DISSERTATION LITERATURE REVIEW SAMPLE Accounting Practices Involving Age Diversity Even though the topic on generational studies have become common among discourses for the past eighty years (Hitchcock, 2010), there seems to be a disagreement still on the accurate dates for every defined generation. Despite this continuous debate, there is still an agreement regarding the qualities that every generation possesses. Even though Elmer (2007) agrees on the qualities for each generation in general, he still disagrees involving the time frame for every generation. The demarcation that exist between the generational cohorts is performed according to the year of birth. While studies in the United States approximately use the same birth years for demarcation, there is less consistency that is applied in various European studies. This is generally due to the fact that every country in Europe has gone through a unique history. On the other hand, Eli (2008) disagrees in saying that birth years across the European countries reflect those in North America. For him, the birth years form the following categories: Baby Boomers – individuals born between the years 1945 and 1959 Generation X – individuals born between the years 1960 and 1980 Generation Y – individuals born after the year 1980. They are also referred to as ‘Generation Next’, ‘nternet Generation’, or simply, the ‘Millenials’ Generation X. Gem and Collard (2010) and Ephey (2010) note that a number of factors are found to be common to the history of those who belong to the Generation X. This includes recession, economic downturn, high rates of unemployment, contracting birth rate, increased governmental restraint, and instability among families. All of these factors are being seen as resulting to a generation that is self-reliant, realistic, independent, and one that highly expects freedom. Compared to their predecessors, Generation X finds a balance between their personal and professional lives. On top of that, having gone through periods of layoffs through their parents, those who belong to Generation X is no longer loyal to their employers. Generation Y. Amala (2009) discusses the idea behind Generation Y. This generation of the so-called millennials, as a whole, believes in collective action, trust in central authority and optimism of what the future brings.
DISSERTATION LITERATURE REVIEW SAMPLE They like being members of a team, working together in order to get things done with high spirits. As these employees start to enter the labor force, they are different from other workers of the previous generations. This generation is less likely to respond to the old-school, traditional form of management which usually involves command-and-control. Rather, since they have grown up at home questioning their parents, they will most likely have the courage to question those who have the authority at work. Amala (2009) goes on noting that this generation enjoys challenges, and consider change as a stimulus that continues to motivate them. A stagnant, repetitious environment is no longer conducive to this group. However, they prefer working under a specific structure, with directions that are given clearly. They also have high expectations of how their employers would handle them. This generation grew up in a high speed internet, fast food availability, resulting to their constant search for development opportunities and rapid promotion. This generation is very goal oriented. Generation Y does not just question those in authority, but also status quo. They value diversity, tolerance and equality. As such, it is included in their expectations to receive fair view and compensation from their managers who are also expected to empower them to keep on excelling in their chosen careers, being self-reliant, and independent. However, the perceived unsociable hours and poor pay that this generation has to deal with were shown to be a considerable drawback for this generation to attain success. References Eli, Y. (2008). Exploring four different types of generations and their perspective on career success. Managerial Psychology Journal, 23 (8), 907-928. Elmer, P. (2007). Learning orientation, talent retention and organizational commitment across generations. Managerial Psychology Journal, 20(6), 595-615. Hitchcock, W. (2010). Arriving to work with a new attitude and outlook. USA Today. http://usatodayorg.com/print/article/managerialoutlook.html. Accessed on December 22, 2017.
Published on Mar 12, 2018
Published on Mar 12, 2018
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