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This 5-page paper discusses the differences between generations in organizations and how this might impact organizational behavior. Bibliography lists 4 sources.
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5 pages (~225 words per page)
File: AS43_MTorgagene.rtf
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at Hillcrest Organization and her counterpart, Harry, her counterpart in another district. While Anne was a young Latina, Harry was 25 years older, white and male. When the two came
to a disagreement over the behavior of one of Annes subordinates (Harry thought he should be fired because of an inadvertent remark made in anger) and Anne refused, Harry began
a rumor that Anne was having an affair with Steve, her boss. This particular case study illustrates so beautifully why
it can be difficult for the generations to get together in an organization - Harry undoubtedly came from the background that older meant "dominant" (not to mention "white male" meaning
"dominant," but thats not really relevant in this context). But when Anne sought to reason with Harry in "todays" parlance of trying to get along, Harry retaliated by spreading false
rumor. The case study never points out whether Harry gets fired for this, but the point here is that this is a direct contrast of styles. Harry, coming from the
old school of the good-old-boy, hierarchical, horizontal background, who believes that "youngsters" need to respect their "elders" has gone up against Anne, who is from the team-oriented, flat organization, talk-things-out
school of workplaces. When Harry doesnt get his way, well, its time to spread rumors to make the "troublemaker" look bad. This doesnt make Harry a bad man, it just
makes him very much a product of his organizational and cultural upbringing. While Harry and Anne are two very opposite extremes, the
chances are good that in most organizations, there is a conflict, a type of tension between those of the Silent Generation/Baby Boom era and those who are of the Gen
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