Implementing training programs where all generations can learn about each other’s differences can help employees understand how and why each generation works. Workshops in which multigenerational workforces can share work experience and mentor each other can assist in creating a sense of community and a supportive environment where employees can be open and share their ideas an collaborate with each other in order to better their organization. Millennials are perceived as being disloyal and quick to search for new employment when they unhappy in their work environments, but due to starting their careers during times of recession, Millennials try to maintain their roles in the workplace to remain financially stable. The main reason for turnover among Millennials is a result of exclusion, slow growth within the workplace, and limited development opportunities. Finding gratification and meaning to their work is important to Millennials so that they can excel and be productive in the workplace that is supportive of their work.
Younger workers place an emphasis on balance between work and home while older workers may expect to sacrifice personal time for work. Generation Y expectation is a healthy work life balance. How is a manager to deal with these differing cultural expectations and have a positive workplace? Managers must allow for individuality in the workplace by allowing workers the ability to work in a style that suits them while acknowledging the efforts of all workers despite their work style Younger workers tend to think of their older colleagues as set in their ways, stubborn and hard to train, while older workers label their younger colleagues as lazy, entitled, technology obsesses. Being able to overcome these negative stereotypes is essential in creating the right culture in the workplace.
Even though it was helpful and informative, a lot of concepts and ideas were repeated constantly. However, I thoroughly enjoyed the read because it was both short and informative. The theme and overall idea of the book was straightforward and easy to understand. Anyone willing to make his or her workplace more successful, have more positive interactions, increase the strength of personal relationships, or working on bettering their health should read this book. Specifically, I recommend this book to teachers, leaders of companies, managers, and those having trouble in their marriage.
Stewart’s penchant for inviting feedback from her employees highlights her understanding and utilization of the Performance Improvement Cycle (Kreitner & Kinicki, 2013). An organization’s culture often dictates if employees have a voice in matters pertaining to their jobs. Employees who have a voice feel empowered. Perceived powerlessness reduces effort and creativity and increases job dissatisfaction. Working in an environment where employees do not fear being fired for making a mistake, but know that they have the space and the resources to learn from those mistakes to improve themselves is a recipe for a committed and productive workforce (Wilson, 2008).
There is a point in which cognitive abilities meet the needs of being effective in your workplace. As stated anteriorly, being multilingual helps in problem-solving and in critically thinking, which implies that, then, any person who is willing to make an effort to learn other languages will most probably perform their job most cogently and discern themselves from their co-workers. Additionally, as many career areas involve interpersonal communication, being able to attend all your customers, especially those whose country do not motivate the learning of the English language, is highly more gratifying and effective if you can get through them by communicating in their native language. Undoubtedly, workers, companies, and corporations that are able to communicate to their customers in their native would thrive much more and have a huge handicap over the other
She also paid attention to the staff to understand their sources of motivation, what they value and what they feel about brands. She also met on a one-on-one basis with senior executives and assigned them to random tasks to observe their performance. Ignoring the confusion and ambiguity created, she took the time to find out what had to be achieved, and created the “Thirsty for change” group. Its diversity should ensure she had the right talent to achieve her plan. She used the need to affiliate theory: people need to feel they belong to a group and this need is so strong that we experience pain if we are excluded, that can also be physical pain.
Promoting a Coaching friendly context environment where managers and employees can share information and learn from each other openly. People in a coaching-friendly context naturally and informally reflect on their actions, discuss their problems and goals, and ask for feedback and advice (Hunt and Weintraub 2015). However, in a coaching friendly context, according to Hunt and Weintraub (2015), mistakes are opportunities for learning. Therefore, this coaching technique is quite beneficial to both the manager and employees. Thus employees who are typically afraid of making mistakes, will be more productive in this environment.
No Recognition Technology workers are always tackling new projects, and all your employees want to be recognized for their hard work. When IT workers are not rewarded properly, they can become frustrated with customers and other employees. Frustration can lead to an unpleasant work environment. Your company might not be able to afford promotions, but you can still reward your employees. Management should always praise the IT staff.
Extraverts will thrive in jobs that require human interaction, as that is what motivates them most. When interviewing potential employees, it is important to understand how a person works and what conditions under which they will work best. This will create a better workforce for our society as a whole. If our entire society is working in jobs that suit their personality best, people will be happier and healthier than some currently who are in jobs that assign them to uncomfortable tasks. They must take note of the strengths and weaknesses and understand a person fully, rather than just seeing if they can complete a job well enough.
I believe that a degree in social work will give a person the skill and resources that they need to achieve their personal and career goals. I feel as if social workers have the passion to help and support those who cannot do it themselves. A degree in Social Work will allow many to better manage time and resources in order to help as many parents and children as possible. A social worker always has a unique opportunity for helping their parents and children in a way that no one will be able to do. Knowing that social workers are making a difference in a child’s life is one thing that constantly makes the job rewarding and I feel like they wait for such an opportunity for enhancing their skills in this field.