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Effective Management Of Multi Generational Staff
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As if managers don't have enough challenges on their plate already, here comes another that can really test the patience of even the most determined managers—the rise of multi generational workforces, which forces managers to take in more of their management training to deal with staff of different age groups. Get to know the four major groups of the multi generational workforce.
Veterans (1922 – 1944)
Shaped by life-changing events, such as the Depression and World War II, the veterans truly appreciate their jobs; job-hopping is an alien concept to them. If they could, they will stick to one employer for the remainder of their working lives. They put great value on loyalty, discipline, honor, and respect for authority. These hard-working veterans need direct leadership, managers who will tell them what to do. They are very patient and willing to do what it takes to get the job done with little or no complaints.
Because of their age, the veterans usually have short working hours. They are the senior partners in the law firm or partner in a corporation.
Baby Boomers (1945 – 1963)
This is the generation that grew up with the first landing on the moon, Woodstock, Vietnam War, and the Peace Corps. They are considered the workaholic bunch, determined to work their heads off to earn more money and do better than their parents. The 60-hour work week originated from them. They can be counted on to put long hours in the office and to take extensive project management courses on the side when needed.
Gen Xers (1964 – 1979)
Products of workaholic parents, they are the ones who grew up to the culture of video games, the Internet, and MTV. They became independent, having been forced to take care of themselves while their parents slave in the office. Because of this, Gen X employees hate being micro managed and they maintain a strict work-life balance.
Nexters (1980 - 2000)
Also dubbed as the Gen Y or the Millennials, the younger set is pretty much citizens of the world; they thrive on technology, travel around the world, and relish being free. Flexibility is needed to deal with the Nexters. They don't relish spending time in the office and would rather take other work setup options, such as remote work. They see no reason why they have to show up in the office if they can do their jobs and take management courses in the comfort of their homes.
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