A.Rosenberg - Chapter 11

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Middle Tennessee State University *

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3610

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Jan 9, 2024

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Andrea Rosenberg MGMT 3610 Professor Moake 01/02/24 Chapter 11 Assignment 1. Please read through the file in the Content section titled “Census Population Projections”. According to the document. What are some trends that may affect the workplace in the next 40 years? Please be specific. Younger generations are projected to become more racially and ethnically diverse compared to older generations, foreign-born people living in the U.S. will be at an all-time high reaching 69 million and become the leading cause of population growth versus natural increase, older women will continue to outnumber older men but the gap will narrow, and the population in the U.S. will shift to a larger percentage of centenarians with one in five Americans being over 65 by 2030. This means the workforce will end up with a majority of younger workers with a large portion of established positions retiring and needing to be filled. More foreign-born population brings in cultural influences to the workplace that may not have been as prominent. 2. If you were an HR manager, what are some ways that you can improve the workplace to better accommodate the changes in the workforce that you highlighted in Question 1. As an HR manager I would promote a learning culture to help upskill and reskill workers to align with changes as the working generations shift with so many people retiring. Fostering diversity and inclusion would be useful to develop policies and company culture that promotes equality as changes occur to diversify the demographics in our country. Furthermore, inclusivity would be useful in adapting to the variety of cultural influences from the major growth in foreign- born populations coming to the U.S.

3. Please read the article in the Content section titled “The Clash of the Baby Boomers and Millennials: How Can We All Get Along?” What are some ways to handle generational conflicts that may arise in the workplace? What are the benefits to older workers of adapting with the younger generation and vice versa? I think the author of the article puts it best when they wrote that the differences between generations “should be treated as assets and not liabilities” (Forbes). For example, conflicts can arise in something as simple as the approach used for communication. I encounter this myself where I like to utilize technology for quick questions and will send Teams chats or texts to my managers but they’re an older generation and are used to and prefer) emails because they forget to check for chats. Technology applications can be a big variance in generations but it can be resolved with trainings through company IT and HR to implement standardized methods preferred by the company as a unit. This was done recently with my firm’s IT hosting refresher trainings for everyone to showcase how collaborative apps are integrated into Teams and to push for the firmwide use in order to centralize where client information is being discussed. Having the older workers adapt to new tech used by younger workers helps in advancing the company as a whole and keeping up in industry standards. Conversely, having younger workers learn from and adapt to set standards of efficiency from the older workers helps in maintaining consistency and allows for mentoring and passing down of knowledge already learned through trial and error so younger workers don’t need to waste time learning the same things in the same way.

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