Empirical Study to Understand the Most Efficient Generation of People to Lead an

Organization Among Multiple Generations

Introduction (500)

21st-century workforce represents multiple generations, making the unparallel

diversity to the workplace. Multiple age groups with different backgrounds, different

qualities and practices are the main differences between these generations. It’s

difficult to reconcile the workplace behavior with these differences. Critical

understanding of these gaps only can strengthen the work relationships to get the

maximum efficiency out of these workforces. Leadership will be the key factor to make

the employee collaboration between different individuals. Therefore, company

responsibility is to manipulate strong leadership roles among these generations, who

can handle multi-generational work patterns, attitudes, and behaviors. The employer

in their effort to win the multi-generational workforce needs to have a detailed

understanding of generational gaps in terms of work values., attitudes personalities,

career outlooks and expectations from leadership.

Generations basically categorized as baby boomers who born in between 1945 to

1960, Generation Xers who are in between 1961 to 1980, Millennials in between 1980

to 1996 and generation Z who born after 1996. These age categories basically have

different behavioral patterns when they are executing workplace policies, practices,

and attitudes towards the work, which are mainly leading the gaps in between these

age groups. Combination of these four generations can be a positivity to a company

with their different skills but poor understanding of managing differences will lead to a

negative impact on organizational behavior. Positivity of the combination of multiple

generations is the strength of the different characteristics. But to utilize and maximize
these strengths, better quality of leadership is very much important with a better

understanding of the demographic characteristics of the different generations.

But most of the organizations are not getting the real benefit from these multi-

generation representations due to lack of knowledge of generation diversity and the

less attention to bridge the gap where necessary to maximize the benefits.

In this research paper basically focus to identify the theoretical concepts for these

behavioral differences of each generation, organizational culture and leadership

management styles.

Study results are expecting to highlight the most preference leadership among multiple

generations which can effectively handle majority, facilitating the most comfortable

spaces for the employees and employers

This review is basically a collection of scholarly articles writing relevant to the topic.

Mainly from theses and dissertations which are done by reputed universities in the

world by gathering data and extracting details form various valid sources. The

secondary sources through primary source will be another base, this research is

planning to pull firsthand information which is closest to the object of the study.

The Main Body

Behaviors of Four generations

In the International Journal of management and business has been published, as

generations which are in identifiable age groups who have the same group of birth

years, matured in given time frames and experienced similar situations and

circumstances. Specific generation group have values, attitudes, and behaviors which

are influenced by the experienced situations and backgrounds of their lives.

(Kupperschmidt, 2000: Mujtaba, Manyak, Murphy & Sungkhawan,2010)

Further to more journal of nursing management has been derived in their publications

that the generated values are created by their family backgrounds, historically

experienced events and influential people’s in one’s life.

Generational studies limit to time frames for easy reference but there is no absolute

starting or ending for this specific time span(Stanley, 2010)

In general, the current workforce is consisting of 4 age groups due to people who work

their 60’s and the young crowd who enters the industry in their early twenties.

So these generations are as follows:

1. Baby boomers

2. Generation X

3. Generation Y (Millennials)

4. Generation Z -

1.Baby boomers

Baby boomers are basically post-war babies who grew up with industry revolution

(Zemke, et al, 2000) So the boom birth period basically begins in 1946 and spreads

till 1964. They are the nation’s largest demographic group (Corbo, 1997)

Characteristics of Baby boomers:

These baby boomer value the self-absorption and individuality as they are united by

sharing their experience of the economic prosperity time.

So, as the result of this experience they don’t focus on the materialistic needs and

rather have focused on the self-concept. These era people grew up having high

expectations (Smith, 2000).

The Baby Boomers are self-centered generation and like to define themselves as their

own extravagance and not by sacrifices made by their parents (Okrent, 2000).
Some explanation about the spending pattern of these baby boomers is explained by

US trust that these baby boomers in the US worked hard to earn success in gaining

wealth so they spend their savings and earning conservatively and more conscious of

saving some earnings for the time of retirement and for the economic future of their

children.

In a sociological manner and according to the adoption of the technology point of view.

“Baby Boomers are not technologically savvy, or don’t like change”, says Sheldon

Steinhauser. The professor of sociology in Denver college.

Baby boomers are much resistant to change means that they don’t like to do

something new because of the reason they don’t like to commence a mistake and look

Bad (Zetlin, 1995).

According to Alverson (1999) as baby boomers are more focused toward the self-

concept. You will see the present situations in which Baby boomers are still working

in the work area and other life areas to meet their needs and to minimize the threat of

the financial crises.

