Generational Differences in work and Career Growth

Generation as a valid method of stratification in society was first introduced in the work of Mannheim during the year 1952. It was among the most important fields of study that needed to be studied to further understand the area of sociology (Mannheim 1952). In this way, Mannheim tried to gain an understanding of the existing foundation of knowledge. Mannheim utilized this knowledge to research the development of conservative thinking in contemporary society (Turner 1999). Understanding the different generations in any social structure is vital to the development and expansion of a particular society (Coates 2007).

Generational gaps in the lives of those who are young and old generally occur because of many reasons. The majority of these causes are due to the rapid change in the social life of the two groups. Members of both groups have divergent interests with regard to music fashion, politics, and culture as well as the way they communicate. These differences first began to manifest their own in the 1950s and 1960s. There were many changes in the social scene since the old-fashioned dating patterns changed primarily because of the enormous impact of media at the time. The teens were bopping to the music that was quite different than the music that their parents favored. Additionally, the films that were released at this time featured children who were rebellious. The primary focus of these films during the period was young rebels who were willing to do everything to earn an income which was the consequence of the difficult time that was in the air. These facts led to a new generation of the generation known as baby boomers. They saw themselves as very fashionable. A large part of their influence came from the music-rock scene that was popular in the era. The people in this age group are between 45 and 65. These people have distinct particular characteristics. They are, for instance, the majority of them aren’t open to new ideas or technology.

People born between the years 1970 and 1980 are part of Generation X. The source term “Generation X” came because of the high level of drug abuse that was prevalent among parents of the time. Many of these parents did not take care of their children. In the end, people from this generation were considered lazy people (Strauss and Howe 1991). The members of this generation are in their 30s and 40s. The majority of them are educated since more than half went to college. Additionally, the majority of individuals are ethnically multi-ethnic. They have good jobs. They are also extremely adventurous, as they are always testing innovative ideas and new technologies. The generation that is currently experiencing the highest divorce rates because the family values of the time were changing. Women are more liberal, and a significant percentage of them are in the working world.

Generation Y is the generation born between the mid-1980s and the early 1990s. They are also referred to as Generation Y or the Millennial generation. The millennial generation is the largest and most varied of history since their parents are the baby boomers or generation the X generation. They are generally aware of the latest technology and how to use the internet efficiently. They prefer learning spaces that comprise teamwork and technology. They possess the ‘can-do’ mindset of a veteran, the ability to work in teams (similar to those of baby boomers) as well as the technical expertise of Generation X.

GenerationOur Case Study

I am 25 and consequently, I am a part of the Generation Y class. The interview I did was conducted with a 57-year-old bank manager named” Mr. Jones. He is 57 years old. Jones belongs to the baby boomer generational group. He’s married and has 2 kids: a son, Jason aged 24, and a daughter Ashley who is 19 years old. His two children are students at college. He has a wife who is a homemaker and has an artisanal grocery store which she sells to his local neighborhood.

The purpose of the interview was to discover the diverse generational differences that exist in relation to working and career advancement. Generational differences are the core characteristics and capabilities of individuals who are part of an identical age bracket. He. Jones belongs to the baby boomer generation, which was previous knowledge I had. We spoke about the significant moments that happened throughout his life. He informed me that he was a soldier in Vietnam and that life was extremely difficult after the war. Two parents and an at-home mother who made his childhood one worthy of remembering helped raise him. The family was the most important thing in their age, which does not seem necessarily the way it is for the present generation of parents, as there is a large number in divorce proceedings. He has lived a lifestyle of hard work and caring for the family with food and shelter. According to him, the people of today appear to be apathetic to responsibility, unlike the people who lived in the past. Additionally, they do not consider family time as important since they’re more focused on their jobs and have the impression that women must be at home, and care for their children, just as their wives and mother.

In the 1950s, men were expected to work and women were expected to care for the home and take on the emotional burden for the entire family (Moen 1998). This division of labor reduced the effect on the family members in the event that the father needed to work additional hours to his work schedule or had to leave for a prolonged period of time as the job demanded it (Moen 1998). The breadwinner was a father and the spouse was a housekeeper. so the roles of emotional were split because the father was worried about the financial stability of his family and the wife was expected to provide security for the family’s emotional well-being. In general, in this in mind, many born into the baby boomers prefer wives who are stay-at-home moms as rather than working women. They believe that each spouse will be aware of the role they play in the family, and there will be greater trust when it comes to handling the responsibilities that come from home. Work-related women are seen as a source of concern because they can blur gender lines that define the role of men in work-related matters and women’s role in life-related concerns (Quick and colleagues 2004).

