Create a 350-word summary identifying 3 key work
Create a 350-word summary identifying 3 key work trait differences you (Wk5MHA543WorkTraits) and your team members (Nicole, Cristal, Crystal, Samuel, & Diana) identified could impact the culture of your organization, and the impact of such differences on succession planning.
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That there is a strong relationship between emotional intelligence and occupational performance among individuals. Personalities are critical in defining workplace behavior. Behaviour is a factor of the work environment, as well as an individual’s personality, skills, and ability. Different people have their way of how they perceive and handle things. Different individuals interact differently with different people. Work trait impacts the organization's culture with the ability to influence. The success of an organization is just beyond doing the job perfectly, the satisfaction from work also comes from the employees being able to follow the values of the organization (Schuessler, 2021).
Workplace performance has been gaining popularity in organizations over the recent past. Due to the rising competition among firms, managers are always working hard to recruit, develop and retain high performers so that they sustain exceptional productivity and increase their market share. Individual personality and attitude impact work performance. Sometimes, this is due to the inability of people to find jobs of interest. With the current high unemployment rates, it is expected that many people would accept jobs for the sake of income. The development of the right attitude or personality can be achieved if both the individual and employer work together towards this goal. It is important to consider some of the few external factors that can improve employees’ attitudes toward work to increase individual productivity.
Employees acquire job experience over time. This experience creates an attitude in an employee, and that affects how one handles problems. The professional experience is not determined by the duration of the experience but rather the job productivity. When employees accept the challenges that come with solving problems, the attitude exposes them to new problems in solving these problems experience is gained. Researches state that an employee’s personality and professional traits impact job performance positively or negatively. Similarly, one’s attitude towards an organization affects attendance and work performance. Smart behavioral traits facilitate the creation of innovative teams, a seamless passage of information in workplaces, and the provision of solutions to problems that emerge in the course of production.
It is important to understand what is expected in terms of workload and appearance. Sometimes, people think that to be effective at work only requires professional or technical ability. The organization is normally focusing on developing individual talents, which undermines other capabilities necessary for a good working environment. Some of the factors that affect the effectiveness at work include one’s personality, feelings, and communication skills that are necessary to interact with other people (Goldston, 2008).
Generational Difference Chart
|
Baby Boomers (1946-1964) |
Generation X (1965-1980) |
Generation Y (1981-1996) |
Generation Z (1997-2012) |
|
They are very clever, they are resourceful, and strive to win. Most of them believe in the hierarchical structure and oftentimes, they have a hard time adjusting to flexible trends of the workplace. They believe in face time in the office and they are not easily convinced of working remotely. They value workplace visibility. They are over-optimistic and competitive and they define themselves by their jobs. They are good at making decisions and are self-reliant. |
These individuals are very hardworking and self drive. Most of them tend towards being silent achievers. They value diversity and are independent thinkers. They embrace social media and technology. They value constructive feedback and enjoy the creative output. These employees strive to accomplish things on their terms. |
They are ambitious and self-confident. They have high expectations. They are looking for a good life balance. They also expect to rise and move up the ladder very fast. They are not stable, the corporate responsibility has to meet their expectations, or else they leave the organization. They are conversant with technology and take advantage of it. |
Their priority is their career development. They are tech savvy and use their computers and smartphones to their full potential. In the workplace, these individuals want detailed instructions since they question everything. |
References
Goldston, B. K. (2008). The relationship between traits of organizational culture and job satisfaction within the healthcare setting.
Schuessler, A. (2021). The simple ethical values and traits: How to develop a positive work ethic: The value of ethics to succeed.
