RESEARCH METHODS

RESEARCH METHODS

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Table of Contents

INTRODUCTION1

Background1

Aims and Objectives2

Research Question2

Limitations of Study3

LITERATURE REVIEW5

Generational Traits5

Herzberg's Two-Factor Theory6

Social Identity Theory7

Social Exchange Theory8

Employees of Different Generational8

METHODOLOGY10

Introduction10

Research Design10

Researcher's Role11

Data Collection Procedures11

Data Analysis and Interpretation12

Quality and Verification12

Informed Consent and Ethical Considerations12

REFLECTIONS14

REFERENCES15

INTRODUCTION

This chapter will inject the reader with the required information in order to understand the nomenclature of the Research. This chapter tends to focus on the aims and objectives of the research along with the other notions, which helps reader to decipher the functioning of the research. This section of the research inculcates the notions such as background of the research, Aims and objectives of the Research, Research Questions, Dependent and Independent Variables along the purpose of study and limitations of the research.

Background

An organization's corporate culture is best described as a pattern of basic assumptions, norms, language, artifacts and symbols, patterns of behavior, and group behavior learned and practiced as a part of daily operations. As many subcultures exist within a culture, thus subcultures have a profound impact on the overall culture of an organization and consist of various groups such as accountants, clerical staff, engineers, ethnic minorities, different age groups, and different genders. Today the generational difference in the American organizations is more, if pitched against the yester years. The American workforce is currently composed of four generations, the first time in history that so many generations have been interacting on the job. As per the views of the experts age is not the factor which tends to shape up the generational gap (Rego, Ribeiro & Cunha 2010, 219). Rather it is the socioeconomic and cultural events are those that shape generation and not necessarily the date of birth.

The inclusive dates of a generation are a social instrument that is used to classify people that have similar experiences. The culture of an organization is pervasive, and subcultures cause the culture to adapt to changes and have a strong influence on the culture. Cultures tend to be either positive or negative, with very few being neutral. Diversity within the workforce, such that the workforce comprises of generational gaps, it can yield many advantages, including out-of-the-box innovative solutions by the workforce. However, deeply ingrained stereotypical behavior of the mainstream employees and managers might serve to undermine the benefits and create a non-cohesive cultural environment. Procedural justice indicates that the feeling of disparate treatment by the leadership might affect the employee's reactions to outcomes. On the other hand experts are of the view that having a workforce where generational gaps are widely spread, it becomes difficult to maintain group cohesiveness. Bringing the group on one page and injecting them with the constituents on motivation tends to cultivate new grounds of success for nay organization. The whole notion of bringing the group on one page is based on the fact that it allows a stronger organizational culture to creep in and thus employee tends to live up to their potential since they are motivated enough to do so.

Aims and Objectives

This study tends to evolve based on the notion of generational ...