Discussion 8: Summary

“What Readers Expect from a Summary,” write a summary of your proposal project. Include brief background information about your topic, what you have learned from your review of literature, what research methods you used, your findings, and your conclusion (or what you assume the results will show).


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Strategies for Managing a Multi-Generational
Proposal Project – Introduction
Kathylean Ashburn-Riley
April 8, 2018
Strategies for Managing a Multi-Generational
Thesis statement: Effective management of multi-generational workforce within business
organizations is a multifaceted aspect that enhances an organization to attain an outstanding
competitive advantage.
1. Introduction
Effective management of diversified organizational workforce is of great value in the process
of streamlining corporate social responsibility and fine-tuning business process for productivity
to be enhanced. Diversification is a type of development strategy, (Nigel,11 May 2005).
Expansion procedures comprise a huge increase in the execution targets (normally deals or piece
of the pie) past levels of execution. Many organizations try to find at least one kinds of
development actions. One of the vital rationales behind the diversification in the development
strategy is a view that is held by many financial managers that profit maximization is key in
every to every business operation. The growth of the business deals with frequently the measure
that is used in executing duties. Regardless of whether profits are going to increase or stay stable
or decrease, the growth in business fulfil different goals.
Rewards for both managers and the supervisors are very important whenever the company is
seeking to attain the development strategy. Managers should be given tips for any work well
done so as to get motivated to work and attain more. There are challenges as well in trying to
attain the desired goals in workplace. Some include the challenge of stakeholders being afraid of
engaging in change process due to fear of unknown. Moreover, poor communication is the major
cause of business failure that we are seen today. Effective leadership skills should well have
utilized, especially the democratic one, to promote self-esteem among the employees,
(Schermerhorn et al., 2014).
Indomitable management of multi-generational workforce within organizations is an
indicator of a leader having situational leadership skills; important in eliminating social
nuisances within an organization, (Kilbourne, July 14, 2010). Thus, the leaders don’t have to
create ‘age particular’ aptitudes. They ought to have the capacity to flex and adjust leadership
styles to the necessities of every person. We don’t characterize individuals and their necessities at
work by sexual orientation or social foundation, also, likewise it appears there is little proof for
making suppositions about the sort of workplace a worker needs given their age. Leaders who
are best at connecting with and propelling their groups – and who get higher execution, therefore
– draw on the scope of various leadership styles. They have the mindfulness to adjust their
leadership style to the individual and circumstance.
2. Unmatched Ways of Managing Multi-Generational Workforce
The unmatched ways of managing multi-generation workforce incorporate the following:
Firstly, the organization should possess the ability and necessary skills of understanding nature
of organizational discriminations, (Greenberg, 2004). This allows the organization to be able to
identify what needs to be done to ensure the operation is streamlined. Secondly, the organization
should determine individual tastes and preferences and all forms of preconceptions. The tastes
and preferences are important in identifying the unique personality well known as individual
differences which enables one to achieve desired goals of the organization.
Thirdly, the organization should focus on initiating investments in diversity training program.
The training program can be offered to the recruits or to the existing employees. The in-service
training is important to make the company operates more efficient by ensuring the workers know
the current methodology and technology. Fourthly, the organization should also focus on
creating empowered atmosphere through employee training and development programs. Fifthly,
the organization should outline all forms of adequate job descriptions within its premise. Other
ways include; Efficient team building to enhance the conducive working environment,
streamlining all channels of communication within an organization, indomitable conflict
management and resolution strategies within an organization and embracing leadership and
management theories at the workplace.
3. Challenges of Managing Multi-Generational Workforce
There are four main challenges in managing a multi-generational workforce. Firstly,
resistance to change by organizational stakeholders due to fear of the unknown. Some
stakeholders may be very rigid to change making it impossible for the company to attain the
desired change. Secondly, poor communication among people from divergent groups.
Communication efficiency is important in ensuring the effective management is attained,
(Andrade, 2010). Poor communication widens the gap between theoretical and practical plan.
Thirdly, the complications of disorganization within an organization may also lead to a
challenge. Lastly, different personal objectives and goals. The planners and the implementers
of a strategic plan may have different objective thus making the pre-set goals impossible to
be met.
4. Conclusion
Organizations that have embraced effective management of diversified workforce realize
many benefits. A multi-generational workforce is associated with skills, creativity,
experience, and knowledge. A multi-generational workforce is an essential requirement for
attaining of a unique competitive edge, attaining of success and limiting organizational
conflicts and attaining a powerful organizational workforce. Effective management of multigenerational workforce within business organizations is a multifaceted aspect that enhances
an organization to attain an outstanding competitive advantage.
Andrade, S. (2010). 6 Advantages of Workplace Diversity.
Greenberg, J. (2004). Diversity in the Workplace: Benefits, Challenges, and Solutions.
Kilbourne, C. (July 14, 2010). 5 Steps for Successfully Managing Diversity.
Nigel, B. (11 May 2005). The Paradox of Diversity Management, Creativity, and Innovation.
Schermerhorn, J., Davidson, P., Poole, D., Woods, P., Simon, Al., & McBarron, E. (2014)
Management: Foundations and Applications (2nd Asia-Pacific Edition). John Wiley &
Sons, Milton, Qld, Australia.
Research Method to Be Used
Author’s Name
Institutional Affiliation
The research method to be used and how the instrument for gathering primary data will be
The research method to be used while researching Strategies for Managing a Multi-generational
is a survey. Survey method involves discussion with various people on the issue of the research
topic through questionnaires and interviews to gather data from them (Dana and Allen, 2010).
The survey method is preferred because a large amount of information that will be useful in the
study of Strategies for Managing a Multi-generational workforce will be obtained. The collected
data is relevant for drawing a conclusion based on the research and coming up with
recommendations. In this case, the instrument for collecting data will be a questionnaire.
To carry out the survey, the group that should be surveyed includes the senior managers of
sample organizations, their employees and few customers of the sample organizations that will
be selected for data collection. The questionnaires will be designed for every group relating to
the information that is needed from the group (Dana and Allen, 2010). While constructing the
questionnaire, biases and wordy questions will be avoided. Simple words will be used, and the
questions will relate to managing a multigenerational workforce.
The number of people to be surveyed includes two senior managers from seven selected sample
organizations and five employees from each organization. Ten customers from each organization
will also be given a questionnaire for gathering data that will be relevant to the study. Each group
will be given a questionnaire, and they will be expected to answer the questions on the sheet of
paper. Some of the questions will be open-ended while others close-ended (Dana and Allen,
2010). The survey period will take approximately two months in that; the group will be
surveyed in two terms to determine if their information is consistent. Some of the questions to be
asked include what challenges are encountered while managing a multi-generational workforce?
What are its benefits and how can the challenges be eliminated? Survey method will assist in
obtaining a lot of information that is important in the research.
Dana Lynn Driscoll, Allen Brizee (2010). Creating Good Interview and Survey Questions.

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