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Generation Z/Boomlets (1997 – 2012) |
Generation Y/Millennials (1981 – 1996) |
Generation X (1965 – 1980) |
Baby Boomers (1955 – 1964) |
|
30% don’t feel financially secure |
29% don’t feel financially secure |
Value their career and value the skills they develop |
Competitive generation |
|
Tend to be the most tech savvy of the generations |
Value transparency in the workplace |
Value an equal balance between work and there personal life |
|
|
They aren’t afraid to say what they think and believe no matter what anybody else thinks about them |
Value a work/ life balance over salary and titles |
This generation is very self-reliant |
Prefer face to face communication |
|
Natural entrepreneurs and extremely ambitions |
Change jobs more often |
|
Loyal to an employer and are willing to stay with an employer longer |
|
|
Millenialls believe organization can impact the community in positive ways |
|
Communicate privately about company |
|
|
They look for mentors and career development |
|
Baby boomers have an extremely high work ethic |
|
Around 69 million |
Around 74 million |
Around 66 million |
Around 74 million employed |
https://www.payscale.com/compensation-trends/communicating-compensation-communication-preferences-differ-among-generations/
https://www2.deloitte.com/global/en/pages/about-deloitte/articles/genzmillennialsurvey.html?id=gx:2ps:3gl:mgzs22:5GC1000068:awa:cons:052322:millennials%20in%20the%20workplace:e:c&gclid=Cj0KCQjw4uaUBhC8ARIsANUuDjXbY57CIOaT-WxU1YgGuXPfpB-hF6yWLyytTAyO-J13DfH0Tbooz24aAstlEALw_wcB
https://www.innovationquarter.com/articles/what-millennials-mean-for-business/
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Baby Boomers (1955 – 1964) |
Generation X (1965 – 1980) |
Generation Y/Millennials (1981 – 1996) |
Generation Z/Boomlets (1997 – 2012) |
|
Driven and competitive, take pride in their careers |
Very independent and autonomous |
Tend to prefer to collaborate with different points of views |
Value social responsibility and diversity |
|
Had to adapt to technology as it was not something they grew up with |
Well educated and ambitious |
Prefer work that is meaningful and that they are passionate about |
Speak their minds and make sure they are being heard |
|
Retiring at an older age |
Comfortable with technology |
Considered “digital natives” as they grew up with technology |
Very tech savvy and expect to work with technology |
|
Goal oriented |
Value work-life balance |
Very focused on their professional development |
Inclined to non-traditional approaches to their finances and education |
|
Hardworking and dedicated/loyal to their jobs |
Seek personal development |
Value feedback and mentorship |
Seek stability and flexibility in the work environment |
|
Value their career and seek to improve their skills |
Yearn to grow and prioritize professional development over loyalty to a company |
Very entrepreneurial & value innovative ideas |
|
|
Prefer authenticity in their employers |
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Crystal Hawkins
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CARE TEAM |
Age/Year |
Succession planning |
Work Traits |
Impact Culture/ |
|
Baby Boomers |
1946-1964 58-76 |
Procedures are manned with dedicated steps and minor deviations to their nature for helping others. |
Fixated on tasks for long periods of time. Repetitive movements and deadlines timed. |
Offer guaranteed outputs of the same quality as before. Won't challenge dictatorships and focus on common goals that's synchronized with the company. |
|
Generation x |
1965-1980 42-57 |
These workers consider participants as stepping stones to complete and execute agendas. They depend on others to comprehend information and to fulfill the tasks. These members motivate others to work in a more refined way as they practice their role as dependable alys. |
Work traits include hierarchy stigmatism and providing proofs as often as they can on goals. They stay on task and create boundaries separating them from others. Their goal oriented and factual. |
Authorities to all subjects and capitalize on documentation that support the right to tell people what to do. The peak of their career is today and they are focused on change and exercising their impact. |
