Generational Differences

Running head: GENERATIONAL DIFFERENCES AND EQUALITY 1

Generational differences and equality

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GENERATIONAL DIFFERENCES AND EQUALITY 2

According to Sharma (2016), understanding generational differences helps in escalating

the success of an organization. This is because aids the manager to formulate the training

considerations, solve conflicts, team building, positive work attitudes. It pools and retains talent

and thus enhancing a high employee retention rate. This essay discusses the importance of

understanding generational differences and equality in the workplace, giving examples of ethical

scenarios relating to the two topics.

Understanding the generational differences and practicing equality helps in solving

conflicts and disputes among employees (Lewis, 2013). It is because most of the generational

conflicts are triggered by individuals of different eras and ages. The lack of understanding of the

values, beliefs, and behavior of different individuals in an organization is intensely influenced by

economic, social and cultural settings of their time. Thus, without an understanding of the contexts

leads to conflicts and negative stereotypes in the organization. Understanding the generational

differences may assist in teamwork building. It is because as a manager, one would be in a position

to group people according to their personalities, skills, and experiences. It is because understanding

the differences helps in attracting as well as retaining new talents. Additionally, it helps in

identifying and creating workplace conditions environment that would lead to a positive workplace

attitude that is conducive to all employees.

It also helps in setting the training and recruitment considerations. As a manager, one has

to understand his audience, generational learning preferences, the learning styles and shared

experiences (Sharma, 2016). Equality and generational differences help in the application of a

bottom line management style whereby all employees are valued and considered, their skills,

talents and unique experiences. As a result, there will be better alignment of strengths of the worker

about the organizational goals.

GENERATIONAL DIFFERENCES AND EQUALITY 3

An exciting aspect of the generational difference topic is the effect on the leadership or

management preferences and styles that tend to cause an enormous impact on organization

performance and behavior. Different generations tend to appraise various leadership and

management styles. An organization with generational differences is prone to equality issues of

unfairness, prejudice, and discrimination. However, despite the generational differences and the

associated challenges in the provision of equal opportunities, it is surprising how these differences

unlock an organizational success when well understood. Research has shown that many companies

or organization pay millions to consultants and researchers in the attempt of understanding the

generational differences and how to practice equality in such an organization. That means

generational differences create a dilemma in an organization which requires a balanced approach.

An example of a scenario associated with generational differences is the Enron scandal in

2001. The employees were involved in questionable behavior based on accounting fraud. Due to

poor choices and the competitive business environment, the individuals involved in the fraud

momentarily benefited monetarily (Kulik, O’Fallon & Salimath, 2008).). The perpetrators were

later on jailed and therefore did not serve a long run betterment of Enron Corporation, which went

bankrupt. The millennials generation is prone to fraud due to their knowledge of technology on

the internet for instance, through hacking. A second example of an ethical scenario that involved

the issue of equality or equal opportunities is the Uber scandal. Uber company has been questioned

about equality and sexual harassment which led to the stepping down of its CEO, Kalanick. This

has cost the company its reputation and thus pushing clients away, losing its shares to Lyft its

biggest competitor (Feeney & companies Uber, 2015).

In conclusion, understanding generational differences and exercising equality in an

organization leads to better performance. A manager can plan for the training considerations, solve

GENERATIONAL DIFFERENCES AND EQUALITY 4

conflicts among employees and create a positive attitude through team building and retaining

employees.

GENERATIONAL DIFFERENCES AND EQUALITY 5

References

Feeney, M., & companies Uber, R. (2015). Is Ridesharing Safe?

Kulik, B. W., O’Fallon, M. J., & Salimath, M. S. (2008). Do competitive environments lead to the

rise and spread of unethical behavior? Parallels from Enron. Journal of Business

Ethics, 83(4), 703-723.

Lewis, P. A. (2013). Managing Generational Workplace Conflict: Exploring Morton Deutsch's

Theory of Cooperation and Competition for Impactful Alternatives to Conflict

Resolution (Doctoral dissertation, University of Maryland University College).

Sharma, A. (2016). Managing diversity and equality in the workplace. Cogent Business &

Management, 3(1), 1212682.

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