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Research Objectives:
to understand how multi-generational gap impact organisation
which type of leadership style is best for generationally diverse workforce
identifying strategies to manage workplace conflicts in generationally diverse
environment
Approach
The content reviewed explores the characteristics of each generation, their cultural values and
identity and the method to incorporate this into strategy, workplace design and workplace
productivity.
In current business era managers are supervising four different generations of employees. But it
is commonly seen that any organisation with multi-generational workforce is likely to have
intergenerational work value conflicts. So this research is to study that how this multi-
generational gap can be used as a resource for the organisation. The difference can be key to
success.
Data Collection
This research is based on secondary data collected for various sources. We relied on data based
on the related topics from different published research papers, magazines and news articles.
Hypothesis
It is hypothesized that technological changes and different value system, beliefs and
environment are the reasons of conflicts amongst employees. As younger generations are more
tech-savvy as compared to older generations, this creates differences in working styles of both
the generations.
findings: