What work trait differences are similar to ones you identified in your chart? Provide a comment for each of the 4 generations for each team member.

  

Review a team members’ charts and reply, Cristal Razo’s Table.
Compare your chart (Wk5MHA543WorkTraits) with team member (Cristal Razo’s Table).
Provide a total of 175 words of feedback that answers the following questions to your team member (total 350 words):

What work trait differences are similar to ones you identified in your chart? Provide a comment for each of the 4 generations for each team member.
Which work trait differences vary from those identified in your chart? Provide a comment for each of the 4 generations for each team member.
Comment on how the differences might impact both organizational culture and succession planning.

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Wk5MHA543WorkTraits.docx

CristalRazosTable.docx

1

Part I: Work Traits

That there is a strong relationship between emotional intelligence and occupational performance among individuals. Personalities are critical in defining workplace behavior. Behaviour is a factor of the work environment, as well as an individual’s personality, skills, and ability. Different people have their way of how they perceive and handle things. Different individuals interact differently with different people. Work trait impacts the organization’s culture with the ability to influence. The success of an organization is just beyond doing the job perfectly, the satisfaction from work also comes from the employees being able to follow the values of the organization (Schuessler, 2021). 
Workplace performance has been gaining popularity in organizations over the recent past. Due to the rising competition among firms, managers are always working hard to recruit, develop and retain high performers so that they sustain exceptional productivity and increase their market share. Individual personality and attitude impact work performance. Sometimes, this is due to the inability of people to find jobs of interest. With the current high unemployment rates, it is expected that many people would accept jobs for the sake of income. The development of the right attitude or personality can be achieved if both the individual and employer work together towards this goal. It is important to consider some of the few external factors that can improve employees’ attitudes toward work to increase individual productivity.
Employees acquire job experience over time. This experience creates an attitude in an employee, and that affects how one handles problems. The professional experience is not determined by the duration of the experience but rather the job productivity. When employees accept the challenges that come with solving problems, the attitude exposes them to new problems in solving these problems experience is gained. Researches state that an employee’s personality and professional traits impact job performance positively or negatively. Similarly, one’s attitude towards an organization affects attendance and work performance. Smart behavioral traits facilitate the creation of innovative teams, a seamless passage of information in workplaces, and the provision of solutions to problems that emerge in the course of production.
It is important to understand what is expected in terms of workload and appearance. Sometimes, people think that to be effective at work only requires professional or technical ability. The organization is normally focusing on developing individual talents, which undermines other capabilities necessary for a good working environment. Some of the factors that affect the effectiveness at work include one’s personality, feelings, and communication skills that are necessary to interact with other people (Goldston, 2008). 
Generational Difference Chart

Baby Boomers (1946-1964)

Generation X
(1965-1980)

Generation Y
(1981-1996)

Generation Z
(1997-2012)

They are very clever, they are resourceful, and strive to win. Most of them believe in the hierarchical structure and oftentimes, they have a hard time adjusting to flexible trends of the workplace. They believe in face time in the office and they are not easily convinced of working remotely. They value workplace visibility. They are over-optimistic and competitive and they define themselves by their jobs. They are good at making decisions and are self-reliant.

These individuals are very hardworking and self drive. Most of them tend towards being silent achievers. They value diversity and are independent thinkers. They embrace social media and technology. They value constructive feedback and enjoy the creative output. These employees strive to accomplish things on their terms.

They are ambitious and self-confident. They have high expectations. They are looking for a good life balance. They also expect to rise and move up the ladder very fast. They are not stable, the corporate responsibility has to meet their expectations, or else they leave the organization. They are conversant with technology and take advantage of it.

Their priority is their career development. They are tech savvy and use their computers and smartphones to their full potential. In the workplace, these individuals want detailed instructions since they question everything.

References
Goldston, B. K. (2008). The relationship between traits of organizational culture and job satisfaction within the healthcare setting.
Schuessler, A. (2021). The simple ethical values and traits: How to develop a positive work ethic: The value of ethics to succeed.

,

Baby Boomers
(1955 – 1964)

Generation X
(1965 – 1980)

Generation Y/Millennials
(1981 – 1996)

Generation Z/Boomlets
(1997 – 2012)

Driven and competitive, take pride in their careers

Very independent and autonomous

Tend to prefer to collaborate with different points of views

Value social responsibility and diversity

Had to adapt to technology as it was not something they grew up with

Well educated and ambitious

Prefer work that is meaningful and that they are passionate about

Speak their minds and make sure they are being heard

Retiring at an older age

Comfortable with technology

Considered “digital natives” as they grew up with technology

Very tech savvy and expect to work with technology

Goal oriented

Value work-life balance

Very focused on their professional development

Inclined to non-traditional approaches to their finances and education

Hardworking and dedicated/loyal to their jobs

Seek personal development

Value feedback and mentorship

Seek stability and flexibility in the work environment

Value their career and seek to improve their skills

Yearn to grow and prioritize professional development over loyalty to a company

Very entrepreneurial & value innovative ideas

Prefer authenticity in their employers

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