|
Generation Y/Millennials |
1981-1996 26-41 |
Each day brings new challenges that are unrelated so these members alter their responses as often as they learn different characteristics to be successful. |
Motivated and easily influenced to try new things. They are comfortable with their work and they understand how to complete a task in multiple ways. Everyday is not the same and they try to manipulate the day to be more satisfying for themselves and others. |
Their impact is seeing how fast they can do a job and how many people know the job was done accurately by them. Proving that they know versatile actions and bringing meaning to a task is their niche and they know others are watching them for clues on success rates. |
|
Generation Z/ Boomlets |
1997-2012 10-25 |
Advice is given to these workers and they focus on the deals that were offered for tasks. They perform under pressure most of the time and they catch on to things to teach others what they have done. They repeat what they see and ask others for help that doesn't breach custody of the job entitlements. |
These members are impressionable and they make mistakes often as they are guided by a support leader. They need extra help and they take on multiple jobs at once to see what they gravitate towards. They are more helpful in labor positions because they can learn the bottom line of many jobs that it takes multiple exchanges to reach goals. They know why they are surrounded by a lot of people and it works in their favor. |
Young age workers help people test theories of a new law or new practice without the impact of previous ideology or malpractice that was learned through adapting. They remember the steps because it's fresh on their mind and their growing new habits that belong in the workplace. |
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|
S/N |
WORK TRAITS |
BABY BOOMER (1945 – 1960) |
GENERATION X (1961 – 1980) |
GENERATION Y (1981 – 1995) |
GENERATION Z (BORN AFTER 1995) |
|
1 |
Formative Experience |
Cold War |
End of Cold War |
9/11 Terrorist Attacks |
Economic Downturn |
|
|
|
Post War Boom |
End of Berlin Wall |
Play Station |
Global Warming |
|
|
|
Swinging Sixties |
Reagan/Gorbachev |
Social Media |
Global Focus |
|
|
|
Apollo Moon Landings |
Thatcherism |
Invasion of Iraq |
Mobile Devices |
|
|
|
Youth Culture |
Live Aid |
Reality TV |
Energy Crisis |
|
|
|
Woodstock |
Introduction of First PC |
Google Earth |
Arab Spring |
|
|
|
Family-Oriented |
Early Mobile Technology |
Glastonbury |
produce own media |
|
|
|
Rise of the Teenager |
Latch-Key Kids: Rising of the |
|
Cloud Computing |
|
|
|
|
Teenager |
|
Wiki-leaks |
|
2 |
Percentage in US Workforce |
25% |
33% |
35% |
5% |
|
3 |
Communication |
Face-to-face Ideally but telephone or e-mail if required |
Text messaging or e-mail |
Online and mobile (text messaging) |
Facetime |
|
4 |
Communication Media |
Telephone |
E-mail and Text message |
Text or Social Media |
Hand-held, (or integrated into clothing) |
|
5 |
Attitude towards Technology |
Early Information Technology (IT) adaptors |
Digital Immigrants |
Digital Natives |
Technoholics – Entirely dependent on IT: Limited grasp of alternatives |
|
6 |
Signature Product |
Television |
Personal Computer |
Tablets/Smart Phone |
Google glass, graphency, Nano-computing, 3-D Printing, Driverless Cars |
|
7 |
Aspiration |
Job Security |
Work-life Balance |
Freedom and Flexibility |
Security and Stability |
Reference
ICIMS Staff (2018) 5 Generation in the workforce: The demographic info you need to know. https://talentor.com/blog/generation-y-in-workplace
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|
|
Baby Boomers |
Generation X |
Generation Y/Millennials |
Generation Z/Boomlets |
|
Birth Years |
1946 – 1964 |
1965 – 1980 |
1981 – 1994 |
1995 – 2010 |
|
Current Age |
76 – 58 |
57 – 42 |
41 – 28 |
27 – 12 |
|
# |
80 million |
51 million |
75 million |
~ 48 million |
|
Influencers |
Civil Rights, Vietnam War, Sexual Revolution, Cold War/Russia, Space Travel
Highest divorce rate and 2nd marriages in history.
Post War Babies who grew up to be radicals of the 70’s and yuppies of the 80’s.
