who manage multiple generations can create an atmosphere where and how they can work together. I believe the authors intended audience is any manager looking for ways to improve and understand the ever-changing dynamics of his workplace. By dynamic, I mean the multiple generations that are either entering the workforce, working longer or retired individuals reentering the workforce. When Identifying the interpersonal skills of each generation we use the styles in the article. There are four groups of workers in the workforce today. Veterans were born between 1922 and 1945, Baby Boomers were born between 1946 and 1964, Generation X were born before 1980 and then Millennials were between 1981 and 1996[ CITATION UNK20 \l 1033 ]. The interpersonal skills of Veterans and Baby Boomers are similar. They use a more formal style with face-to-face meetings being their primary source of communication. They did not grow up with technological we use today. They did not have smartphones, computers or other connected devices. For this reason, Veterans and Baby Boomers are thought to be less adept with technology than Generation X and Millennials. While baby boomers are thought to have an incredibly strong work ethic, even as there is an increasing number of people from this generation continuing to work well past retirement age. Many baby boomers have had to make multiple career changes after being forced out due to automation or ageist hiring practices. All these will further complicate workplace communication. The Generation X are often considered the odd ones out. They grew up with more advanced technology than veterans and baby boomers[ CITATION UNK20 \l 1033 ] [ CITATION Car16 \l 1033 ]. They are also more comfortable using modern devices. Many members of Generation X can use technology, but still value the same face to face social skills that veterans and baby boomers prefer. Generation Xer’s are resilient, independent and adapt well to change. They enjoy working with some autonomy, not being told what to do but with clear communication of goals and expectations. This generation wants to be challenged and stimulated by their work but value a work life balance. Millennials are considered to be vastly different from their predecessors. This generation was the first to grow up with computers cell phones in their homes. They are fluent in all things social media whether using in the personal lives or for business purposes. While their reliance on technology can be seen as huge asset in the workplace it comes at the expense of their low development of real-life social skills. They have a preference for communication to be done through email or texting. Millennials are considered to productive at work but expect to receive a lot back from their employers. They value fulfillment and purpose with their work but crave a work-life balance as their utmost importance. This generation prefers flexibility with their work schedules and the ability to work remotely. This can lead to communication and scheduling problems with other employees. Overcoming the generational gaps in the workplace can be challenging to managers, it can be done successfully. The article states to create a mentor program combining employees from each generation[ CITATION Car16 \l 1033 ]. I agree this is a great way to create a bond between two groups that would otherwise struggle to communicate with each other. It is important that both sides be open to the experience and knowledge that the other brings. When I first started working, I was in a similar situation. I had an older gentleman from the baby