He. Jones thinks that nowadays gender roles are less established and the employees who he is working with today deal with the homemaking aspect and breadmaking. This has resulted in increasing concerns about personal issues when they ought to be at work. The intrusion into their personal life at the workplace can lead to worry about their jobs while they should be at home relaxing (Quick and colleagues 2004).

Baby boomers are the generation that has the lowest amount of experience, and also the most significant change in gender roles in the workplace. Workplace changes were prone to fade in their working lives, which is why they struggle to adapt to these changes in the present. For them, when they entered the workforce they believed that a successful job was one who was dedicated to a long-term job within the organization and who did not allow personal issues to interfere with life at work (Moen 1998). They certainly cared about their families, however, they weren’t expected to demonstrate this in the workplace.

Women born during the baby boomer generation was in its prime were expected to be housewives and those lucky enough to get into work acted similarly. They were extremely exigent and controlled so they did not express emotions. They were the male baby boomers without any difference. The majority of them were left alone because their plans did not include an at-home husband which was a huge mistake.

The balance between work and life for baby boomers is extremely unstable as they’ve experienced a variety of changes in changing gender roles at work. Gen X employees category has a history of women working in the workplace, and, as a result, have gained acceptance for the idea. They are able to cut down their careers if they feel the way it affects their lives. Because of the lack of attention that a majority of them endured in their childhood, they are more likely to feel resentment about the amount of time and energy they put into their work. The millennials are the smallest segment of the workforce since they are the most youthful group. They struggle to manage work and personal life. They are prone to taking pleasure in or. They expect an environment that is diverse.

Baby boomers have tried to accept women at their workplaces and give them more respect and the contributions they make. Baby boomers prefer to be in control and that is why the majority of them work in higher positions at work. They love to shine in their workplaces and often have a lot of potential for the department they are employed in. They are more than happy to share their ideas with colleagues so long as they receive the respect they deserve. They enjoy taking on risky initiatives but are careful to avoid taking responsibility in the event of failure. Technology is a problem for them since they are not technologically proficient.

At work, it is important to ensure that there must be a balance among these distinct generational groups (baby boomers and Generation X) and be aware of how each can help reduce conflict and sub-performance. With the imminent retirement of many baby boomers, employers must strive to draw in and embrace all of these generations’ groups since they each bring their own aspects to the workplace in general. The workplace policies and leadership strategies might need to be re-examined in dealing with issues that concern inclusion, recognition, and alignment of the generation’s beliefs of workers to achieve a better balance between work and life (Deloitte 2006)


It’s extremely difficult to locate a single kind of generational group in a prosperous workplace. The various elements of baby boomers generation x and generation y, are essential for a company to be successful. Bridge the gap between generations requires an understanding of all generations’ differences. Generational differences could result in a lot and frustration, but the leaders of the organizations must understand every one of them and recognize their positive contributions to the business.

Career Choice and Diploma Despair


Business Career Plan for the Next 5 Years

The career planning process is the method that allows one to decide the best option for them. It’s also a method where the person can satisfy his or her work-related interest. It helps to build the skills and abilities as well as determine the kind of education and the aspects to be considered to develop this ability (Miller Marvin and Miller 2006). The plan also suggests how to make use of resources to further develop the profession. The paper provides clear guidelines for forming a personal and professional plan of action for the coming five years. The paper will also provide both long and short-term goals and evaluate them against your personal goals and limitations. The best career option is opening salons.

At present, I am studying for an MBA degree in management. After graduation, I plan to start a salon business. It isn’t my primary goal since I’m also hoping to acquire knowledge and experience in the vast business world. The principal weakness is the absence of understanding about the process of starting and managing an enterprise. Another problem is that the idea for a business thought up in your head hasn’t been written down or recorded.