“The American Dream” was promised to them as children and they pursue it. As a result, they are seen as being greedy, materialistic, and ambitious.
|
Watergate, Energy Crisis, Dual Income families and single parents, First Generation of Latchkey Kids, Y2K, Energy Crisis, Activism, Corp. Downsizing, End of Cold War, Mom’s work, Increase divorce rate.
Their perceptions are shaped by growing up having to take care of themselves early and watching their politicians lie and their parents get laid off.
Came of age when USA was losing its status as the most powerful and prosperous nation in the world.
The first generation that will NOT do as well financially as their parents did. |
Digital Media, child focused world, school shootings, terrorist attacks, AIDS, 9/11 terrorist attacks.
Typically grew up as children of divorce They hope to be the next great generation & To turn around all the “wrong” they see in the world today.
They grew up more sheltered than any other generation as parents strived to protect them from the evils of the world.
Came of age in a period of economic expansion.
Kept busy as kids.
First generation of children with schedules. |
Embracing technology, frequent communication, diversity acceptance, Interconnectedness, online and off, technology dependence. |
|
Core value |
Anti-war Anti-government Anything is possible Equal rights Equal opportunities Extremely loyal to their children Involvement Optimism Personal Gratification Personal Growth Question Everything Spend now, worry later Team Oriented Transformational Trust no one over 30 Youth Work Want to “make a difference” |
Highly Educated High job expectations Independent Informality Lack of organizational loyalty Pragmatism Seek life balance Self-reliance Skepticism/Cynical Suspicious of Boomer values Think Globally Techno literacy Balance, Diversity Entrepreneurial, Fun.
|
Achievement Avid consumers Civic Duty Confidence Diversity Extreme fun Fun! High morals Highly tolerant Hotly competitive Like personal attention Self-confident Social ability Members of global community Most educated generation Extremely techno savvy Extremely spiritual Now! Optimism Realism Street smarts |
A desire to find (or create) meaning A motivation to contribute to the world Being highly educated Cultural diversity A desire for their own personalized experience
|
|
Attributes |
Ability to handle a crisis Ambitious Anti-establishments Challenge Authority Competent Competitive Consensus Leadership Consumerism Ethical Good communication skills Idealism Live to work Loyal to careers and employers Most educated as compared to other 3 generations Multi-taskers Rebellious against convention beginning with their conservative parents. Traditionally found their worth in their work ethic but now seek a healthy life/work balance Optimistic Political correctness Strong work ethic Willing to take on responsibility |
Adaptable Angry but don’t know why Antiestablishment mentality Big Gap with boomers Can change Crave independence Confident Competent Ethical Flexible Focus on Results Free agents Highest number of divorced parents High degree of brand loyalty Ignore leadership Independent Loyal to Manager Pampered by their parents Pragmatic Results driven Self-starters Self sufficient Skeptical of institutions Strong sense of entitlement Unimpressed with Authority Willing to take on responsibility Willing to put in the extra time to get a job done Work/Life Balance |
Ambitious but not entirely focused. Look to the workplace for direction and to help them achieve their goals. At ease in teams Attached to their gadgets & parents Best educated – Confident Diversity Focused – Multiculturalism Have not lived without computers Eager to spend money Fiercely Independent Focus is children/family Focus on change using technology Friendly Scheduled, structured lives Globalism (Global way of thinking) Greatly indulged by fun loving parents Heroism -Consider parents their heroes High speed stimulus junkies Incorporate individual resp. into their jobs. Innovative-think our of box Individualistic yet group oriented Invited as children to play a lead role in family’s purchasing and travel decisions Loyal to peers Sociable -Makes workplace friends “Me First “Attitude in work life Most doted upon of any [email protected] Net-centric team players Open to new ideas Optimistic Parent Advocacy (Parents are advocates) Political Savvy (like the Boomers) Respect given for competency not title Respectful of character development Self –absorbed Strong sense of entitlement Techno Savvy – Digital generation Think mature generation is “cool” Want to please others Hope to make life contributions to world Very patriotic (shaped by 9/11) Seek responsibility early on in their roles |
Less validation expectations More independent More entrepreneurial More communicative More competitive More motivated by security Driven by career/financial goals
|
|
Dealing with money |
Buy now, pay later
|
Cautious, Conservative Save, save, save |
Earn to spend
|
Earn to spend |
|
% of workplace |
45% |
40% |
10% |
6% |
|
Work Ethic |
Driven Workaholic-60 hr work weeks Work long hours to establish self-worth and identity and fulfillment Work ethic = worth ethic Quality |
Balance Work smarter and with greater output, not work longer hours. Eliminate the task Self-reliant Want structure & direction Skeptical |
Ambitious What’s next? Multitasking Tenacity Entrepreneurial |
Generation Z has been making their mark in businesses by demonstrating new levels of digital competence, dedication, and drive to achieve a goal. As more Generation Zers influence the workforce, it will be important for business leaders to understand the work, and benefits that they must offer to best recruit and keep them. Young employees of the new generation are always important to recruit to your business, as they offer a fresh perspective and insight, as well as valuable skills.
