This document analyzes generational differences in work values between corporate employees in Bangladesh. It divides employees into three generational groups - Baby Boomers, Generation X, and Millennials. The document presents findings from a survey and literature review on the characteristics of each generation. For example, it finds that Baby Boomers view work as an exciting adventure and are highly competitive workaholics. Younger generations like Millennials see work as a means to an end and value multitasking and teamwork. The document recommends efforts to understand younger workers' values within Bangladeshi corporate culture.

1. Generational Differences in the Work
Values of Corporate Employees in
Bangladesh

2. Presented to
Ms. Israt Jahan Kumkum
Assistant Professor,
Department of Management, FBS
University of Dhaka
Presented by
Himel Rafsun Md. Mehedi Al Hasan Rakib
Id: 3-20-44-004 Id: 3-20-44-014

3. Generational Categories
Generations Birth
years
Core Values
Baby
Boomers
1946-
1964
Optimism, personal
gratification and growth
Generation
X
1965-
1980
Diversity, techno literacy,
fun, informality
Millennials
(Gen-Y)
1981 –
2000
Optimism, civic duty,
confidence, achievement

4. Work Values
Work values have been described narrowly,
such as a worker’s attitudes about what one
should expect from the workplace and how
he should go about reaching those
expectations

5. Primary Sources:
Face-to-face conversation
Survey through questionnaire
Secondary Sources:
Relevant books, academic literature,
journals and articles
The internet has been also be used as a
theoretical source of information
Other printed materials

7. Organizational Situation
Strongly agree Agree Neutral Disagree Strongly disagree
We encourage our workers to take risks
We embrace a culture that promotes inclusion of older workers
Our organization uses e-mail as a primary communication tool
Our organization models behavior. We practice what we preach
We identify positions within the organization that could utilize older workers
Our organization practices worker collaboration
Our managers know the names of all our employees
We allow employees to have flexible work schedule arrangements
Our organization utilizes humor in the workplace
Our organization uses an informal style that emphasizes the positive
We provide our young workers with older mentors
Our organization has social events for our employees such as picnics or a
dinner outing

8. Demographic Characteristics of Respondents
Gender Age Years worked at current
organization
Male – 65% 18-28 – 20% Less than 1 year – 5%
Female – 35% 29-48 – 70% 1 to 5 years – 50%
49-65 – 10% 6 to 9 years – 15%
10 years or longer – 30%

9. Organizational situation
[Results are in percentages (n=20)]
Strongly agree Agree Neutral Disagree Strongly disagree
We encourage our workers to take risks 20 40 25 10 5
We embrace a culture that promotes inclusion of older workers 1 5 10 80 4
Our organization uses e-mail as a primary communication tool 50 30 20 0 0
Our organization models behavior. We practice what we preach 80 15 5 0 0
We identify positions within the organization that could utilize older
workers
5 15 14 60 6
Our organization practices worker collaboration 40 30 25 3 2
Our managers know the names of all our employees 60 30 10 0 0
We allow employees to have flexible work schedule arrangements 78 18 2 2 0
Our organization utilizes humor in the workplace 5 20 60 13 2
Our organization uses an informal style that emphasizes the positive 50 35 9 2 4
We provide our young workers with older mentors 30 40 24 5 1
Our organization has social events for our employees such as picnics or a
dinner outing
90 8 2 0 0

10. Himel Rafsun
3-20-44-004

11. Findings Regarding the Baby Boomer
Characteristic
“Work is an exciting adventure”
Supported in
literature review
Supported in
survey results
Supported by
secondary data
Highly competitive Yes Yes Yes
Workaholics Yes Yes Yes
Work efficiently Yes No Yes
Crusading causes Yes Yes Yes
Look for personal fulfillment Yes Yes Yes
Desire quality in work and home Yes Yes Yes

12. Findings Regarding the Generation X
Characteristic
“Work is a difficult challenge, a contract”
Supported in
literature review
Supported in
survey results
Supported by
secondary data
Self-reliant Yes Yes Yes
Want structure and direction Yes Yes Yes
Skeptical Yes Yes Yes
Technologically savvy Yes Yes Yes
Informal Yes Yes Yes
Question authority Yes Yes Mixed
Globally oriented Yes Yes Yes

13. Findings Regarding the Millennial
Characteristic
“Work is a means to an end,
fulfillment”
Supported in
Literature review
Supported in survey
results
Supported by
secondary data
What’s next? Yes Yes Yes
Multitasking Yes Yes Yes
Tenacity Yes Yes Yes
Hard working Yes Yes Yes
Optimistic Yes Yes Yes
Confident Yes Yes Yes

14. Values Older workers (Boomers-older Xers) Younger workers (younger Xers-
Millennials
Career Company’s responsibility Employee’s responsibility
Promotion Tenure Merit
Retention Security Growth
Management Style Paternalistic Peer
Organizational Chart Admire Ignore
Changing Jobs Fear Advancement

15. Efforts should be made within the corporate culture
of Bangladesh to understand younger workers.
Millennials in particular have distaste for menial
work. They often lack skills for dealing with difficult
people. Their lack of experience can be compounded
with over confidence. However, Millennials are team
players. They are good multitaskers who are goal
oriented. They are positive and hopeful, and are good
collaborators.