Managing Generational Diversity In The Workplace: Benefits And Challenges Essay.

You are a business consultant preparing a report for the senior management of a large company who are facing challenges with managing the generational diversity of their employees. The focus of the report is on the benefits and challenges of managing generational diversity in the workplace, and ways that managers can better manage this diversity to increase organisational effectiveness.

Requirements:

Your report will be required to cover the following elements.

1.Identify at least three 'managing people' issues that are raised by the diverse generational characteristics of employees.

2.With each issue, provide

A critical analysis of the literature on the issue

Challenges that your analysis raises for managers when managing diverse cohorts of people

Solutions (immediate, medium term, and long term) that managers can implement to overcome the problems you have identified.

Your report should conclude with a summary statement of key learnings that has arisen from the report.

With the increase in international business, the different countries have come closer and this aspect can also be contributed towards this is the globalization. For globalization, the multinationals have increased in the geographic locations which has bought about various people from different cultures and backgrounds very close to one another (Aswathappa 2013). Hence, with respect to this there has been a rise in the diversity of the workforce and the different employees working in the organization vary from one another with respect to age, gender, cultural beliefs, background and their race (Bailey et al. 2018). Although diversity fosters a culture with supports development of various ideas and creativity, from the perspective of a manager, it leads to various problems which shall then disrupt the operations in the long term.

The primary aim of the report is to analyze the different issues which may exist in a large organization due to the presence of generational diversity. The different aspects of issues will be taken up and discussed with relevant literature along with the problems which they pose. Moreover, smart solutions for those problems shall also be underlined.

The given section will be identifying different issues which relate to the generational diversity. The different generational diversity issues will be supported by general literature available on the topic. Moreover, each of these issues will be followed by the management implications arising from these issues and the different solutions which could probably solve the given problem.

According to Barak (2016), a multigenerational diversified workforce can be very be very useful for the organization as it can go a long way in helping the firm to have a wide range of ideas and views which will then contribute towards understanding the customer mindset and thereby make the organization successful in the long run. However, on the other side of the perspective, the different generational employees who have been working in the organization may find it difficult to function with one another and may have clashes with respect to the different thought beliefs and stereotyping incidents. Hence, for the purpose of analysis, the given three issues will be highlighted and analyzed for the generation of a probable solution for the ideas. The different issues are stated as follows: 

The negative stereotypes can be described as the perception which one generation has towards the other. Tyson (2014) stated for instance that the older generation might think that the younger generations are lazy, technology obsessed, overeager for the opportunities and entitled. Moreover, in the same manner, even the younger generation might think that the opposite generation is rich and stubborn. For this reason, when forming teams and carrying out other relevant tasks which are quite specific to the nature of the members, these conflicting groups might find it very difficult to engage in fruitful relationships with each other. When there exists such conflicts related to the perception of the different members towards one another, then, the organization operations are often at stake. Bratton and Gold (2017) state that overcoming these stereotypes is very difficult and it takes continuous efforts to ensure that such stereotypes are overcome and that the different members who are present in the team are easily able to maintain healthy relationships with one another. According to Barak (2016), there often exists a negative perception that the younger generation knows less and hat the older generation is not tech savvy but this is not the case and the organizations must see to it that the different members realize that people have different learning capabilities and that some are not capable enough to learn at even a later stage and therefore a lack of understanding of this aspect shall lead to issues in the long run in team contribution (Reiche et al. 2016).

Analysis of Literature

Another problem which is faced due to gender diversity is due to the difference between the younger generation and the older generation is the preferred communication style. The preferred communication style of every individual is different but the two opposite generations have a totally different communication style.  Brewster Chung and Sparrow (2016) state that the younger generation commonly known as the Generation Y prefers to send messages over the text, use social media websites, tweet and use instant messaging applications. On the other hand, the baby boomers and the older Gens like to use email and phone calls as a mode of communication. Moreover, as stated by Chelladurai and Kerwin (2017), the younger workers in an organization also make use of extensive informal languages, abbreviation and colloquialisms which causes a breakdown in the different communications and leads to breakdown in the way people communicate. Moreover, according to Brewster et al. (2016), different generations have different value beliefs as well as communication styles and team structures with job perks. This causes a conflict between the different members in a team as their ideas and though processes differ. In addition to this, the different communications style also makes it difficult for them to communicate. This contributes towards a limited growth of the team and the organization on the whole. 