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|
Technology |
Acquired |
Assimilated |
Integral |
Competence |
|
Entitlement |
Experience |
Merit |
Contribution |
Individualiy |
|
Workplace view on respect for authority |
Originally skeptical of authority but are becoming similar to Traditionalists-Time equals authority
|
Skeptical of authority figures Will test authority repeatedly |
Will test authority but often seen out authority figures when looking for guidance.
|
They also advocate to have a more balanced work/life experience to help them escape the burnout that has inflicted older generations, with 38% counting work/life balance as a priority when choosing an employer. |
|
Workplace view on time at work |
Workaholics Invented 50 hr work week Visibility is the key |
Project oriented Get paid to get job done |
Effective workers but gone @5pm on dot. View work as a “gig” or something that fills the time between weekends. |
Gen Zers are driven by different needs than the generations that came before them—especially in comparison to the way boomers have assimilated into the workforce. Because of this, Gen Z tends to respond better to millennial-aged managers.
|
|
Workplace view on skill building |
Skills are an ingredient to success but they are not as important as work ethic and “Face time”. |
Amassed skills will lead to next job, the more they know the better. Work ethic is important, but not as much as skills
|
Training is important and new skills will ease stressful situations. Motivated by learning / want to see immediate results.
|
or Gen Zers, their technological dependence is not necessarily considered to be an addiction, but rather that they view their mobile devices as “extensions” of themselves. They can even feel anxiety without them. They also use their devices to the extent that their use causes them to lose sleep, but that would appear to “come with the territory.
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|
Work assets |
Anxious to please Challenges the status quo Can creatively break down the big picture into assignments. Good at seeing the big picture Good team players Mission oriented Politically Savvy-gifted in political correctness Service oriented Will go the extra mile Works hard |
Adapt well to change Consumer mentality Direct communicators Don’t mind direction but resent intrusive supervision. Eager to Learn, Very Determined Good task managers Good short term problem skills Highly educated Multitaskers Not intimidated by authority Thrive on flexibility Technologically savvy Will do a good job if given the right tools Value “information” Want feedback |
Consumer mentality Collaboration Goal oriented Highly educated Multitask Fast Optimistic Positive attitude Technical; savvy Tenacious |
As a generation that grew up with high-speed internet and the openness to personal information sharing on social media, it should come as no surprise that Gen Z is well-known for being ever-connected online to their peers and social communities—they have shown an inclination for more intimate, immediate social networks such as Snapchat. Generation Z is also well known for using FaceTime instead of texting or calling, unlike previous generations and their utilization of social media and digital services.
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|
Work liabilities |
Expect everyone to be workaholics Dislike conflict Don’t like change Challenge Authority of Traditionalists Judgmental if disagree Not good with finances Peer loyalty “Process before results” Self-centered |
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