| Abstract [eng] |
The purpose of the article was to determine if any differences or correlations exist among Baby Boomers, Generation Xers, and Generation Yers in regard to commitment, job satisfaction, and motivation. Recognizing and understanding generational differences is critical to the success of organizations. By understanding and appreciating each age group’s work style and personality traits, existing friction can be minimized and the assets of managing and coexisting within a multigenerational workforce are maximized. Therefore, turnover was discussed first because problem with job satisfaction, commitment, and motivations can lead to retention problems. Turnover has proven to be very expensive, costing companies billions of dollars each year. In regard to commitment the most common findings maintain that Baby Boomers are labeled as more committed to their employers because Baby Boomers are motivated and satisfied by receiving promotions and feeling appreciated. They were taught to work hard and to be pleasers, which would allow them to climb the ladder. Besides, Baby Boomer’s characteristics are associated with them being raised during the depression, and likely feeling very lucky to be able to sign on with a healthy company and stay for life. The younger generations, X and Y, are much different in regard to career motivation and fulfillment, causing greater difficulties for managers and organizations. Lack of commitment can be explained by the fact that Generation Xers watched... [to full text]. |
