Character Analysis Of Alison From Geoffrey Chaucer'S The Canterbury Tales

Abstract

The world’s workforce comprises of people belonging to different generations starting generation x being born in 1980s, hard -working and committed individuals to the current generation z which is the youngest, born in the age of technology, self-directed and free spirited individuals. We shall be considering generation x, y and z in this study since they make today’s major portion of the workforce. This diverse workforce therefore becomes the determining factor for organizational performance therefore their perspective towards HR policies will decide their performance and commitment level towards organization. This research paper will explain the evolution of HR policies from generation x to z and how the three generations differ from each other.

Introduction

The firm’s performance is highly affected by the impact of HR policies in the field of human resources and industrial relations. HR policies is a collective term for the responsibility towards the workforce of the organization keeping in mind the organizational goals. HR policies are used as guidelines to manage people in various aspects of which the core responsibilities are:

• Procurement (recruitment, selection, talent acquisition, induction, orientation)
• Managing the workforce (compensation, performance management, wellbeing and safety,
• Employee engagement, management information systems (MIS)).
• Exit management (employee layoff, retirement and downsizing).

The performance of an organization is highly affected by the HR policies and has been a hot topic for research by professionals in the field of human resources. It has been argued that an effective HR policy covering procurement, performance management, compensation management, high employee engagement, training can prove to be an important tool to increase workforce knowledge, capabilities, their motivation and skills. HR policies are used for retention of good quality employees and the removal of non- performers from the organization. Though the hr policies and practices intend to vary from one country to another and from one employee to another and are also influenced by the type of industry in which it is being used. An important relationship is shared between HR policies, organization and employees to cope with the changing environment and competition prevailing in outside world.

One of the most important characteristic of an organizational workforce is its diversity. The workforce is highly diversified in age comprising of different generations working together with different needs and values. The generation x and y makes the major portion of the entire workforce while the youngest generation z is about to enter into labour work and will ultimately replace the previous generations for many decades. The ultimate sync amongst these generations is what keeping an organization running smoothly despite of different mind sets and personalities. Generation x is characterized by the people who were born between 1965 -1980. The workers of this generation were not as loyal as their predecessor. They were independent and self directed. The successor to them were Generation Y also known as millennials characterized as independent and looking for continuous feedback and clear goals and objectives. Then the latest Generation Z arrived into the wolrd betwwen 1997 to 2010 being youngest, seeking freedom and full autonomy and is about to enter into the workforce. (corey pires). All these generations bear different kind of role and responsibility towards their families and society in such case it is difficult for the organization to devise hr policies that are friendly for all. In such a situation productivity measures, work structure, and organization culture needs intense study and change. The time has come that the organization realises that its workforce is aging and getting older and to acknowledge the fact that the variations in the workforce and their perception towards the HR policies can become a major concern in coming time. To curb these differences and make these generation work as team effective policies needs to be formulated in such a way that it is employee friendly for all generations.

Literature Review

HR policies are well versed statements that help the organization to manage their workforce. Today’s organization consists of culturally and generationally diverse workforce who have their own interests, needs and values. HR policies cover almost all the aspects related with employees right from procurement till their separation from the organization. These policies help organization to make maximum use of workforce to achieve goals while help employees (Ogedegbe 2014) to secure a better life and career. The diversity in the employees can be viewed as a positive aspect of labour but can be conflicting since they differ in their personalities and thought process. In today’s scenario the workforce majorly comprises of three generations – Generation x, generation y and generation z.

Characteristics of Generations

Generation x

The people were born between 1965 and 1980 and have a different attitude towards work from their ancestors. They had a difference in opinion and did not trusted in ways of working of their parents. Therefore they tried to mend their ways and explored other means than the traditional working styles. This generation was skeptical and questioned the traditional working styles and welcomed change unlike their previous generation which never questioned and went on working in the same pattern for years. They had a strong desire for work life balance and career growth opportunities.

Generation Y

Generation Y also known as millennials were born between 1981 and 1996. They form the major part of the workforce. They have been characterised as self-confident individuals, independent and goal oriented. Though the media created a negative image of this generation as self- centred and lazy kids. This generation is a tech savy which have made more easy for them for adapting to the major technological change than the previous generation. They seek managers who respect their ideologies of freedom and give them regular feedback (Jeni and Karen,2007).

