Hmr Human Resource Management Green Term Paper

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Conversely, younger generations may also resent the people who refuse to retire voluntarily for many reasons. First of all, they may feel like this generation had already received a fair share of employment and that they should make room for more employees to enter the workforce. They may also be dismayed at the lack of technical skills this group has and be resistant to communicating with them.

Such cases most likely only represent a fraction of the tensions held by different generations in the workforce. However, it is reasonable to suspect that the competition for jobs and the lack of job security are primary drivers of intergenerational conflict and resentment. Furthermore this conflict is very hard to overcome. People are often threatened by change and this is further amplified if their financial livelihoods are also threatened as well. This can often shift team work from an environment based off of collaboration in which a level of synergy develops to a fragmented and effectively dysfunctional team environment in which everyone is competing with everyone else. In such a group, open communication must be fostered by an effective facilitator who can share a vision based upon how the organizational goals can also serve to benefit the team members' individual goals. This is one manner in which some of the effects of fierce competition and fear of change can be overcome with proper leadership and group development.

Question Three: If you were a member of the Green Globe Team, how would you structure the team's communications to ensure that project deadlines are met and that the communication methods utilize the strengths and preferences of each team member?Buy full Download Microsoft Word File paper
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Term Paper on Hmr Human Resource Management Green Assignment

One of the most salient sources of conflict among the Green Globe Team stems from the fact that members have different preferences in regards to communication content and methods. For example, the differences between Hans and Kate can illustrate some of these tensions since their differences seem significant. However, despite the differences the team must learn to respect each other's opinions and work preferences. Hans, a member of the Generation X group, is more comfortable working with the newer technologies and new forms of communication. He can remember a time in his life before email was commonplace; however this is a distant memory. In his life he quickly adapted to the emergence new technology platforms and continues to do so newer technologies emerge.

Kate, on the other hand, has reached the age of 82 and represents a member of the traditionalist category. She has a number of problems when she tries to keep up with the rest of the group when they use forms of technology that she is not as skilled at. She prefers face-to-face conversations over other forms of communication because she has trouble following the discussion otherwise. Additionally, she cannot place pieces of the conversations in context if she has to rely on the digital communications. Therefore Kate definitely prefers human interaction over any other possible alternative.

One idea that could potentially address the needs of the various members of the team is to create some sub-groups composed of cross-generational members of the team. These sub-groups could collaborate to ensure that each member is fully aware of the content of the communications. They would work as a team to make sure the sub-group stays abreast of all the various communications that emerge from the parent group. The younger generations might be able to explain the content of digital communications to the older generations and keep them up date. The older generations by contrast would have a lot valuable information to provide based on their experience that the younger generations have not earned yet.

This approach could help bridge the divide that is caused by the different generations various comfort levels in regards to communication through different platforms. For example, if Hans was responsible to make sure that Kate was aware of and fully understood the content of the group's communications then Kate would most likely benefit from his assistance. Furthermore, since Kate has been with the organization much longer than Hans has, she would most likely be able to put various group items into an organizational development context for him. For example, if Kate has seen other people try various ideas that didn't work in the course of her working for the organization then she could alert Hans of the potential pitfalls of any ideas that he might have.

This approach could work to achieve a level of synergy between the two individual partners that might in turn spill over to the rest of the group and also create synergy for the entire team. Team activities could also be developed to attempt to foster such synergy. For example, after the group was divided into various intergenerational partnerships, then they could be asked to work in their groups to come up with proposals that would be presented to the other partnerships. The group could then vote on the best proposal and the winner would get to see their proposal put into action. Utilizing this approach could potentially take the levels of competition that group members have and direct them into more productive channels. Having the group vote on their favorite proposals could also potentially increase the likelihood that the groups who did not win accepted their peer's proposal.

Another advantage to this suggestion is that as the sub-groups work together, that they begin to build an appreciation for the other generations and their preferences. It seems as if much of the conflict stems from misunderstanding. Thus working together in a partnership may work to build a level of understanding that would not otherwise be possible since it is likely that members of the partnerships would form on intergenerational lines voluntarily. Thus members would be effectively forced to learn to appreciate the working styles and various contributions that their partners can produce. Not only would the individuals acquire a new appreciation for their partners, but it could work to produce synergy.

Competition can often serve as a positive force in groups if it is properly harnessed and controlled. It cannot be allowed to exceed responsible and respectful boundaries that, if crossed, can produce a counterproductive effect. However, at the same time competition can foster innovative solutions and ideas that would not be possible in a more relaxed environment. Thus it is recommended that the group pair off into various intergenerational partnerships and it is expected that this can create a new level of cohesion that will hopefully spread to the parent group as… [END OF PREVIEW] . . . READ MORE

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APA Style

Hmr Human Resource Management Green.  (2011, December 5).  Retrieved July 16, 2020, from

MLA Format

"Hmr Human Resource Management Green."  5 December 2011.  Web.  16 July 2020. <>.

Chicago Style

"Hmr Human Resource Management Green."  December 5, 2011.  Accessed July 16, 2020.