According to Stoneman (1998) that these baby boomers can change their work styles

but they will likely to be work as a workforce that shows the determination of baby

boomers.

2.Generation X:

These Generation X people grew up in the 70s and 80’s under the guard of the Baby

boomers for this reason they are also called the Baby Busters and this the fact about

this generation that they are the smallest in demographic settings (Filipczak, 1994).
This author also commented about the name of this generation called Generation X.

In this case, X is also the name of the group having no identity and that no one cares

about.

This generation people were born between 1961 and 1980 and more likely to grow up

in the era of energy crisis and post Watergate era (Zemke, Raines, and Filipczak,

1999).

These generation X people are also called 13th generation people and in accordance

with (Corby 1997) statement that these Generation x CORE groups were born in 1965

to 1975.

Characteristic of Generation X:

According to Broderick (1992), this generation X are more comfortable with Computer

skill and learning new and advanced technologies.

This is even claimed that no other generation is more advanced in learning technology

then this 13th generation as this generation has grown along the media and IT

(Alverson,1999). This 13th generation is more technologically savvy in PC’s, game

boys and microprocessors. The information and technologies always predict that how

will they live and play.

Life style and cultural preferences for generation x:

According to Loysick (1997), this generation known as X generation like to spent their

lives at home as they were more used to of the computers, video games and other

technology. Due to technological advancement, they become more independent at

early ages and many of these generation people have to grow early to support their

families. All these facts and situation helped them to become more self-absorbed.
The working style of this X generation varied from the Baby boomers as they like to

work in a flexible environment and don’t like close management. This x generation

was more convenient with the change as they largely changed their homes to cities.

The x generation works to live not live to work (Zemke, Raines, and Filipczak, 1999).

According to Filipczak (1994), that generation x entered in the labor market in the ’80s

and ’90s and they don’t take tension about the Job security and their job perception

were different from that of their parents. Generation X see every job as the stepping

stone for a better job and they always look for a better opportunity in the job market.

3.Generation Y (Millennials):

The millennials were born between 1982 and 1999 (Twenge, 2010). This generation

wants immediate feedback and largely characterized by cell phones and social

media networks.

Millennials are the last generation of the 20th century and are more characterized by

the individualism and shared tasking.

Characteristics of Generation Y:

This generation is more competent in technology than any other generation. They

with broad heart accepted the importance and benefits of technology and

globalization as the world is now converted in Global village.

One of the common characteristics of the millennial are hardworking, multi-tasking

and group oriented.

Millennials are the children of the Baby boomers and it is expected that they have a

conflict of views with their parents (Shragay, 2011).

Life style of Millennials:

Millennials use the text messages to receive and send information to others but when

it comes to an organizations context they prefer face to face interaction.

Millennials put great importance from the feedback of their supervisor and they feel

that these supervisors can learn from them (Murphy, 2007).

Millennial want to work with the creative people and more goal-oriented in nature.

Physical labor does not count as an important thing as they are more focused on

technology.

Workplace and cultural preferences:

In the year 2025. This generation will be 75 percent of the workforce of an organization.

This is in the blood of millennials that these are more impatient as they are more

technologically savvy. These millennial feels more relaxed in entrepreneurial and

highly connected workplace. These individuals like to do a collaboration on their

projects. These millennials don’t like hierarchical organizations and are more

convenient with the flat structure and want quick promotions (Murphy, 2007).

These people want some decision-making power and that kept them motivated.

According to Murphy (2014), the millennial struggle for more work-life balance and

want themselves to be involved in decision making. They love to ask challenging

questions and have their own set of older terminologies that can cause

misunderstanding.

4.Generation Z:

Generation Z is one of the most advanced generations in term of technology. This

generation was born in the 1990s and was raised in the 2000s this era is characterized
by the technology like web, smartphones, internet, free WIFI and other digital media

(Bascha, 2011; Brue Tulgan & Rainmaker Inc., 2013).

Characteristics of Generation Z

This generation is the most diverse and sophisticated in term of technology. This

generation Z is most straight forward, informal generation as it has an informal way of

communication also. Social networking is a vital part of their lives. We can say that

this generation is more Do it yourself type of generation and like to become an

entrepreneur and less motivated by the materialistic realities (Den Schawabei, 2014).

This generation is more aware and concerned about the environmental issue like a

looming shortage and water shortage (Max Mihelich, 2013).

Life styles and choices of generation Z:

According to Amanda Slavin (2015), this generation wants themselves to be heard

irrespective of the young age and they are more technology savvy as they care of the

technological advancement but lacks in problem-solving as compared to other

generation.