This makes it challenging to anticipate issues like capital. The need to raise capital for a start-up is also a problem I’m experiencing right now. At present, my main strengths are the ability to master the art of combining skills and knowledge, as well as experiences to achieve success. In addition, I will be able to concentrate on this kind of business and have the ability to make room for flexibility. The degree program will provide ways to know more about the career route I’m on.


I aim to enroll in a prestigious institution of higher learning to study business management. This will help me fulfill my goal to start an establishment for salons shortly. Furthermore, I need to be able to handle everything business-related with confidence and enthusiasm. Financial assistance for family members is also one of my goals. However, the goals of the business are mostly measurable goals that need to be met to make the business a success.

My short-term objective for the company is to build an efficient and sustainable business that can cater to and satisfy the needs of every customer regarding service and products. A second goal is to try to establish a solid customer base for the company. Additionally, I plan to see average clients grow by 15% each year until I achieve a high-quality performance. Furthermore, my company will provide services of the best quality, with top customer service.

My long-term goals will extend across the company entity. I plan to expand the business by opening new offices in the towns surrounding it over five years. Another objective is to increase market sales and create more revenues. In addition, I must be able to keep and grow the market share of my services and products in all business locations in my name (Waddock 2008, P2013). The company will be an important factor in offering employment opportunities to trained and skilled personnel in the field. A further goal for the long term is to be the top salon service provider within the region.


PESTLE analysis

A thorough environmental analysis ensures that all external and internal threats are addressed. This will help identify the factors such as technological, environmental as well as economic aspects that affect the growth of the company. There are a variety of rules set by the government to allow one to start an enterprise. The business will be affected by labor regulations for employees as well as tax policies and trade laws and environmental regulations (PESTLE Analysis 2012).

The policies in turn impact the economy of the company. Employment laws that are strict and informal regulations have made the venture to be burdensome. But, the restrictions on authority can hinder the short-term objective of creating a profit-making business. The reason is that the profits generated will be used for government regulations regarding the payment of permits, among other remittances from the government.

Environmental factors will impact the business’s location of the salon. The salon located near an urban location will result in more income since urban dwellers are known to be fashionable at all times. This will be a combination of social aspects like cultural preference. The close social network that includes relatives, can be a source of greatly for the company. Family members will provide capital for the start-up of this company.

The increase in population could benefit the overall business (PESTLE Analysis 2012). The distribution of ages in the world will aid in determining the fashions for hairstyles offered by salons. The younger generation is known to be fashionable in their hairstyles. A focus on the safety and health of the customer is a major concern for the staff. The numerous safety measures that need to be put in place in the workplace are likely to be expensive.

The advancement in technology can improve the effectiveness of business. It also leads to an increase in the number of technological incentives in the marketplace. The installation of these gadgets will be costly and hinder high-quality service delivery. The business must keep up-to-date with technological advances. Due to the predicted huge demand, outsourcing essential services is likely to be handled (PESTLE Analyse 2012). This is a further disadvantage for the company.

Economic factors like inflation and the high rate of interest can negatively impact the business. However, the growth of the economy will help to ensure maintaining the security of the company. In the coming 5 years, the business landscape will likely undergo a radical change. The technology aspect of the business is expected to develop even more. Social factors like the cultural aspect and the preference for age for potential customers will be quite different than the present.

Thus, the company should be run in a way that allows it to adjust to changes. As mentioned earlier the business must be able to adapt to the current trends within the industry. The company will become its image to the public because it will funnel the funds back into the community. This can be accomplished through job opportunities or financial assistance for the poor in society.

SWOT analysis

A SWOT analysis will highlight the important strengths and weaknesses that relate to the summary of market analysis and will provide information on the threats and opportunities facing the company (Waddock 2008). My SWOT analysis will focus on key business units as well as an assessment of the main tasks. These include marketing and finance, human relations, accounting, operations, as well as logistics.

The strengths will show the company’s capability to provide personalized service to clients. A crucial, strength is the ability to create solid relations with suppliers. This will result in an increase in flexibility from suppliers as well as rapid responses to specific products. Client loyalty needs to be maintained by an excellent reputation with returning customers who have made large purchases.

Insufficiency could affect my goal and alter the time target. The most obvious flaw is the time required to go up the learning curve for retail skills. The company will be in a marketplace that is home to many salon-related business opportunities. This is a challenging task to attract customers. Additionally, the nature of the industry poses an immense problem for the company (Barnet 2006.).

