[The Optimal Management Style for a Multi-Generational Workforce]

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Table of Contents

CHAPTER 2: LITERATURE REVIEW1

Significance of human resource1

Managing Human Resource1

Multi-Generational Workforce2

Categories of Multi-Generational Workforce3

Generational Characteristics6

Generational Perspective on Work10

Generational conflicts in the workplace13

Understanding Key Needs & Learning Styles19

A Look at the Generations20

Managing generational differences23

Training a Multigenerational Workforce26

Training the Silent & Baby Boomer Generations26

5 Ways to Narrow the Age Gap29

Summary of Literature Review30

REFERENCES32

CHAPTER 2: LITERATURE REVIEW

Significance of human resource

Human resource and the management and maintenance of these employees are amongst the oldest and most important principles for any organization to incur and make way to adopt when it comes to induct and admit an individual in the company.

Hiring a candidate in the company should not just be just for the purpose of utilization and exploring the company's potential to stay in the corporate world, but also to involve the employee and knowledge, skills and traits that he brings along himself for the purpose and objective of creating the best and most effective outcomes, both in favor of the company and for the employee.

Managing Human Resource

The human element in the company is by far the most important, yet the most difficult aspect of the company. If managed and retained over a certain time period, the human resource becomes a much effective and the most productive force to yield maximum output, productivity and outstanding performance (Behrstock-Sherratee & Coggshall, 2010).

Conversely, to consider the other side of the picture, it becomes a burden, or even a menace, which could actually become a hassle, in case the managers are unable to resolve the issues and resistance being brought forth and displayed by employees. This, unfortunately, leads to immense dissonance and distress amongst the employees, directly and indirectly influencing organizational development and progress (Beyers, 2009).

With constant developments and changes occurring in the business world and people becoming much more aware of their responsibilities, tasks assigned and other amenities consciously or unconsciously, it becomes great a challenge for managers and people performing a leadership role in the context of adopting the issue and concerns that have occurred and taken place accordingly (Edwards, 2005).

Multi-Generational Workforce

Considering the kind of issues that have been experienced by individuals tend to make way for the development and understanding of the issues being faced amongst employees, these days adopting and integrating a multi-generational workforce is by far the most important tool to utilize when it comes to earning the company an absolute advantage with a full-connected, integrated and supportive human resource base within the company (Elmore, 2010).

For the purpose of understanding, a multi-generational workforce implies an employee base, where people belonging to different age groups to come together and work in an organization, competing and collaborating against each other, in order to utilize one's knowledge, skills and experience and add to the company's development and progress (Hart, 2008).

While a lot of organizations do still continue to maintain their old employees, new employees are also inducted and hired in the organization, in order for company heads and business managers to make way for ...