week-1-dq-2-response-to-fellow-classmate-abosede-gomes
week-1-dq-2-response-to-fellow-classmate-abosede-gomes
Generational cohort differences continue to create challenges in the workplace due to the differences in managing employees and conflicts that may arise among these age brackets. Generational cohorts hold different perceptions of each other, which can result in conflict and misunderstandings in the workplace (Meriac et al.). In a study regarding generational cohorts, the researchers concluded that members of earlier cohorts had differing views of Millennials regarding work related characteristics (Pham et al.). In a three-generational study: Baby boomers (1946-1964), Generation Xers (1965-1980), and Millennials (1981-1999), it was postulated that generational cohorts develop similarities in their attitudes and beliefs based on shared life experiences. As a result, generational cohorts differ in their characteristics (Meriac et al.). These differences could have an impact in their views particularly at work. Meriac et at. attempted to assess the extent to which a specific measure of work ethic demonstrates measurement equivalence across cohorts using the Multidimensional Work Ethic Profile (MWEP). The findings showed that there was no linear trend in one’s level of work ethic as a function of age or career. I actually agree with this finding. I do not think that putting someone in a bracket can determine their work ethic. In other to improve generational cohort relationship in work place, its best to understand fully well what each generation entails. In addition, it’s also necessary to set the same standard for every member of the team to follow. This can create a sense of belonging and everyone is able to achieve the same goal in the workplace. Please provide a 150-200 word response to the below question and please use at least 1 reference. Also please cite reference in APA 6th edition format and please provide doi or www info for reference if applicable.
