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People Management Assignment


There always has been generation gap since the beginning of time. The ideas and perception of old generation is always different from new generation and this difference is formed on the base of values and beliefs. This conflict of generation has been also observed at workplace.  Managing multigenerational workforces is definitely an art in itself which needs a comprehensive study of generations, their values and beliefs. This comprehensive study helps to manage multigenerational force in different situation. This paper aims to analyze two different generations according to beliefs and values. Latter suggest managing leadership style and team cooperation and commitment. Paper is divided into three parts, and each part address different issues related to generations.  assignment writing service

Part A

Analysis of Two Generations

To manage the people from different generations especially at workplace, it is important to understand the differences based on the experiences, forming their expectations, values and beliefs and other managing and leadership style. This next section of this paper discusses two generations namely Baby Boom and Generation Y signifying traditional considerations about the generations, and their values and beliefs.

Baby Boom Generation

The generation of baby boom refers to such people born during the demographic  The most unique feature of this generation is that they believe that they are the especial generation and different from those who were born before them (Doug, 1997). Baby Boom generation has continuously been described as“shockwave”'(Doug, 1997) and as a“pig in the python” ,(1980).  

Generation Y

Generation Y is known as the Millennial Generation (William& Neil, 1992). Members of this generation are also called Echo Boomers, due to the considerable increase in birth rates between 1982 and 1995, and majority of them are off spring of baby boomers. Characteristically this generation varies by region, culture and social and economic conditions but they are generally marked by the increased use of communications means, media, and other digital technologies. This generation is marked also by an increase in a approach to politics and economics in the most part of the world (Jeremy, 2007).

Core and General Values of Baby Boom and Generation Y

Jennifer Deal (2007) has described the top ten values of Baby Boom generation and has divided the values into two different eras‘early boomers’ and‘late boomers’. Deal (2007) identified ten different personal but core values of Baby Boomers and prioritized them as integrity, family, wisdom, self respect, competence, achievement, love, happiness, balance and responsibility respectively. On the base of these values, conflicts between generations develop and workplace is the common place of such conflict. A work, done under United Nations Joint Staff Funds, analyzed the generation differences at workplace; this report analyzed the core workplace of values of generations. According to this report, Baby Boom Generation has fresh perspective, disapprove absolute or structure optimism, do not respect titles, team oriented and believe in personal growth, health and wellness, personal gratification and uncomfortable with conflict and sensitive to feedback.  

The core values of the Generation Y are strong work ethic, authority respect, commitment, and long-term planning (Mark McCrindle, Understanding Generation Y). According to Korn (2000), Australian teens value a happy relationship and a loving family. Conversely it is said that this generation has no loyalty. They are hard working, confident, have heroic spirit, technological savvy and multitasking (Traditionalists, Baby Boomers, Generation X, Generation Y (and Generation Z) Working Together, WHAT MATTERS AND HOW THEY LEARN? how different are they? fact and fiction,  United Nations Joint Staff Pension Funds).

Belief System

Generation Y follows a set of beliefs according to which they assume that they are talented, skilled. Another belief that generation y has is proud and confidence. They believe that they are talented to be proud. They are confident about their skills. Realism is the foremost belief of this generation, they believe in the reality and realistic about financial compensation due to ups and downs in the economy (Supporting Generation Y at Work: Implications for Business, 2010). For them, any religion, belief or philosophy is as valid as any other as long as it hurts other and believes in the tolerance.

Baby Boomers believe that they are different and superior from other generation born before them thus it can be remarked that they have kind of superiority complex. They believe in community integration, and uniformity. They are rigid in their beliefs and for this rigidness they are considered as conservative.

Part B

Generation Leadership Style

As far as Baby Boomers are concerned the best leadership style for them is authoritarian because Baby Boomers accept the chain of command and expect their leaders to give direction and to lead them towards common goals. For Generation Y the best suited leadership style is democratic because members of generation Y are flexible in their decisions and believe in equality and tolerance.

Development of Team Commitment and Cooperation

Generations Y can be motivated for their responsibility and team commitment by offering a challenging and difficult work because they love challenges. The members of generation Y always seek heroism and want to be heroes; appreciation and form admiration make them perform better for next time. Moreover, they are sociable and enjoy working in group and team environment. The level of cooperation in group with members is higher than solely performer, therefore they should be assigned task in group way to achieve a target. The sense of empowerment is intense in this generation and they enjoy power, they are talented enough to make good use of their power and be productive.

Baby Boomers can be motivated for team commitment and their responsibility by giving personal growth because they believe in working with team and motivated by a conflict free environment. However, title is not important for them yet they look for professional growth and personal gratification. These values of theirs could be used to motivate them to work in team environment and cooperating with other team members.

Part C 

Management Style for Generations, Recognition& Reward

Baby Boomers are very much concerned about their growth and professional environment. The recognition of their work and dedication is very significant for them as they seek personal gratification even in professional environment. However, they are not much concerned about title, growth in the position and power always amuse them and give a sense of personal satisfaction. The best way of recognition and rewarding them is the career growth; this growth is assumed by hem as promotion.

For Generation Y, the workplace as a very important place and they value it as learning and development place. They are very motivated at work and seek recognition for their challenging performance.  This recognition and reward, for them, is not necessarily in the form of promotion but getting more opportunities to learn. The best way to recognize and reward members of generation Y is to appreciate their talent by giving them more challenging and difficult task.

Management Style for Generation Delegation& Responsibilities, Development Coaching& Goals

Managing two different generations at workplace is difficult and especially when there is about delegation, responsibility and development, coaching and goals because each generation carry different values and different beliefs and remarkably influencing their working style. At this moment it is very important to understand the each generation is not with only generational characteristics but also with individual characteristics. Members of baby boom generations follow command chain and instructions by the relevant authorities that are very important when assigning a responsibility. Generation Y, on the other hand, is very enthusiastic about reaching their goals and accepting challenges. It is already discussed that generations carry their motivations which makes them to act specifically in the working environment. To assign a responsibility and delegation between two generations, it is the best way to use their motivational aspect. Baby Boomers prefer to work under superior and under chain command; while Generation Y prefers to work in team environment and believe in collaboration.

Development and coaching is also considered as important part of professional environment. Members of baby boomers are not much familiar with the use of technology, and rigid in their working style. They must be trained in web based environment, allowing them asking questions, and making the session brief. This coaching session can be effective if done in multimedia because this generation ahs short memory span.   Conversely Generation Y is familiar with technologies and thrill in multimedia environment. Their learning behavior is very flexible can learn anywhere and anytime especially during working on a project. 


The issue of generation gap cannot be ignored especially at workplace and needs to give attention. This paper analyzed different characteristics of two generations, baby boom and generation Y for understanding their values and beliefs and also analyzed how these beliefs and values affect the working environment. For this paper two generations was chosen and one of them is old and new generation. The selection of old and new generation is helpful to understand the differences of being born in different era.


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