How can I respond to Scott and Star's responses & provide additional insight to them that was not included in your original post? Did they change my original perspective on either question or both? 

 

 

Scott : I feel like the 600 pound gorilla in the room when discussing generational differences is the simultaneous 24 hour connectivity and social isolation of younger cohorts thanks to social media. The real world behavior of late-stage millennials and Gen Z has been trained by our digital age to be much more performative and emotive. Their online personas are carefully curated to produce the most likes and clicks, this bleeds over into their workplace personas. Mercenary concerns such as benefits and monetary compensation are not as vital to them as this new social currency of affirmation. This has signaled a shift away from custodial organizational model to a team-based and an emotionally holistic model. 

As to whether the organizational shift has produced positive outcomes, businesses exist to maximize value for owners and shareholders, therefore, it's hard to imagine a scenario in which businesses, as a whole, would adopt a policy detrimental to that end, or ignore a policy which would facilitate that end. I do believe that businesses have not, as yet, grasped the most successful strategy for satisfying the needs of Gen Z, as, according to Fortune Magazine, they are the generational cohort mostly likely to quit 

 

Star: Hi everyone,

 

In recent years employee roles have changed because of organizational shifts. "Most positions are changing into more dynamic and flexible roles and many distinctions of employee types are becoming less defined as organizations are looking to the future and changing as fast as the world around them" (Morgan, 2015). These organizational shifts have made significant impacts on current organizations and have begun to influence individual behaviors and perceptions. They are intended to improve operations in order to accommodate the new generations of people who are filling the workforce; and have different ideas of job performance, satisfaction, and motivation than previous generations. Therefore, "the standard engagement practices of the past need to be done away with, so as to accommodate ourselves for the arrival of Gen Z and the inundation of millennials" (Kumar, 2018)

The organizational shifts that are currently taking place are intended to improve operations and inspire employees to become more engaged with their company. Organizational changes that encourage collaboration, performance recognition, accountability, and feedback create an environment where employees feel valued and supported. This influences individual behaviors and perceptions because "happy and successful employees are an asset to building a successful company" (Kumar, 2018).

Multi-generational work environments have created the need for organizational shifts because generational differences have influenced individual performance due to the difference in generational perceptions of work responsibilities and accountability. However, "there ae ways to bridge the generational gap, beginning with communication, humility, and a deeper curiosity about the strengths and limitations of team members" (Waldman, 2021).

I feel that the organizational shifts have positively influenced individual performance because employees feel that their individual efforts are valuable to the organization. This impacts organizational performance because "all human beings do their best when they feel fulfilled, and part of feeling fulfilled is in knowing that efforts are seen as essential to the company" (Kumar, 2018). Organizational shifts foster employee engagement through continuous communication and opportunities to give and receive feedback. This indicates a positive change because "building an engaged, all-in workforce is an assured metric for the success of not just the business but of the leader as well" (Kumar, 2018).

 

 

My post: Organizational shifts have significantly influenced employee roles, which in turn, have affected individual behaviors and perceptions. With the shift towards flatter organizational structures, employees have been given more autonomy. This has led to increased responsibility and decision-making power, influencing individuals to be more proactive and engaged in their roles. Organizational changes often lead to role ambiguity. Employees may be unsure about their responsibilities, leading to confusion and decreased job satisfaction. The integration of technology in the workplace has changed the way employees perform their tasks. While it has made some tasks easier, it has also created a need for continuous learning and adaptation, influencing individual behaviors.

The impact of organizational shifts through generations on individual performance can be both positive and negative. The shift towards more flexible work arrangements (like remote work) has been seen to increase job satisfaction and productivity in many cases. The increased focus on employee well-being and work-life balance has also positively influenced individual performance. On the other hand, the increased pace of work, constant need for upskilling, and job insecurity associated with organizational changes can lead to stress and burnout, negatively affecting performance. The impact on organizational performance is a direct reflection of individual performance. Positive impacts lead to increased productivity, innovation, and overall organizational success. However, negative impacts can result in high turnover rates, low morale, and decreased productivity. In conclusion, while organizational shifts have led to changes in employee roles and behaviors, the impact on individual and organizational performance depends on how these changes are managed. It's crucial for organizations to provide support and resources to help employees navigate these changes effectively.