There are many opportunities in the marketplace. There is a large portion of the market wants to know about the unique service my company can provide. It is a promising market, with strategic alliances providing referral sources as well as joint marketing initiatives to expand the reach of the business (Waddock 2007). The growing demand for salons in the region is what prompted the development of this company.

The threat of terrorism cannot be ignored. The pressure on prices is continuing due to the fierce market competition. This has reduced the market in some ways which has resulted in a decrease in the margin. The variations in customer preferences are a challenge to keeping up with consumer demands. Another issue is the growing number of services and products offered by established companies in the local marketplace. Established businesses have opted to determine prices for their products and services.

This examination reveals a solid potential for success, but the weaknesses and risks must be identified in all instances throughout the company. By analyzing this I will be aware of whether the company is getting the most out of the opportunities that are available. It also provides a summary of changes to the external context. It’s a great formality to ensure that my rivals are under control. Combining this analysis with a PESTLE analysis of the business will ensure that it is running smoothly with minimal issues in the marketplace (PESTLE analysis 2012).

When comparing the present situation and my expectations for the future, they’re quite different. The expected level of skills and knowledge is significantly different from the present. The acquisition of skills and understanding of the management of businesses will improve over time (Barnet 2006, page. 258). The ability to become an efficient, responsible, and productive person is the primary to achieving these objectives. Presently the available time is being used to identify the weaknesses and dangers. This is achieved by attending classes on business management to gain skills and understanding. The pursuit of academics is the best way of developing technical abilities close to.

Risk analysis

A variety of risks are associated with this strategy. The business is likely to face a lot of market competition. It could risk losing its place in the market should it not innovate. Additionally, it is a chance of new players entering the market who will replace the services provided. Another huge risk is interference from the political system by removing the license of the business. The risk of failure of the company is extremely high.

It could be due to difficulties in the financial sector, such as bankruptcy excessive liabilities, or the absence of appropriate investors. Another risk that could be a concern is operational risk. It is a situation where there could be a shortage of qualified employees on the market to hire for the business. The risk analysis gives an extensive report on the state of the business.

To be successful in all of these challenges It is important to be imaginative and creative. Confidence in yourself and the determination to pursue the goal you want. A good way to deal with risk is to make sure that there is a continuity of operations and reduce liabilities. However, risk management plans are in place to facilitate the detection and mitigation of the threats that a business is confronted with (Barnet 2006 page. 258). These strategies will also guide methods to ensure that resources can be effectively allocated.

Personal lessons learned

If I can achieve my business goals to the highest degree, I will be able to earn an impressive amount of money. This plan of career is an exact representation of the direction that I intend to pursue in my life (Miller and Marvin, 2006). It is a great way to open my eyes to the path I’m planning to pursue. These accomplishments can be achieved through dedication and determination to be a positive influence in the future (Jones 2010 24). 24,). This program allows one to develop a career in the area of their choice project by. It also makes it easier to follow the process of achieving goals throughout a lifetime (Barnet 2006, 259).

Decision-Making in Choosing a Career


Interclean Company’s Career Development Plan


Being one of the top managers of the department of supply chain management my job in the supply chain department at Interclean Company is very diverse. My primary responsibility at Interclean is overseeing the procurement of raw materials that are used in the production of products as well as the distribution of the products across the market. This includes recognizing the number of suppliers that are accessed by Interclean, their locations as well as the distribution centers. managing inventory and warehousing facilities, as well as coordinating the exchange of funds or cash flows in the chain of supply for the business.

Other responsibilities include developing strategies to improve the efficient and effective delivery of our goods throughout the markets. This involves determining the method that will be employed for the integration of data throughout the supply order to accomplish these tasks efficiently the team must recruit additional employees.

Recruitment of New Employees

To be able to effectively fulfill the duties that my team is given I need to recruit additional employees and post five posts. Technology advancements require skilled and knowledgeable employees. Therefore, our team is planning to conduct recruitment and selection procedures to ensure that the new employees are in line with current technology (Bratton and Gold 2001). Before we do this, we’ll first perform an analysis of job requirements to determine the duties of the newly hired employees. In many organizations, job assessment or classification is usually carried out when a is vacant and has to be filled by sourcing an individual for the appropriate grade based on the responsibility. This can also happen in cases where the responsibilities of a position change. Job analysis involves an understanding of the job’s description and guidelines for occupational standards as well as job classification.Interclean

Job Description

An employment description is a listing of the duties and responsibilities associated with the job.

