Diverse Issues in Higher Education
by Dr. David A. Kravitz and Dr. Renee Yuengling , September 29, 2011
Stories about generation differences are ubiquitous in the diversity domain, with executives and managers being warned that they must change their organizational cultures, policies and practices if they hope to attract and retain younger workers. In today’s column, we discuss two recent studies that address these questions and offer some surprising answers.
Kali Trzesniewski (University of Western Ontario) and her colleague Brent Donnellan (Michigan State University) analyzed data obtained from high school seniors annually from 1976 through 2006.
Full Story: http://diverseeducation.com/article/16453/
Showing posts with label generational conflict. Show all posts
Showing posts with label generational conflict. Show all posts
Thursday, September 29, 2011
Monday, February 7, 2011
From Conflict to 'Cohorts': When Young and Older Workers Mix
Workforce.com
Managing generations in the workplace may be especially daunting today as the millennials butt heads with Generation X and the baby boomers. But generational conflict has been a challenge, well, for generations. By Emilie Le Beau
Workforce Management, October 2010, p. 12
The organization was in decline with older members seizing control and the younger generation feeling frustrated. As young members left, the organization became “top heavy with old people.” Succession was a struggle, and the organization lost status within the community.
Managing generations in the workplace may be especially daunting today as the millennials butt heads with Generation X and the baby boomers. But generational conflict has been a challenge, well, for generations. The above example comes not from a 2010 corporate office environment, but rather from a 1957 study of the Woman’s Christian Temperance Union by Joseph Gusfield, a University of Illinois researcher. Gusfield concluded that two or more generations in an organization lead to factional conflict.
Full Story: http://www.workforce.com/archive/feature/hr-management/from-conflict-cohorts-young-older-workers-mix/index.php
Managing generations in the workplace may be especially daunting today as the millennials butt heads with Generation X and the baby boomers. But generational conflict has been a challenge, well, for generations. By Emilie Le Beau
Workforce Management, October 2010, p. 12
The organization was in decline with older members seizing control and the younger generation feeling frustrated. As young members left, the organization became “top heavy with old people.” Succession was a struggle, and the organization lost status within the community.
Managing generations in the workplace may be especially daunting today as the millennials butt heads with Generation X and the baby boomers. But generational conflict has been a challenge, well, for generations. The above example comes not from a 2010 corporate office environment, but rather from a 1957 study of the Woman’s Christian Temperance Union by Joseph Gusfield, a University of Illinois researcher. Gusfield concluded that two or more generations in an organization lead to factional conflict.
Full Story: http://www.workforce.com/archive/feature/hr-management/from-conflict-cohorts-young-older-workers-mix/index.php
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