Assume you are an I/O psychologist and your client organization is concerned that it is adequately addressing the needs of a multigenerational workforce – from attracting top candidates to training and development to work-life balance. This has become increasingly more important since the COVID-19 pandemic disrupted the world.
The organization you are “consulting” for MUST be a real organization. Ideally, it should be one that you have an interest in possibly working for in the future. Please do not use the military or government agencies for this assignment because they fall under some very specific employment requirements. Keep in mind also if your organization has a union presence this can affect what recommendations could be made. For example, the majority of Clark County School District teachers belong to the teacher’s union.
You have been asked to prepare an executive summary/memo (3-5 pages) that will be presented to senior leadership in which you outline key strategies to address these concerns. Your recommendations must be supported by valid research beyond the information provided by the textbook and class materials.
The organization you are “consulting” for MUST be a real organization. Ideally, it should be one that you have an interest in possibly working for in the future. Please do not use the military or government agencies for this assignment because they fall under some very specific employment requirements. Keep in mind also if your organization has a union presence this can affect what recommendations could be made. For example, the majority of Clark County School District teachers belong to the teacher’s union.
As a reminder, today’s workforce includes:
Baby Boomers – those born between 1945 and 1964 have begun retiring from the workforce
Generation Xers are considered to be those born between 1965-1979 (approximately) are settling into their careers, including moving into upper management
Generation Y, Echo Boomers or Millenials – those born between 1980-2000 (approximately) are just starting their careers
Generation Z – those born after 2000 are only beginning to enter the workplace
Millenials now represent a third of the workforce. The tail end of Baby Boomers and Gen X-ers represent the rest of the workforce. However, research shows that while all three generations express the same level of job satisfaction, Millenials (or Gen Y) are three times more likely to job hop. The most common explanation given is that job satisfaction does not mean job engagement. Overview
The first part of the memo focuses on performance evaluation needs. We have previously reviewed work analysis, performance appraisal, and recruitment; you may want to revisit this information as you prepare your memo. You will also want to investigate how Millenials view evaluating job performance; this means doing an Internet search of LEGITIMATE websites, as well as a library search.
Specifically, you need to provide an introduction in which you recap the organization’s mission, etc., and provide an overview of what challenges organizations face in recruiting, training, evaluating, developing, and promoting employees. Then, following the introduction, you will provide at least two (2) recommendations from your synthesis of your readings and research that organizations could use to adjust existing methods of evaluating performance (e.g. criteria, rating systems, timeliness, setting professional development goals, etc.) that meet the needs of today’s workforce. Do not mention computer training as a recommendation for either Millenials or other generations. Your recommendations need to be supported by your research beyond the textbook and course materials. Citations and references are required.
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