Capelli, company for another and that being

Capelli, P. (1999), “Career jobs aredead”, California Management Review, Vol. 42 No.1, pp.      146-167. References Jenkins, J. (2008). Strategies for managing talent in a multigenerational workforce.

 Employment Relations Today (Wiley), 34(4), 19-26. doi:10.1002/ert.20172 Lyons, S. T.

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, Schweitzer, L., & Ng, E. S. (2015). How have careers changed? An investigation of changing career patterns across four generations. Journal Of Managerial Psychology, 30(1), 8-21. doi:10.

1108/JMP-07-2014-0210 Marshall, J. (2004). Managing Different Generations At Work.

 Financial Executive, 20(5), 18. Inkson, K., Gunz, H., Ganesh, S. and Roper, J. (2012), “Boundaryless careers: bringing back boundaries”, Organization Studies, Vol. 33 No. 3, pp.

323-340. Baruch, Y. and Bozionelos, N. (2011), “Career issues”, in Zedeck, S. (Ed.), APA Handbook of    Industrial and Organizational Psychology, Volume 2: Selecting and Developing Members    of the Organization, American Psychological Association, Washington, DC, pp. 67-113. Sullivan, S.

E. and Arthur, M.B. (2006), “The evolution of the boundaryless career concept:          examining physical and psychological mobility”, Journal of Vocational Behavior, Vol.

69      No. 1, pp. 19-29. Arthur, M.

B. and Rousseau, D.M. (1996), “The boundaryless career as a new employment           principle”, in Arthur, M.

G. and Rousseau, D.M. (Eds), The Boundaryless Career, Oxford       University Press, New York, NY, pp. 3-20. It is important to note that just because the landscape ofthe business world is changing doesn’t mean it is becoming impossible tonavigate. It is now just a change to how we go about our business. Wemust learn that it is okay to leave one company for another and that being letgo from a company is not the end-all be-all.

Companies are hiringconstantly now and always looking for talented and experienced people they cansnag from a competing rival (Capelli, 1999). Using rival companiesGoogle and Yahoo for example, if you worked for Yahoo for two years andwere let go because they closed your department then more likely than notGoogle would snatch you up because you have worked two straight years withtheir competitor and have the relatable experience that not many entry levelworkers would have, and they could benefit from that greatly.  It is now said that “high career mobility hasbecome the “new normal” (Inkson et al., 2012), so situations like thiswill become and currently are more likely than not to happen.

So,this means be prepared for your career when you retire to not be anything likethe one when you joined the workforce.For the longest time people saw their careers a “linearupward progression from job to job within a single organization” (Sullivan andArthur,2006).They expected, along with this progression, to include moreresponsibility, better pay and increased respect for them inside thecompany.

This was considered and organizational and/or a corporatethought process for the common worker. This was also how companies promotedthemselves to business researchers and job seeking persons due to the fact ofhow desirable it was to them. When people saw a company portrayingthemselves as a place of stability and as opportunity to increase their wealthat one location they were willing to give all their effort and commit wholeheartedly to said company. The workplace was a hardline divided place with theunderlings being nowhere close to the same level of the managers until theyshowed their loyalty to the company and their higher ups to then be rewardedwith a promotion or increased pay. Recently though there has be a swing in theidea of what the business world should look like. Outsourcing,globalization, people desiring a knowledgeable worker and theadvancement of technology have led to the downfall of the traditional look thebusiness field has had for the Silents, Baby Boomers, and Many Generation Xers.

Now with the economic landscape being changed and many companies are becomingless of a tower to climb and more of a flat style where there are manyunderlings and just a few high-level managers organization (Baruch andBozionelos, 2011). This leaves many people looking to move up in thetraditional sense out of options because there are less of the opportunities thatthe traditional style had. The new employees now, mostly Generation Xers andGen Y’s, are expected to gather as much experience and skills from oneemployer and then move one to the next one after just a few years if that andbasically crisscross the work environment to move up in pay and respect.Now,whatever career field you are in can mean that you are in more than one career.

