THE EFFECT OF GENERATION DIFFERENCES ON PRODUCTIVITY AND WORKPLACE COMMUNICATION.

The effect of generation differences on productivity and workplace communication

Abstract

In this study we try to explore the concept of “generation differences” in a holistic context. The main focus of the research is on “generation differences” and its relation with “productivity and workplace communication”. The research also analyzes many aspects of “age group dissimilarities” and tries to gauge its effect on “organizational efficiency and effective communication at workplace”. There are three variables on which this study is based, where “difference among distinctive age groups” is an independent variable, however, “an organization's productivity and the effective interaction at workplace” are dependant variables. The effect of such differences can be productive because of the availability of variety of ideas; however, the scenario can have negative impact as well. Therefore the purpose of this research is to explore the nature of such effects in order to assist the decision making and strategy formulation process and to discover how it might be useful to the organization. Nevertheless, the research describes various factors which are responsible for “generation differences: effects on productivity and workplace communication” and tries to describe the overall effects of distinctiveness among age groups on organizational productive capability and effective communication at workplace.

Table of Contents

Section PAGE

CHAPTER 1

1.1Introduction04

1.2Problem statement05

1.3Background of the study05

1.4 Purpose of the study05

1.5 Rationale of the study06

1.6 Significance of the study07

1.7 Research questions08

1.8 Research hypothesis08

CHAPTER 2

Literature review09

The traditional09

The boomers09

Generation x11

Generation y12

CHAPTER 3

Research methodology15

Theoretical framework 15

Research design15

Sampling procedure16

Data collection method16

Data analysis16

Chapter 1

1.0 Introduction

A generation is a group of people categorized by age boundaries, these age brackets comprise group of people who were born during a certain era. However, till now 4 age segments have been discovered, matures, who were born in era of 1920-1940, boomers, who were born in era of 1941-1960, generation x, who were born in era of 1961-1980 and millennial, who were born in era of 1981-2000. Individuals falling in each group share similar experiences, values and attitudes and each group is governed by different frame of mind. Their behavior is entirely different particularly in work-related environment based on their shared experiences during their influential years. Nevertheless, the variations within different age clusters are expected to be large as one generation differs from the other. These differences can act as root cause of different issues arising in organizations; also the generalized characteristics of each age group do prove to be useful in managing diversity in the workplace. Yet, it is necessary to explore that the differences in the clusters are constructive or destructive. This study is constructed to measure the effects of age bracket difference on the productivity of the organization to measure the effect of difference on company's performance. Nevertheless, the study also explorers the effect of differences in age clusters on the workplace communication to ensure that there is no miscommunication due to generation gap.

1.1 Problem statement

Each age cluster is governed by different frame of mind and behavior. Yet, this change can either cause diversity in productivity and ...