Arnaout, Marwan Adnan2024-06-052024-06-052005Arnaout, M. A. (2005). Managing Multi-generation Workforce in USA (MBA thesis, Haigazian University)https://doi.org/10.62811/th.0022https://haigrepository.haigazian.edu.lb/handle/123456789/70The changing workforce is one of the most extraordinary and significant challenges facing U.S. organizations today. The demographic changes in the American workforce have the potential to affect many aspects of organizational management and its efficiency. Both the population and the workforce have become increasingly diverse, and these population changes will continue for many years. Today's workforce is more diverse than ever. One diversity issue that has not been generally recognized is generational differences. Human Resource Managers are facing the challenge of connecting company values to a diverse workforce. To attract, retain and motivate two very different generations of workers (e.g. Baby Boomers and Generation X), managers must understand their unique perspectives and the national events that shaped their values. To maximize performance, the two generations need to work together in harmony, bridging the generational divide through shared values. The purpose of this study was to determine the demographic characteristics of Baby Boomers and Generation X, their motivator factors, the generation disparity between them, and an effective strategy to diminish this disparity. A survey questionnaire was used as a method for collecting data. Out of the 70 surveys sent to Human Resource Managers of American customer service companies located in the State of California, 57 completed the questionnaires and valid surveys were returned. Therefore, the overall response rate was 81 percent. The findings indicate that loyalty, work ethic, commitment, respect, being workaholics, self-reliant, and ambitious are the outstanding characteristics of Baby Boomers; while need for personal gratification, technology skills, being self-focused, creative, liking challenges, being adaptable, and needing personal growth are the one of Generation X. The findings state that retirement plan, benefits, and salary are the motivation factors for Baby Boomers, while training, salary, and reward are the ones for Generation X. The findings point out that work ethics, attitude, and working style are the areas of conflicts and tensions between Baby Boomers and Generation X. The findings of this study indicate that a disparity does exist between Baby Boomers and Generation X and there is a need to bridge it by proposing several ways of intervention. To deal with this issue, the most effective strategy is opening all communication channels. Finally, this study can be a framework for Human Resource Managers and can help them in managing multi-generation workforce by building strength and unity through group diversity which will be the power to propel their organization into new dimensions of performance and efficiency.