Generational Difference in Work Values
Course Title: Success Strategies for the Hospitality and Service Industries
Course Number: M900
Full Name: Jackey
Assignment Title: Academic Writing and Presentation
Word Count: 1388
The article: Generational differences in work values: a study of hospitality management was conducted by the author to understand the structure of hospitality work values and its perception among 3 different generations of managers and supervisors (Chen, P., & Choi, Y., 2008).
In order to achieve this objective a survey was conducted of 398 managers and supervisors from hospitality organizations in the USA. The research identified 15 work values along with their hierarchical order. Based on it a four dimensional (comfort and security, professional growth, and work environment) work value structure shared by hospitality workforce and generational difference in work value of the hospitality industry were found (Chen, P., & Choi, Y., 2008).
The unique contributions of this research which can have wide application in human resources across different sectors of the hospitality industry (Chen, & Choi, 2008) are as follows: * The discovery of different priorities in the work values across three generation of hospitality manager. * The revelation of four underlying dimension of the structure of work values that represent the uniqueness of work values perceived by the hospitality managerial workforce. * The finding of generational difference in work values in personal growth and work environment and the generational preference shift.
The unique perspective of the research, the formal language used, the careful citation of sources and the presence of a reference list, makes this article a scholarly research.
In order to analyze the generational difference in work values among managers, the author has classified the 3 different generations as Baby Boomers (born between 1946 and 1964), Generation Xers (born between 1965 and 1977), and Millennials (born after
Course Number: M900
Full Name: Jackey
Assignment Title: Academic Writing and Presentation
Word Count: 1388
The article: Generational differences in work values: a study of hospitality management was conducted by the author to understand the structure of hospitality work values and its perception among 3 different generations of managers and supervisors (Chen, P., & Choi, Y., 2008).
In order to achieve this objective a survey was conducted of 398 managers and supervisors from hospitality organizations in the USA. The research identified 15 work values along with their hierarchical order. Based on it a four dimensional (comfort and security, professional growth, and work environment) work value structure shared by hospitality workforce and generational difference in work value of the hospitality industry were found (Chen, P., & Choi, Y., 2008).
The unique contributions of this research which can have wide application in human resources across different sectors of the hospitality industry (Chen, & Choi, 2008) are as follows: * The discovery of different priorities in the work values across three generation of hospitality manager. * The revelation of four underlying dimension of the structure of work values that represent the uniqueness of work values perceived by the hospitality managerial workforce. * The finding of generational difference in work values in personal growth and work environment and the generational preference shift.
The unique perspective of the research, the formal language used, the careful citation of sources and the presence of a reference list, makes this article a scholarly research.
In order to analyze the generational difference in work values among managers, the author has classified the 3 different generations as Baby Boomers (born between 1946 and 1964), Generation Xers (born between 1965 and 1977), and Millennials (born after
References: Adams, S. (2000), “Generation X: how understanding this population leads to better safety programs”, Professional Safety, Vol Armour, S. (2005), “Generation Y: they’ve arrived at work with new attitude”, USA Today, November 8. Brown, D. (2002), “The role of work and cultural values in occupational choice, satisfaction, and success: a theoretical statement”, Journal of Counseling & Chen, P., & Youngsoo, C. (2008). Generational difference in work values: A study of hospitality management. International Journal of Contemporary Hospitality Management, 20(6), 595-615. Retrieved from Emerald database. Collin, A Elizur, D. (1984), “Facets of work values”, Journal of Applied Psychology, Vol. 69, pp 79-89. Kanchier, C. and Unruh, W.R. (1989), “Work values: how do managers who change jobs differ from those who do not?”, Journal of Employment Counseling, Vol Kopper, E. (1993), “Swiss and Germans: similarities and differences in work-related values, attitudes and behavior”, International Journal of Intercultural Relations, Vol Kupperschmidt, B. (2000), “Multigenerational employees: strategies for effective management”, The Health Care Manager, Vol. 19, pp. 65-76. Lyons, S., Duxbury, L. and Higgins, C. (2005a), “Are gender differences in basic human values a generational phenomenon?”, Sex Roles, Vol Lyons, S., Duxbury, L. and Higgins, C. (2005b), “An empirical assessment of generational differences in work-related values”, Proceedings of the Administrative Sciences Association Canada (ASAC) Symposium, Toronto, Canada, May 28-31, pp Martin, C. (2005), “What managers need to know about Generation Y”, Industrial & Commercial Training, Vol Nevill, D.D. and Super, D.E. (1989), Manual for the Values Scale, 2nd ed., Consulting Psychologists Press, Palo Alto, CA. Pryor, R.G.L. (1983), Work Aspect Preference Scale Manual, Australian Council for Educational Research, Melbourne. Rounds, J.B., Henly, G.A., Dawis, R.V., Lofquist, L.H. and Weiss, D.J. (1981), Manual for the Minnesota Importance Questionnaire, Department of Psychology, University of Minnesota, Minneapolis, MN. Smola, K. and Sutton, C. (2002), “Generational differences: revisiting generational work values for the new millennium”, Journal of Organizational Behavior, Vol. 23, pp. 363-82. Super, D.E. (1970), Work Values Inventory, Houghton Mifflin, Boston, MA.Super, D.E. (1980), “A life-span, life-space approach to career development”, Journal of Vocational Behavior, Vol. 16, pp. 282-98. Super, D.E. (1995), “Values: their nature, assessment, and practical use”, in Super, D.E. and Sverko, B. (Eds), Life Roles, Values, and Careers: International Findings of the Work Importance Study, Jossey Bass, San Francisco, CA, pp. 54-61. Zytowski, D.G. (1994), “A super contribution to vocational theory: work values”, The Career Development Quarterly, Vol. 43, pp. 25-31.