Generation z

Genration z is the youngest of all being born during 1997 to 2010 in the age when technology entered into the lives of common man. Generation z differs from generation x and y by several factors entrepreneurial, autonomy, motivated, and in person communication. The evolution of previous generations from being traditional to practice autonomy has help in shaping the behavioural traits of this generation. This is the youngest blood who’s a very small percentage is in industry while the rest are about to enter. (Wiedmer,2016)

It is forcasted that they will become one of the most powerfull generations of all times. They seek full autonomy in their work and cannot tolerate monotomy. The current workforce is majorly generation x and y individuals with very less of generation z. Generation z being born in the era of technology they feel more attracted towards it. Technology is in their blood and they have grown to use the maximum of it, therefore the technology has also played a major role in developing these induvial and they are better able to cope with the complex environment.

It is very much evident that the people of all three generations differ in their needs, values and personalities. These generational differences are posing the challenges for human resource specialists and managers and they are exploring how to manage and work with people from different generations in the workplace and how hr policies can make an impact on these generations so that they can work as a team towards achieving organizational goals.

A study by Conway (2004) established a relationship between HR practices and commitment level and how it varies with age of the employees. He suggested that the older age group was more committed towards organization than the younger generation. It was an important finding since it can reveal the possible causes and solutions for retaining the younger employees. The old workers who were highly committed were more satisfied with job security (Finegold et al. 2002). A theory was proposed by Higgins (1997) that there are majorly two types of focuses, one being promotion focus involving aspirations and accomplishments and other being prevention focus involving responsibility and safety. Later Freund (2006) concluded that the promotion focus was seen in young employees while the prevention focus was more prominent in old employees. Motives related to work and career change with the age of the employee so it can be said that the impact of HR policies can also vary with age (Kooij et al. , 2011).

Research Methodology

The research was done with the help of secondary data collected from various research papers and then extensively studied.

Analysis and Findings

The time has arrived where the generation x has taken over the senior positions in organization. Though not born in the age of technology they seem to fit with the fast changing technological advances as they have witnessed the major ups and down in the technological field. This generation has been in industry for more than 25 years and has the ultimate pool of rich experience that can train young individuals. While the generation y forms the major part of the current workforce and is enthusiastic to become future leaders and have high aspirations for future. Then there is generation z which is highly energetic and a young blood filled with determination to prove themselves, though they have a different mind-set and thought process but with sincere attempt this generation can work well with their predecessor generation x. An experienced generation can carve a route towards organizational success with the young generations along with building their future as well.

As the difference lies within the core values of these generations so there is always a chance of conflict in opinion, then it is the time where strategists have to come up with a common solution that can be beneficial for the entire workforce. There can be many instances where employees of different generations can end up in conflicts. For example generation x people have traditional approach towards work policy while employees of generation y and z expect to work on their own terms and conditions at this point the policy makers are expected to devise such solution which can help in achieving the task completion which is the ultimate goal. Working conditions, work life balance, work location, time flexibility are some of the domains where HR policies can be formulated keeping in mind the workforce diversity. As in coming time the generation z will be in their prime phases so it is necessary for the organization to look after the procurement of generation z employees. The generation z is marked as the intense technology users therefore this technology can be used for their recruitment by connecting to them through internet technology and social media. Retention of generation z employees can be a hassle since they want full autonomy that is the reason they can be founded as freelancers and contract based employees. With the evolution of generations there has been a major change in HR trends. Health and safety were the prime benefits which were given to the employees but the current trend has tremendously changed giving more autonomy to the employees related work location and timings. The flexible work time policy can be very helpful in retaining the current generation of employees. The primitive HR policies never considered curbing stress during working hours but stress management can become a new topic of research. Organization back then gave a hike of fixed percentage of salary with limited means of extra income. But with policies of perks and incentives they can motivate current employees to stay longer in the organization and thereby increasing their loyalty. Learning organization is a concept where an organization and its employees are open to learning. This can help employees to sharpen their skills and enhance the level of knowledge. By introducing new techniques of learning such as on job training, rotational jobs, conferences and seminars can give an opportunity to both generation y and z to explore more of their inner skills and capabilities. These little changes in policy can actually make big difference in coming future.

Conclusion

HR policies are meant not only for smooth functioning of the organization but also for the well- being of the employees as well. Polices are formulated in such a way that can cater the needs of the organization and can be moulded as and when required. The labour market is facing a transition phase where the focus is being shifted from generation x and y to generation z. The new talent is emerging and getting ready to step into the industry and will rule it for several decades. The organization must gear itself for this transition and make policies which are flexible enough to keep up with the pace of changing environment.

References

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