Sales Executives

Duties and Responsibilities

  • Sell your company’s products to prospective clients.
  • Prepare action plans.
  • Make and present business plans contract.
  • Maintain and build relationships with clients.
  • Aid in the launch of new services and products on the market.
  • Be aware of and address client concerns.
  • Then follow up with a collection payment.
  • Participate in marketing workshops.

Academic Qualifications and Other Requirements

– A degree in marketing and sales.
– Communication and interpersonal skills that are strong.
– Minimum three years of experience in marketing and sales.
– A valid driver’s license.
– The ability to travel with ease and the desire to explore various geographic areas.

Sales Manager (one post)

Job Description

– Train and recruit sales executives to train and recruit.
– Monitor and supervise the team’s performance.
– Create sales goals and budgets.
– Discover potential business growth opportunities.
– The assignment of duties to sales executives.


– Degrees in sales and Masters’s (Masters’s degree is an additional benefit).
– Excellent interpersonal and communication skills.
– Positive and results-oriented.
– Minimum five years of working experience in a comparable role.
– A valid driving license.

Training Program

Through development, and training internal employees acquire capabilities that help their advancement within the company. Our team must plan an educational program that is inside the old and new employees. As there are no specific needs identified by the members of our team, we will utilize two training programs, one for employees who are new and one for existing employees. It is the job of the line managers to welcome any new employee into the corporate structure.

After managers have been provided with the information regarding the employment of new employees, they’ll ensure their workplaces are suited as well as efficient and equipped. Then, they will inform employees of the new employee. They will designate one person to serve as the employee’s advisor and provide him with information about the duties of the new employee. Following that, the new employees will go through three months of training in which they will about educated about the work of the organization as well as their duties and the outcomes they can expect to achieve. After the training, they will be required to submit an assessment report in writing that proves that they have a clear understanding of what they are expected to do.

Following that, they will be eligible for an annual employee training course that will be held once a year. The goal of the program is to enhance the capabilities of employees in the current technological demands and market trends. Only by enhancing these capabilities through well-designed programs can professional companies equip their employees with the necessary skills to adapt to the changing business demands. This can be a costly process that requires prior planning. Costs for training have to be factored into so that order that the business doesn’t feel that it is wasting money (Bratton and Gold 2001).

Methods for Evaluating Employees and Team Performance

Feedback helps assess the extent to which the company has come in terms of achieving its goals and the work that needs to be improved. It also provides a foundation upon which future goals can be established. Feedback is beneficial to the company and also to the employees. It increases the motivation of individuals during the setting of goals, which then affects the efficiency of the business. The many inputs are defined -as methods for determining the effectiveness of leadership.

The data gathered can assist leaders to improve their behavior and attitudes. The most effective feedback must reflect the behaviors and attitudes the company values most. Also, care should be taken in ensuring that parameters taken into account reflect key aspects of leadership performance.

Feedback can boost self-efficacy. A study was conducted to establish if there is an interaction between feedback and performance. Two kinds of people. One group received both the goal and feedback while the other only received the goals. After a few weeks, a study was conducted to determine the results of each group. It was determined that the group that received both the goal as well as feedback had a better overall performance than other groups (Storey 1998).

Goal Setting

One method of keeping employees and ensuring able to increase the target of the company in sales is to establish objectives for the employees. There are goals set for individuals employed in various departments. Some refer to them as performance contracts. In our organization employees will be assigned a job that is expected of them to complete within a specified date. People who aren’t successful in completing their duties will be subject to discipline that could include having to work overtime without additional compensation. This is proven to be effective in increasing businesses’ revenues and overall performance.

The concept of goal-setting states that for goals to have a chance of boosting performance, they need to be difficult to attain and have a specific goal. It has been observed goal-that goals that are simple to attain usually lead to low performance, compared to goals that require more effort (Tubbs and Steven 1991becausee fact that easily achieved goals are not drawn much attention, and people tend to overlook them believing they can achieve them without effort. In the end, they do not pay attention to their responsibilities, and, before they realize it they’ve lost. On the top, her hand tough goals demand attention and commitment from the individual. Attention is focused on just one specific point, which means that all effort island towards that point. By quantifying goals, they become more precise and achievable.

