Increasing generational diversity is causing demanding for a transformation in the manner by which the employers must manage their human resources. The current workplace is undergoing significant changes that present opportunities and challenges in equal measure. According to Brown (2012), one of the challenges brought about multi-generational workforce is communication among the different age segments. The current American multi-generational workforce spans four generations, with each having their own views and priorities. As a result, the manager of today faces a series of challenges that threaten the smooth running of their organizations (Jora & Khan, 2014). In this regard, only organizations that embrace generational differences in communication, ways of getting things done and ways of communication are bound to thrive.
Previous studies have majorly looked at ways of engaging a multigenerational workforce, without narrowing down to the specifics such as communication. Effective communication among the multigenerational workforce is critical in engaging the diverse employees and ensuring that they are focused on their results. The previous homogenous human capital management may not work effectively for the current diverse cohorts in the workplace Rajput, Marwah, Balli, & Gupta, 2013). Communication provide the means by which performance expectations are set, relationships developed, collaboration are enabled, and trust grows within a multigenerational workforce. Cekada (2012) argues that striking the right balance among the employees is essential in ensuring that the needs of all the employees are met.
This study will examine how the communication among the multigenerational workforce can be a challenge and what can be done to address the situation. This study is very significant in as it will enable the organizations to handle the communication pressure from among the multigenerational workforce, which tends to expand with time. Moreover, this study will provide necessary insights by which the management can leverage the strength of each generation of their human capital in order to take full advantage of their multigenerational workforce.
Brown, S. E. (2012). Attracting, challenging, and leading a multigenerational workforce-A perspective. Frontiers of Health Services Management, 29(1), 29-33.
Jora, R. B., & Khan, S. (2014). International Journal of Organizational Behaviour & Management Perspectives, 3(4), 1276-1281.
Rajput, N., Marwah, P., Balli, R., & Gupta, M. (2013). . International Journal of Marketing and Technology, 3(2), 132-149.