Generational differences

Generational differences and equality
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.
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
conflicts among employees and create a positive attitude through team building and retaining
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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