Challenges of the Team Performance Evaluation

The initial step to achieving efficiency is to know the people that one has to work with and relies on to benefit from their power, influence traditions, of working, and their beliefs. If this practice is adopted by Interclean then the employee’s performance will rise to a new height because, for a long time, top managers and time managers at Interclean depend on judgment when Tha bout decisions about who they want to reward and encourage. As mentioned above, this could result in unbalanced results, which can most of the time hinder employees instead of inspiring them.

The goal-setting theory demands individuals assess their performance against the objective. This means they have to be aware of their current site before setting goals. One of the drawbacks is that in every organization, the aim of the manager needs to align with organizational goals to prevent conflicts between individuals and performance improvement. Another restriction is that goals shouldn’t go beyond the operations of the company.

Some managers might be enticed to establish goals that are personal to them rather than those of the company (Tubbs and Steven 1991). The majority of employees have been affected by personal problems trying to achieve objectives. To avoid this, it is important to know how to distinguish between private matters as well as those of the business. You should allow plenty of time to study what is expected of him, practice, and the time to the achievement of goals.

Incentives and Benefits Packages

Rarely are there instances where supervisors give employees a recommendation for any job they have done well. They do not realize that employees are just human people who feel happy if they are they are appreciated. Research has proven that appreciation from supervisors and managers is among the most effective reward strategies to motivate employees. Employees must be rewarded with incentives that match their work performance.

A majority of people will find themselves bothered by their belief that the reward they are hoping to receive will correspond directly to the amount of work completed, and appreciate the benefits they can expect from their employers (Storey 1998). Rewards for employees should be determined by their degree of experience, expertise as well as their k, knowledge, and abilities. If an employee isn’t skilled in the subject, no reward mechanism will motivate him to do Every organization needs to take into consideration the personal aspects of each before deciding on the best reward system to apply to them.

Strategies for Managing Employee’s Career Development

The opportunity to grow professionally and develop is an effective way to monitor the career progression of employees. Employees should have opportunities to attend educational seminars and other programs. Employees learn new skills, which they can use in their work to their advantage as well as the benefit of the company. They are also entitled to leave to study or allowances for studying further. It might seem expensive initially, but the benefits are worth the cost. Employees are taught new abilities and strategies to manage their responsibilities. work becomes easier and time is saved that can be put to use to complete other tasks.

Rewards systems for job promotions dependent on an employee’s performance or skills will help them increase their self-esteem as well as meet the requirements that accompany it. Teams of employees that are well-structured and with effective communication aid in meeting the needs of the group. Self-actualization requirements by encouraging employees to develop their skills by using an appraisal tool that allows employees to evaluate their performance.

The most motivated employees have the desire to deliver quality results and model better ways to perform their tasks. They feel a part of the business and all of their efforts are toward improving the quality of the co By Through encouraging them to feel appreciated and ready to tackle any challenge that comes their way. Certain of the essential requirements can be met through the availability of decent standards f and living, through the implementation of fair pay structures (Likert 2009).

A Fair and Appropriate Compensation Plan

Fair treatment is an attribute that encourages employees to put in the effort to help an organization and to ensure a positive working environment with their colleagues. If employees feel they are being over or under-rewarded they could be appreciated, which could cause the company to restore equity in the relationship. Insufficient equity, for underpayment, could cause anger, whereas excessive payment can cause guilt. The ratio of contributions and benefits should be the same for all employees. That means the person who is less contributing (in terms of creativity and performs less gets fewer advantages (in the form of rewards in terms of money love, and the security of their finances).

If an employee feels his contribution is not acknowledged by the company in terms of compensation, the employee tends to be discontent with the company and performs less (Likert 2009). He is no longer working to increase the efficiency of the company but to keep his job. The time comes when employees begin taking sick leave or looking for jobs elsewhere. After recognizing the importance of this Interclean Company will give the highest priority to satisfaction of employees since they are the main reason for the company’s performance.

Implementing Strategies for Career Development