Generational Influence and Motivation

Managing the Generation Gap Using motivational techniques and understanding

of Traditionalists, Gen Xers, Millenials, and Baby Boomers

Myra R. Nickles

Webster University

Dr. Edward Sherbert

Mgmt 6000 OB Summer

Managing the Generation Gap Using motivational techniques and understanding

of Traditionalists, Gen Xers, Millenials, and Baby Boomers

The workforce of today is a different makeup compared to thirty years ago and technology has demanded a new way of managing the different generations. This is an important issue to address because there are four separate distinct generations that make up the modern day workforce.   The Traditionalists are individuals born between 1900 and 1945 that make up approximately seventy-five million people.  The largest population ever born in this country, the Baby Boomers, born between 1946-1964, total approximately eighty million.  The smallest numbered group of approximately forty-six million, the Generation Xers, were born between 1965-1980, and the Millennials, born between 1981-1999, make up of approximately seventy-six million. Lancaster and Stillman, (2003).  

One issue that needs to be addressed when motivating the individual groups would be identifying and understanding each group and what their characteristics entail, their upbringing and how that affects their work ethics, needs and wants. By understanding the individual group, management would better know how to motivate them in training and career development, as well as lower labor force turnover.

Generation gaps in perspectives, attitudes, and behaviors are nothing new, but they can be difficult to reconcile in the workplace. Another issue that needs to be addressed are the [A]ttitudes, values, and work styles that the generations bring with them to work create the generation gaps that small organizations as well as the large organizations across all industries struggle to overcome. Lancaster and Stillman, (2003).  

Strategies for...