The boundaries between one career and the one next to it have become paper thinand the employee must now be able to change their personal mindset and eventheir physical location much more often than any time prior to now. (Lyons,2015)”Changing generational norms have coincided with a purportedshift away from traditional organizational careers to a new career modelcharacterized by increased individual agency, flexibility of careerpaths and greater mobility across career boundaries such as job andorganization” (Arthur and Rousseau, 1996). I personally find it fascinating how much people and generationsas wholes change every 20-25 years. My parents have no clue about my generation andthey will say that themselves. Their parents are clueless about my parent’s generationand they will say it as well. There is always something wrong with the generationthat follows them, something different, something that makes the previous generationbetter than the next.

I feel if you were to go back 200 years or farther youwould have each generation degrading the one that comes next and saying that theirswas better. Have you ever heard someone say, “Back in my day you wouldn’t getaway with that!” or “Back in my day music was better than this crap” every generationsays that or something along those lines about the next one. Thesame principle can be said about the generations of the workforce. Thenext generation is always lazy or not dedicated and has their priorities in thewrong place. This will always be a thing because no one wants the person who isnext to be better than them. News for every generation before their “next”generation, “The world is always changing so get used to it” (Mark, 2017)Generation Y’s were born 1980-now we are global-centric andhave grown up during the rapid growth of the Internet and an increase in globalterrorism (Jinkins, 2008) We can handle change and accept diversity andwant to be included in the group or norm.

We are the most educatedwork force the world has ever seen due to all the technology and educationadvancements in our lifetime. We have infinite information at ourfingertips. We love teams and were raised to place an emphasis on sports,music or recreational team based activities. Unlike the Baby Boomers asparents the Gen Xers as parents did not put a focus on work and made it clearthat family is more important than a good job.

We are like the Gen Xersand must navigate a workforce that is no longer traditional and more of a free-flowingflat system (lyons, 2015)Generation X’s were born between 1965-1979 and they are theparents of most college kids today. They are the generation that Baby Boomersconsidered as lazy and nondedicated since they placed a higher importance onfamily than on work. They are the generation that started to outspokenlyreject authority figures and really started to question whether leaders wereright all the time. They are more independent and have high technicalskill (Jinkins, 2008). They have low commitment to companies and ifthey are not being fulfilled at one place they will move on to the next.The want to be given tasks and left alone to complete it because they eachthink they know what’s best. They also need recognition for their work orthey will feel excluded from the group (Marshal, 2004)Baby Boomers were born 1946-1964 and they are the people wholive to work.

They would rather have a good paying job with long hours than ahappy home life. They are not big on authority unless they are theones in authority. They tend to be open to change and a lot moreoptimistic than The Silents. They started the view that your own gratificationis more important that anyone else’s and they tended to work for money insearch of that self-gratitude. Today’s workforce sees that sense of self gratitudeas Baby Boomers being entitled. Many of their retirement savings fell throughbecause of a market crash and because of that they will have to work muchlonger than previous generation and many of them say they will probably neverstop working for the fact that either they love to work, or they need themoney (Jinkins, 2008).   The Silents were born sometime between 1922-1945,they are a generation that is mostly out of the workforce.They are a minimum of 72 years old right now and are only working if theyeither sucked at planning for retirement or just love working.

They are very patriotic having grown up during WWII and have the highestrespect for authority out of the four generations. They work like horses andare just as dependable and trust worthy because of their deep value systems.When they work as a team they need their leader to enforce the rules andagreements. They are the generation to say, “Well we have never doneit this way before.” (Marshal, 2004)Currently, there are four generations at work in thework force, they are The Silents, The Baby Boomers, Generation X’s,and Generations Y’s (Millennials).

Each generation has all their own quirks anddifferences but for the most part they can all coexist in the workplace withoutmuch incident.WhatMakes Them Different and The Change of The WorkforceTheGenerations at Work;12, 08,2017ArleneRamkissoonBus-240Management & Organizational BehaviorOhioDominican UniversityMark Wray       WhatMakes Them Different and Problems That OccurTheGenerations at Work 


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