In an organization, even though there exists a lack of understanding of the different members towards one another, there should never be a lack of respect. Moreover, the respect in an organization needs to be earned by the different employees (Chelladurai & Kerwin 2017). Having stated this, it can be said that each generation group which is present in an organization needs to be aware of the trouble of respect whereby they would like to appreciate the other individual but unfortunately they effuse to understand the value system of one another. Collings, Wood and Szamosi (2018) state that this is because, they are quite opposite in nature and this aspect then makes it quite difficult for them to resolve conflicts as and when they arise in team. According to Bratton and Gold (2017), the different employees who are not happy with one another tend to result in contributing lower productivity for the organization which then tends to affect the overall performance of the organization. Moreover, if there exists a lack of development among the different team members in this scenario.

Therefore, from the stated analysis of various problems which arise due the generational diversity, it could be understood that there exists various issues which can arise in cases where there exists a certain level of generational diversity which exists in the organization (Reiche et al. 2016). However, the given section will elucidate on how these issues lead to managerial implications.

Diversity issues to be identified

Issue 1: Negative stereotypes

When the different members as present in the organization have developed a certain level of negative stereotypes about each other it simply means that they lack understanding. In general the stereotypes are formed when two people refuse to communicate with one other and rather develop certain perspectives about each other. In such a scenario, the different organizational members will not be able to develop a rapport amongst one another which is extremely crucial for the benefit of the organization (Richard, Kirby & Chadwick 2013). Hence, with respect to the manager, the presence of stereotypes may lead to problems like a lack of team cohesion, lack of team building and poor performance of the entire organization

Issue 2: Communication styles

According to Marchington et al. (2017), the communication style difference may lead to a sense of disagreement among the different organizations. This simply means that, the mode of communications which will be followed by the different organizational members will be very different. For example, the younger generation, might prefer to communicate using text messages or over social media applications at workplace whereby the older generation may believe in communicating with the help of phone calls and the emails (Michie et al. 2016). This may then thereby cause a lack of preference over one medium which may then have a direct impact on the management. This means that in case the manager has to disseminate certain direct message, then it may not be conveyed to the right group because of the ignorance of certain members. Moreover, it would also lead to a lack of decision making in the organization. 

Issue 3: Lack of respect for the choices

When the different members as present in an organization are not willing to respect one another’s choice then there exists a lack of group cohesion and coordination in the organization. For the convenience of the organization, it will be better for the firm to see to it that all the members coordinate well with one another (Martin 2014). However, if the members are not respected, they might not contribute well for the goal achievement of the organization. Hence, for this reason, respect must be present in the firm.

Issue 1: Negative Stereotypes

Short term:  Arranging immediate group outings which shall ensure that the different team members who tend to work with one another are able to gel with each other properly.

Negative stereotypes

Medium term: Ensuring a mentor program (Knies & Leisink 2014). This mentor program will help in ensuring that, each of the organizational seniors guide the other juniors in the process of which they will be able to understand one another better.

Long term: For a solution in the short term, the organization can plan open sessions  monthly for the different teams which will encourage the participation of the different members in order to ensure that each of the team members are aware about each other and are able to understand one another well.

Issue 2: Communication style

Short term: Establishing one medium of communication is important in the organization, moreover, the different members need to be asked to maintain a formal tone of language (Harvey & Allard 2015).

Medium term: Training can be provided to the different members of the organization which shall assist them in understanding the situation of the other side (Tyson 2014).