Work place preferences:

The preferences for the workplace and working condition are different for different

generations. According to Max Milelich (2013), Z generation must have to be able to

get good independence to prove themselves and want to get immediate recognition

and as this generation is so tech savvy so doesn’t like to put their gadget at home

while going to the office.

The Z generation wants the workplace they can easily adjust it. They favor and value

certainty in the workplace and more inconvenient in complex planning (Knoll, 2014).
The Z generation wants a leader full of honesty and integrity. As the generation Z is

more environmentally savvy, so they would like to work for the organization that is

more concerned about corporate social responsibility and concern about climate

changes and pollution in the environment.

Conclusion:

The conclusion of the literature review includes detail of all the main body discussions.

The problem statement of this research is to find the most efficient generation of

people to lead an organization in the current scenario. So, according to the research

in this domain about baby boomers.

Baby Boomers summary:

These baby boomers are more formal type in nature than any other generation now

most of the senior management of the companies are in hand of the people from this

baby boomer generation as these people are hardworking and want to get themselves

in the workforce and they have experience and see the different eras and different

situations so they are more likely to be the people for management of an organization.

The baby boomers are defined as confidence and self-reliance. The baby boomer likes

the hierarchical structure and bureaucratic type of management as these people are

the founder of these systems so they rely on these systems. This generation is known

as competitive and challengers but some time they find it difficult to manage with the

diversity. This Baby boomer generation of people likes to work in a team to get

objective. The strong ethics of work and face to face interactions are known as the

hallmarks of success for the people of this era. According to research most of the
focuses of the baby boomers are on the quality time with the money but the millennials

are more focused on trade-offs.

Generation X summarized view:

When it comes to generation X, as according to research they are the smallest part in

demography as they are called X generation. The overall characteristic of this

generation x is thinking globally, fun, informality, technical literacy, Diversity, self-

reliance, informality and the last one is pragmatism. One of the very best things of this

generation is that when they are on the work they are highly adaptable, creative,

independent and techno-literate.

So, these can be another suggestion for the best people who can lead the

organization.

Generation Y summarized view:

Some finding of the behavior of generation Y can direct us that up to what extent the

people from this generation are more efficient and competent to manage an

organization. Millennials are happier about the promotion and they easily can willing

to pay extra hours with quality work when they know that they can get promotion of it.

The recent researches have found that this y generation loves to keep informal

dressing as they are mode adopted and like work-related technology. The Y

generation is featured with the preference of the face to face feedback and also like to

seek recognition to benefit their career. Millennials want to have a sense of community.

These people like to work with mates who are of their types. They like more flexibility

in the work schedules. They watch and like a job as step stones so the switching

behaviors largely prevail in them and in addition they also like to be asked for the

recommendation in decision making. The millennials don’t like the hierarchical

structure and love the collaborative work community. They are not more reluctant on

the dependence on their supervisor and they would rather like to search online and

get the work done.

Now here comes the last generation, the decision reading the efficiency of this

generation also mentioned in different researches and the capability to lead decision

depends on the characteristics.

Generation Z summarized view:

This Z generation is also called as R generation and C generation. This c generation

comes from the words “connected to the internet”, “computerized”, “communicating”,

“content-centric”, “community-oriented”, “changing”.

The R generation comes from the expression of responsibility generation. The

literature review of this generation Z also tells us that people of this generation like to

achieve success in the professional career in a short time and more surprisingly want

without efforts. This is very difficult for the representative of generation Z to wait for

the long-lasting career in their profession in small steps take too long.

The job searching characteristics of the generation Z people caries from other ones.

They do not like to search job only in their area but also want to get a job around the

world. This can be a threat for the older generation people the experimentation nature

of generation Z. As this era people, don’t care about work stability and they look for an

escape from the daily routines and have the capability to change the settings related

to work. Generation Z are the most educated generation ever. The young people of

this era, like the self-employment as the best option because they see it as more

independent and better paid then else.

Therefore, on the basis of the literature review, this generation Z that consist of young

age people is much less described and explained generation among all the

generations. As this generation is newly entering the field as an internship or new jobs

or is still studying.

As the conclusion of all the generations characteristics are given in the literature

review and conclusions.

Guidelines toward research objectives and questions:

So, the research questions are related to the best fit between the type of or nature of

an organization with the characteristic of the generations. The research objective is to

see that which type of the people having different type of characteristics according to

their generations are more suitable to lead different types of the organizations means

the different nature that includes the bureaucratic, autocratic and knowledge-based

organization having different type management according to nature of vision mission

and category of business.

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