Hash Slinging Slashers
Annotated Bibliography
The Juxtaposition of Generations: Old Dogs, New Tricks
Management styles play a very important role in the workplace by making the employees motivated to work, collaborate, and feel involved in the company. With many different generations of managers and management styles, there can be varied outlooks on the “best” management style for the company, but how do these standards test against changing times as newer generations come into the workforce as general employees or as managers? How do these older generations value the quality of the workplace compared to newer generations?
Gunawan, A, Hapsari, C., & Stoffers, J. (2019, May 9). The Influence of Generational Diversity
Management and Leader–Member Exchange on Innovative Work Behaviors Mediated by
Employee Engagement. Retrieved January 30, 2020, from
https://www.tandfonline.com/doi/full/10.1080/10599231.2019.1610684
This is a study on generational diversity and how it affects management and leader-member exchanges in the workplace, focusing on the Baby Boomer generation, Gen X, and Gen Y (millennials). The generations are seen to have different sets of values, which can tend to cause conflict and hard feelings in the workplace. However, generational diversity in a company is seen as a major advantage; the employees can complement each others’ skill sets and desired roles. Employee diversity also helps create an engaging environment for workers, which encourages them to stay with the company and produce high quality work. This study was done on Indonesia’s largest telecommunications company. We are studying how management styles affect the workplace, so this study is critical because it gives us information on the values of the different generations currently involved in management positions.
Po-ju Chen, Youngsoo Choi. “Generational Differences in Work Values: a Study of Hospitality
Management.” International Journal of Contemporary Hospitality Management, 2008,
www.emerald.com/insight/content/doi/10.1108/09596110810892182/full/html
While many studies have been conducted on management and age disparities in the workplace, this study looks more closely into the hospitality of different aged supervisors and managers. The research design used was a survey consisting of nearly four hundred managers in the United States. The results showed fifteen different work values that followed a hierarchical order. The four dimensional work value structure that was shared by hospitality managers were comfort and security, professional growth, personal growth, and work environment. This is helpful to our topic because it takes a new angle when observing generational differences and values among managers in the workplace.
Salahuddin, Mecca. (2010). Generational Differences Impact On Leadership Style And
Organizational Success. Journal of Diversity Management. Retrieved from
https://www.clutejournals.com/index.php/JDM/article/view/805/789
Organizations in today’s society are beginning to focus their attention on employee satisfaction and its influence on the success of the organization as a whole. This journal works to address the issues that are coming up when it comes to effective communication and workgroup relationships within the varying generational management styles. These aspects are studied through the core values, work values, and other aspects of the individuals in the different generations to determine if differences among generations influence leadership styles. This is an important aspect to learn about so that we can take these values that are showcased and get to better know the impact that these leadership styles have on the quality of the work environments that they manage.
Tolbize, Anick. (2008). Generational Differences in the Workplace. Research and Training
Center on Community Living. Retrieved from
https://rtc3.umn.edu/docs/2_18_Gen_diff_workplace.pdf.
Working-age individuals fall into many different generational groups commonly known as The Traditional generation, The Baby Boomer generation, Generation X, and Generation Y. This journal works to describe these different generations and goes into detail explaining that all generations have some similar beliefs and values when managing the workplace, but there are also many generational differences in the way that they navigate the workplace. There is a focus put on the attitudes that different generations have towards work, loyalty towards the employer, attitudes regarding respect and authority, and training styles/needs within varying generations. All of these aspects of management are an important factor in the study of how the different generations of managers value the quality of the workplace environment and their attitudes towards change, teamwork, workplace culture, and the well-being of their employees.
Twenge, J. M., & Cambell, S. M. (2008, November 7). Generational differences in psychological
traits and their impact on the workplace. Retrieved January 30, 2020, from https://www.emerald.com/insight/content/doi/10.1108/02683940810904367/full/html#idm46529286477232
This article very carefully breaks down for you different types of stresses and feelings that are accumulated for the different generations in a functioning workplace. They begin with the most common which self-esteem, and narcissism in the workplace. The topic is broken down between from a range of ages from college students, all the way up to those who are on the verge of retiring. Another big topic it discusses and breaks down is need for social approval, which has always been a huge factor in how people function in a society or workplace. It then segways into anxiety and depression which is a huge problem in today’s world, and they show a nice contrast between how older generations dealt with it compared to today’s world where it’s rampant throughout the workplace. Also in the last bit of the article they mention how there has been a huge change in women’s responsibilities and roles, throughout the generations and how each generation is reacting to it. Everything within this article will help answer the questions of how the different generations of managers value the quality of the workplace environment and their attitudes towards change, teamwork, workplace culture, and the well-being of their employees.
Joshua Abrahamson, Cassidy Schmidt, Jim Lacher, Glen Hughes, Brooke Strong