Long term: The long term solution for the issue is to recruit those employees who are multilingual in nature and comfortable with communicating using all means of technology.

Issue 3: Absence of respect

Short term: Maintenance of an open organizational culture is crucial in order to see to it that the different organizational members respect one another.

Medium term solution: Training to the different people needs to be provided to train them (Brewster, Chung & Sparrow 2016).

Long term solutions: Various long term outings can be undertaken to foster a culture of understanding and respect. 

Hence, from the given analysis and generational diversity issues which have been identified in the previous section. It can be stated that according to me, diversity is considered to be a crucial part of the organization. Moreover, an organization may go a long way to attain a sustainable advantage if there exists diversity in an organization. I believe that very often, the different organizations fail to understand this aspect and often think that it is not relevant. However, the individuals need to ensure that the different diversity aspects are respected as there are various benefits associated with it. According to me, this includes ideas and creativity, which can help the firm in achieving their objectives.

Conclusion

Therefore, it can be concluded that that the different managers need to ensure that they are successfully able to embrace diversity in an organization. Moreover, they also need to ensure that although the organization will be faced by various issues with respect to the management of diversity, the need to apply rational thinking into the domain of the firm and see to it that a cooperative culture is prospered and that the different members of the firm work in peace with one another.

The key learning of the report have been given as follows:

In large organizations which have expanded extensively diversity can be witnessed commonly.

The diversity which is present in a firm has a positive impact on the operations of the organization.

However, there are various issues related to the management of diversity in an organization which tend to impact the working of the different organizational members.

The key issues related to the management of diversity with respect to generational diversity are issues like lack of respect, communication styles and presence of stereotypes.

Each of these issues has some managerial implications for the organization which tends to act as a problem.

Hence, there are various solutions available to solve them which have been examined extensively.

References

Aswathappa, K.E.M.A.L., 2013. Human resource management: Text and cases. Tata McGraw-Hill Education.

Bailey, C., Mankin, D., Kelliher, C. & Garavan, T., 2018. Strategic human resource management. Oxford University Press.

Barak, M.E.M., 2016. Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Bratton, J. & Gold, J., 2017. Human resource management: theory and practice. Palgrave.

Brewster, C., Chung, C. & Sparrow, P., 2016. Globalizing human resource management. Routledge.

Brewster, C., Houldsworth, E., Sparrow, P. & Vernon, G., 2016. International human resource management. Kogan Page Publishers.

Chelladurai, P.& Kerwin, S., 2017. Human resource management in sport and recreation. Human Kinetics.

Collings, D.G., Wood, G.T. & Szamosi, L.T., 2018. Human resource management: A critical approach. In Human Resource Management (pp. 1-23). Routledge.

Harvey, C.P. & Allard, M., 2015. Understanding and managing diversity: Readings, cases, and exercises. Pearson.

Knies, E. & Leisink, P., 2014. Linking people management and extra?role behaviour: results of a longitudinal study. Human Resource Management Journal, 24(1), pp.57-76.

Marchington, M., Wilkinson, A., Donnelly, R. & Kynighou, A., 2016. Human resource management at work. Kogan Page Publishers.

Martin, G.C., 2014. The effects of cultural diversity in the workplace. Journal of Diversity Management (Online), 9(2), p.89.

Michie, J., Sparrow, P., Cooper, C. & Hird, M., 2016. Do we need HR?: Repositioning people management for success. Springer.

Reiche, B.S., Stahl, G.K., Mendenhall, M.E. & Oddou, G.R. eds., 2016. Readings and cases in international human resource management. Taylor & Francis.

Richard, O.C., Kirby, S.L. & Chadwick, K., 2013. The impact of racial and gender diversity in management on financial performance: How participative strategy making features can unleash a diversity advantage. The International Journal of Human Resource Management, 24(13), pp.2571-2582.

Tyson, S., 2014. Essentials of human resource management. Routledge