This harm the efficiency of the performance

This research study discusses the impact of different
generations in the workplace and how understanding and embracing different work
values can lead to create productive multi-generational teams. According to Lawton
and Aquino (2015), understanding the differences and similarities of every
generation’s work values is the most important stage of success of business. Research
states that having a lack of knowledge could harm the efficiency of the performance
of team work which lead to negative impact to organization. In addition, the
outcomes of this study that can help managers or leaders to develop effective
work teams by considering the strengths and weaknesses of each generation.

 In this paper, the
researcher uses the qualitative, descriptive case study methodology and
conducted survey of 23 employees in one of the homebuilding organization
located in Houston, Texas to demonstrate the similarities and differences of three
generations- Baby Boomer, Generation X, and Generation Y or Millennial and
evaluate the work value of the participants. Based on the data collected by the
study, the researcher identified the three core themes -dedication,
responsibility, and teamwork – to understand the similarities and differences
among the three generations.

Responsibility is significant for every generation’s work
values, however, the definition of responsibility may be different for each
generational cohort (Lawton & Aquino, 2015). The article adequately
addresses the importance and detailed information about responsibility of each
generation.  The research paper states that
Baby Boomer employees believe the Generation Y/Millennial employees know more
than the other generations and think less about the team due to an unfavorable
work ethic, while Generation Y/Millennial employee felt the need to respond
quickly, had a lot of good ideas, and could bring a fresh, new perspective to
the team. The difference between those two groups are clearly illustrated the
responses related to responsibility.

As a result of this study, the researcher indicates that each
generation had a passion to accomplish the tasks presented in the work
environment, whether in a team setting or not. Moreover, each generation was
not aware of the thoughts, feelings, and work values of the other generations. According
to Lawton and Aquino (2015), each generation had personal perceptions, but none
of the participants had explored the possibility of similarities or differences
in work values among generations, or how the similarities or differences in
work values could have an influence on the work team. Therefore, the research recommended
that in order to understand each others similarities and differences in the
perception of work values among generations is improve communication and
networking in workplace.

Robbins and Judge (2017), age in the workforce tend to become
one of the increasing issue during the next twenty years. Based on the
statistics given on example, workforce at age 54 increased 93 percent within in
ten years, and workforce is aging in worldwide especially in developed countries.
As I mentioned above, Baby Boomers tend to have a more responsibility in
workplace compared to other two groups. Therefore, many organization around the
globe likely to hire old people who have a many years experiences and tend to
keep them, although they are already get aged to retire.

In conclusion, this research paper covers many reliable
sources to prove its findings and uses valuable evidence and case study to
support this paper. The method used for this study is able to developed by
other people who is aiming to study further. In addition, this paper is very
helpful for manager and leaders to get in depth understanding of differences
and similarities of each generations and able to develop and implement those
methods into their policies.