The History of Danielle Vonegypt

The History of Danielle Vonegypt Assignment Help Danielle Vonegypt
MondayJul 26 at 9:26pm
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I was born in 1995, so I fall into the Generation Y/Millennials. I feel that I align well with this generation. I am really good with technology and change. I like to be challenged by new opportunities and I do want transparency and social responsibility from my company. I don’t worry as much about job security as much as I probably should.
“Baby boomers are the most educated generation to be driven by both personal and professional development. They are characterized by their long hours of hard work, extrinsic motivation, and loyalty and commitment to their employers at the expense of work–life balance. They value job security and a stable working environment” (Youssef-Morgan and Noon 2017). Baby boomers are more apt to stay with their company for a long time and even for their entire working career. Baby boomers tend to be better team players. Baby boomers look at time accrued with a company and that should lead them to leadership. Baby boomers got married young and start families.
Unlike Millennials who do not value job security or a stable working environment these characteristics are very important to baby boobers. Millennials are more likely to move around where baby boomers stay with a company for a long time. Millennials are better at working alone unlike baby boomers who are better at being team players. Millennials feel that hard work and contributions will get them into leadership roles where baby boomers feel that longevity should get them into leadership. Millennials are not quick to start families and purchase homes and are more likely to live at home longer than the baby boomers.
“Recognizing the value both generations bring to the table is critical. Baby Boomers can benefit from Gen Xers digital proficiency and overall potential. Gen Xers can learn from Baby Boomers institutional knowledge and experience. Leveraging this diversity of thought, skillset, and experience will drive innovation. If they lean on each other and work as a team, they will get the best of both generations. Building a strong relationship between the generations, one based on respect and dialogue, will allow organizations to navigate the winds of change while remaining rooted in lasting values”(Beheshti, n.d.).
I feel that Baby Boomers might be hard to get along. Millennials are used to technology and getting things done quicker. They are also used to be able to work remotely where Baby Boomers want to be in the office and communicate face to face. Millennials want to climb the corporate ladder quickly where Baby Boomers feel longevity takes precedent.
Different generations can work together and be productive by meeting some very basic guidelines. Such as“Listen to your co-workers and give them the kind and amount of feedback they need to be effective. Some people like face-to-face conversations. Some prefer email or written memos. Others would be happy to chat and IM about work issues. Meet them where they are, and be clear about your expectations for responding to the message regardless of the medium. Whether it’s the voice of experience or a new idea, honor the contributions of your team in the spirit with which they’re given” (Generational Difference – an overview | ScienceDirect Topics, n.d.),
Anthony Del oso
ThursdayJul 29 at 10:57pm
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Born in the early 80’s, I am considered a Generation Y or Millennial. Based on out text, I feel like I align with certain parts of the generalization of my generation. For example, I am extremely comfortable with technology considering I grew up with the introduction of the internet for consumer use. That opened the doors to where we are today with smartphones and smart homes. Youssef-Morgan & Noon (2017) stated that our generation likes “to be challenged by new opportunities and self-development” (sec. 10.2, para. 33). I also agree with this point considering my competitive nature, new opportunities are always welcomed, and I truly make efforts on self-improvements. Not worrying about job security is what I disagree with. Having a family to help support, I understand the importance of making a living and making sure food is available for my family. Also, being a leader, I know how jumping from job to job can look for an applicant.
For a long time, I felt like I was in the Generation X group until I researched it years ago. According to McKenna (2021), members of Generation X or Gen Xers are described to be resourceful, tech-savvy, independent, and value a work-life balance. Gen Xers was technically the first generation to own a personal computer. Through the years they experienced and benefited from all the technological advances. My wife might get mad at me for this, but she falls as a Gen Xer and she values her work-life balance. Unlike me, when she is out of the office, she does not respond to emails or phone calls unless it is urgent. McKenna (2021) also mentioned that Gen Xers spent parts of their day alone without adult supervision while their parents worked. This made them independent as well as resourceful.
Gen Xers and Generation Y or Millennials tend to share some similarities. Both were introduced to the tech advancements and continue to advance with it. Both also tend to have les of a concern for job security. Gen Xers tend to change jobs often after college and Millennials are not worried with job security. Where they differ would be the Gen Xers are more independent and Millennials are more open with the social-justice model.
I can see some difficulties working with Traditionalists compared to working with other Millennials. Traditionalists lacked education and resources. They also saw work to be a privilege and worked long hours. Millennials has had more educational opportunities available to them. In addition, economical and technological resources were widely available compared to Traditionalist were the income was low due to certain factors and lack of education.
Each generation has been faced with different and at time life altering changes. Creating awareness of those experiences and educating the employees could promote a healthy and productive work environment. I recently saw a video of parent (Gen Xer) giving their kid a cassette box and ask they child if they new what it was. Immediately, the child put it on his ear thinking it was similar to a cell phone. The parent then asked the child to open the cassette box. After 20 minutes of trying to open it, the parent stepped it and assist. The look of confusion in the child’s face was too funny. The parent educated the child on what the cassette was, and he immediately wanted to hear the music. The same can be done in the workforce. Understanding the difference can create opportunities to teach which in turn can enhance production and produce a health work environment.

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