Explain how organizational have changes led to higher or lower retention rates between generational cohorts?
It
is imperative that organizations not only recognize the differences
between employees of varying generations but also adjust their approach
to recruitment, training, hiring and benefits process in order to retain
this talent (Jones, Murray, Tapp, 2018).
1. People who are placed in a job or position that best correlates with the attitudes and behaviors are most likely to succeed and be satisfied in their job. These attitudes and behaviors often are different for those of varied age.
2. Understanding that the younger workforce will seek more transitory work versus a lifelong commitment to an employer requires organizations to provide continuous skill development and more social interaction opportunities.
3. Considerations must be made for the older workforce within an organization that satisfies their need for stability while offering ways to integrate well with those from a different, often younger, generation.
4. Successful implementation of resources, benefits and programs that speak to a wide range of employees provides greater employee engagement and retention.
Description of the major issues related to the topic
What are the managerial/leadership implications/responsibilities?
What are the strategic organizational implications/responsibilities?
Impact on employees, resources, and/or stakeholders?
What are the legal concerns for employers (if any)?
What laws specifically apply to the issue(s)?
Biblical
integration (not a separate section at the end of the document)
Integrate Scripture throughout the document as appropriate to support
the analysis, synthesis, and evaluation of the selected topic.
The following scholary resource should be used:
Jones, J. S., Murray, S. R., & Tapp, S. R. (2018). Generational differences in the workplace. Journal of Business Diversity, 18(2), 88-97. https://doi.org/10.33423/jbd.v18i2.528
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