This document discusses managing a multi-generational workforce and the differences between generations. It notes that Gen X and millennials prefer independent learning using computers and the internet, while baby boomers prefer traditional classroom training. Millennials value workplace flexibility and work-life balance over financial rewards. There is potential for stereotyping between generations, such as older workers seeing millennials as entitled and younger workers seeing older generations as stuck in their ways. Organizations must take steps to overcome unconscious biases between generations. Gen X is highly educated and technology literate, expecting flexibility, while millennials thrive on feedback and fast-paced work.

1. Managing Multi-
Generational workforce:
GenY andGenX
Group Members:
Akarsh C Balaji Sidharth Gyanaeswar

2. Introduction
 Employees ranging from 18 to 80 in the workplace.
 Managing the needs and expectations of Millennials,Generation X
and the Baby Boomers.
 It has been found that different generations had different
preferences towards training.
 GenerationX and Millennials placed greater emphasis on
development generally and preferred to learn independently often
using computer-based training or the Internet.
 The report found that Baby Boomers andVeterans preferred more
traditional classroom or paper-based training.

3.  The Millennial generation of workers would choose workplace
flexibility, work/life balance and the opportunity for overseas
assignments over financial rewards.
 In a multi-generational workforce, there is potential for negative
stereotyping.
 Older workers may perceive millennials as entitled, tech-obsessed
or too eager to challenge norms
 Millennial employees could see previous generations as being
‘stuck in their ways’ and difficult to train.
 Organizations need to take steps to ensure managers overcome
their unconscious bias.

4. GenX
 Generation X is typically defined as those born between 1965 and
1977
 Gen X represents the largest group of entrepreneurs in history.
 Generation X employee is highly educated, technology literate
and fiercely independent (give them a project and leave them
alone to do it).
 Though they have a strong work ethic, many Xers are committed
to their families or lifestyles and expect significant workplace
flexibility.
 Though their moniker is “slackers,”Gen X works on average 3
hours-per-week more than employees of comparable age did in
1977.
Source: Families and Work Institute of New York City

5. GenY
 GenY, 76 million strong, (also known as “Millennials” or “Echo
Boomers”) were born after 1977.
 They are tenacious go-getters with an “I can do anything” spirit,
and they demand to be seen, heard and accommodated.
 Their generation is defined by global warming, the 9/11 terrorist
attacks, school shootings and the rise of the Internet.
 For these digital natives, online social networking sites such as
Myspace are vital forms of communication.
 GenY has been pampered and programmed to overachieve since
they were toddlers--they are both high-performance and high-
maintenance.
 GenerationY employees thrive in a fast-paced environment.
 They prefer to be managed, rather than left alone, and they want
immediate feedback for how well they do a work task or project.