Hypothesis: "Older Versus Younger Generations Report Different Professional Needs And Preferences In The Work Place."

4516 words - 19 pages

Hypothesis Testing Management Research Design
Mgt 207, Dr. Hal Lazarus
April 21, 2009
Dr. Alan Ettinger
Sunny Chen
Jane Prokopowicz
Sig Stefansson
Helena Willis

Table of Contents

a. Introduction ………………………………………………….Page 3

b. Operational Definitions………………………………………Page 6

c. Methodology…………………………………………………..Page 7

d/e. Sample………………………………………………………..Page 8

f/h. Findings/Impressions/Limitations…………………………..Page 9

g. Policy recommendations………………………………………Page 14 ...view middle of the document...

, 2008) Generation X is said to represent Americans who were born between 1965 and 1980 (Coupland D., 1992.). Recently, yet another category “The Millenials” has been popularized as a distinct group for individuals born between 1981 and 1999. (Howe N, Strauss W., 2000.)
A rationale for theorizing clearly demarcated differences among the generations relates to the idea that different generations were exposed to and grew up amidst very different societal events. Despite variability in socioeconomic and cultural aspects within a generation, societal events and mores’ are felt to be as compelling as to link individuals within an age group. While the matures for example grew up through the hardships of the depression, Generation X’rs were raised in times of relative financial and technological prosperity. These differences in early life exposures are said to translate into common attitudes among members of younger vs. older generations. Since many of these attitudes deal with issues related to dealing with authority and with ethics in the workplace, it would be advisable for managers to be well acquainted and adjust to the varying attitudes among different generations.
While there may be a paucity of evidence to defend the distinct delineation of the aforementioned generational groups, there is indeed intuitive appeal to the idea that attitudes among older generations would vary among different age groups. Taken as more of a spectrum from older to younger, some of the following ideas have been espoused. (Wendover RW., 2008). Older individuals are said to adopt attitudes of profound respect toward authority while younger individuals tend to expect more mutual respect and more attending to their needs from managers. Older individuals tend to be more resistant to change while younger individuals are more eager to learn novel techniques. Older persons tend to place priorities upon duty toward the workplace whereas younger ones place more priority upon quality of life including family commitments. The older generations may have more reluctance to learning how to use newer technologies such as the computers whereas younger individuals are eager to adopt technological advances in their work. Older individuals are more inclined toward traditional meetings and discussions with others whereas younger ones are very comfortable and enjoy the convenience of being able to meet from remote sites utilizing the latest technologies. Older workers may be more drawn to a thoughtful thorough studying of methods before performing a task whereas younger individuals may be more comfortable to jump in and learn as one goes.
If these theoretical constructs are legitimate, managers will want to approach workers of different ages in different ways, in order to get the best out their employees. Wendover (Wendover RW., 2008.) Has enumerated the important tenets of a workplace recognizing generational diversity including
Promoting a workplace environment...

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