With the current change in demographics throughout the workforce, organizations are feeling the effects of a larger percentage of baby boomers retiring and a large percentage of millennial new entrants. The words used to describe millennial employees, “spoiled, trophy kids, ambitious”, seem to be as everlasting as the constructive and negative perspectives attached to them. Many can debate on the entitlement of these employees within an organization, how these employees can be groomed and managed to better fit the organization, the positive and negative attributes they bring into the workplace, and how the preceding can benefit or derail the effectiveness of an organization. Nonetheless, a harder debate, comes about in denying that organizations must adjust to and integrate these employees into the workforce.
Diversity is a changing constant that is brought about by “race, ethnicity, gender, sexual orientation, social class, disabilities, culture and cultural characteristics”. The recent issues between older and millennial employees throughout the department are due to these changing constants accompanied with changes in “global labor demographics”. Although focus can be placed on arising issues between older employees and millennial employees, a greater efforts should be placed on achieving cultural competency. Building a foundation for cultural competency for employees within the department will not only benefit the employee but also benefit the individuals we serve. Formulation of this foundation will transition if not help guide other departments within the organization as similar issues arise.
In order for our organization to address arising issues with our employees, these issues must be addressed throughout executive, middle, and entry level employees within the organizational ladder. Training must be provided to all employees within our department on what is required from them in order for this initiative to be successful and will be administered by the Human Resources Department.
The issues currently faced by our older and millennial employees are indicative of changes within the external environment of the organization and must be addressed accordingly. Not addressing these issues now will decrease internal efficiency presently and in the future.
Executive Level Managers
Formulation of a cultural competency foundation requires support from the executive level of the organization. This level of the organization will be required to outline the organizational culture and whether it will be adjusted for our millennial employees or it will remain the same. This level of the organization will also be required to “articulate the mission of the organization to the people it serves” both internally and externally. Executives have a better understanding of the long-term strategy of the organization and constituency groups. These efforts are required in order to measure the performance towards cultural...