The document discusses generational differences in today's multigenerational workforce. It notes there are 5 generations currently in the workforce with different ideologies that can cause misunderstandings. Managers must utilize tools from organizational behavior to promote team cohesion between generations. Both opportunities and challenges exist in effectively managing a diverse workforce to represent changing consumers. Leadership best practices include open communication, transparency, mentoring between generations, and focusing on commonalities rather than differences. As the workforce becomes majority Millennial, organizations must change management strategies to remain competitive.

1. Generational
Differences in todays
Workforce
D a v i d E Wi l l i a m s o n
P a r k U n i v e r s i t y

2. Introduction and reason for topic selection
Evaluate the business context in which the matter arises
Assess the organizational levels as well as various internal and
external stakeholders impacted, as well as the importance of the
topic or issue’s resolution to strategic objectives
Evaluate opportunities and challenges relative to the
topic or issue
Appraise behavior in organizations relative to best
practices for leaders/leadership that lead to predictable
outcomes
Agenda

3. Today’s workforce consists of 5 different generations. A
melting pot of different ideologies, beliefs, ideals and
different ways of viewing the world. Misunderstandings are
often the result of all those differences clashing. Hillman
(2014) discusses how mangers are concerned with providing
the most efficient and effective supervision in a
multigenerational workplace. Today’s Leaders and
managers must effectively utilize tools associated
with Organization Behavior to promote synergy, team
cohesion and productive conflict management
between the different generations.
Introduction & Reason for
Topic:
Figure 1: Old-and-young (Vadimguzha 2020)
https://www.stadtmarketing.eu/jung-und-alt/

4. Business
Context
Why it matters
Rohei (2019) Describes how generational diversity is praised and
welcomed in the new world work force but there are challenges that can’t
be ignored. Managers must ensure that all these groups can effectively
work together and be productive. Organizations want to maintain fairness
with all groups especially those in a protected class.
Today’s workforce consists of tech
savvy talent as young as 18 and
grandparents in the age range of 70
plus. Creating and maintaining a
work environment conducive for all
5 generations is a must for leaders
and managers that want to maintain
synergy and attract and keep talent.

5. Organizationallevels.
Stakeholdersimpactedand
theissue’sresolutionto
strategicobjectives.
Everyone involved & Why its important
Everyone involved is a stakeholder. The different
generations not only represent the workforce but
consumers as well. Huggins (2017) discusses a recent
survey from New Voice Media shows that poor customer
experiences are costing U.S. companies billions in
revenue each year.
• Internal Stakeholders: Employees, Shareholders
• External Stakeholders: Consumers, Media
• Generational Differences are not only displayed in
work habits but spending behavior also.

6. American workforce 2020
• Evaluate opportunities and challenges
relative to the topic.
• Opportunities: Utilizing each groups abilities
to benefit the organization creating a synergy
of diversity that represents the changing world
and consumers.
• Challenges: How does an organization
effectively accomplish this when the difference
in behavior and values can be vastly different.
Making it Work!

7. • The importance of change and why is change necessary.
Pollack, J., Pollack, R. (2015) describes how Kotters Eight
Stage Process to manage an organizational change
program found it was necessary to engage at many
levels of the organization to implement organizational
change
• Work ethic, responsibility and what is important to each
generational group can differ drastically. Utilizing an
effective model of change such as Kotters can allow an
organizations and leadership to seem unbiased when
making decisions that will affect everyone.
Organizational change doesn’t mean the same for
everyone and the impact can have a different meaning
as it relates to each employee.
Applicablemodelsforimplementingorganizationalchange.Anddecision-makingthatimpactthe
behaviorsofleadersandemployees.

8. Each generation responds to change differently.
D e a l i n g w i t h C h a n g e :
Communicate openly
Transparency
Integrity
Communicate change early
Communicate to each generation
Try to not dwell on differences, communicate in
a broader since

9. Behavior Leadership best practices
• How an organization treats their
employees has never been under such a
watchful eye than in todays workforce.
• Organizations that engage their employees
with honesty and transparency seem to
deal less with issues such as poor retention
and infighting.
• Phopal (2018) describes generational
mentoring as an effective practice.
Older mentor younger and vise versa
allows all age groups an opportunity
to learn from each other.
• Not dwelling on the differences and
focusing on what everyone has in
common is an effective practice for
leadership.
Behaviorinorganizationsandbest
practicesforleaders/leadershipthatlead
topredictableoutcomes

10. Conclusion
• Gen X and Millennials are predicted the make up the
majority of Americas workforce in the coming decade.
With Millennials comprising of over 50% of workers.
Gen Z will have a greater foot hole and some baby
boomers could find themselves still working. This
multigenerational workforce is here to stay and will
continue to evolve. Organizations are leaning towards
nontraditional management and leadership practice to
remain competitive in this world that continuously
changes. It takes practice and education, learning
techniques that not only encourages but teaches also.
Organizations must change and do it in a productive
way if they expect to remain relevant and profitable in
the new world.
MoreDiversity
Ahead

11. • Hillman, D. (2014). Understanding Multigenerational Work-Value Conflict Resolution: USA Journal of Workplace Behavioral
Health, 29:240–257. DOI: 10.1080/15555240.2014.933961
• Huggins, K. (2017, June 8). Marketing to all five generations of customers? Use the 3 Cs. Medium.
https://www.sbnonline.com/article/marketing-five-generations-customers-use-3-cs/
• Pollack, J., Pollack, R. (2015) Using Kotter’s Eight Stage Process to manage an organisational change program: presentation and
practice. Systemic Practice and Action Research, DOI 10.1007/s11213-014-9317-0
• Rohei, (2019, July). The Multigenerational Workforce: From Challenges to Opportunities. Medium.
https://www.rohei.com/resources/the-multigenerational-workforce-from-challenges-to-opportunities
• Grensing-Pophal, L. (2018, Feb 26). How to Handle 5 Generations in the Workplace. Medium.
https://hrdailyadvisor.blr.com/2018/02/26/handle-5-generations-workplace/
References