Today’s organization is a blend of workforce
from divergent generation. Mastering over the manoeuvre to tackle this multi generational workforce is a gritty task. Organizations have a pool of
fresh young talented faces, middle age people holding most of the management
roles and senior executives holding top positions and have 30-40 years of
experience in their profession.These
multi-generational workforce are bound to give rise to conflicts and friction
within the organization.
Managing a
multi-generational workforce effectively presents many potential advantages and
opportunities for the individual and organization. Each generation brings to
the table different approaches to work, from the way it prefers to interact
with others, to how it views business strategies.
A major challenge for today’s traditional
workforce is to figure out how to develop younger workers into tomorrow’s
managers under a new business environment. A pivotal question for managers is,
“Do we want our legacy to be of mentoring and empowering the next generations,
or of fighting them tooth and nail?” Organizations that embrace generational
differences in values, ways of getting things done, and ways of communicating
will thrive.
Deeksha Kaura
PGDM 2014-16
Today, most references to Diversity and Inclusion in India highlight gender and disability. However, organisations of the future need to leverage the strengths of multiple generations within their workforce in a way that leads to collaboration, increased knowledge sharing which results in creative solutions and building networks that foster knowledge sharing and value creation for both, individuals and the organisation
ReplyDeleteA major challenge for today’s Traditionalist and Baby Boomer managers is to figure out how to develop younger workers into tomorrow’s managers under a new business environment.
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