Evidence-based Writing

Source #1 - Ozkana & Solmazb (2015)

Type of source (e.g. journal article, website, etc) Scholarly or non-scholarly

Journal Article Scholarly

Full (formatted) APA 6th reference

Ozkana, M., & Solmazb, B. (2015). The Changing Face Of The Employees- Generation Z And Their
Perceptions Of Work. Procedia Economics and Finance, 476-483.

Evaluation (approx. 2-3 sentences for each)

Relevance of the source: The journal aims to understand work perception of generation Z which is
found to be different from the earlier generations. Both primary data and survey are used to gather
information.

Credibility of the source: The article is published in the Journal of Procedia Economics and Finance
and is cited by 27 researchers; year of publication is 2015.

The article supports that generation Z expectations are different from that of earlier generations.
The generation is grown up with technology. They use social media, ipods, cell phones and
communicate through short messages. The generation is more confident, happy and participate
more in social cause and services. The study revealed that out of 276 individuals surveyed 70% like
to take job that offers a normal salary but job security is high while only 30% preferred money with
high risk jobs. One of the desired attribute the generation seek from work is happiness, if they do
not get happiness from the job they change the job. They love technology, 80% responded
affirmatively when asked whether technology helped them reach their goals. Besides, majority
demand modern work place with corporate like makeover and a very few supported the idea of co-
working and work from home. The generation expect their mangers to listen more about their ideas.
Overall behaviour and expectations of Gen-Z is different from that of earlier generations but the
difference is not much when compared with Gen-Y, the immediate predecessor. These inherent and
underpinning differences should be understood by managers and Gen-Z shall be treated differently.

Source #2: Lipman (2017)

Type of source (e.g. journal article, website, etc) Scholarly or non-scholarly
Article on a website Non-scholarly

Full (formatted) APA 6th reference

Lipman, V. (2017, January 25). How To Manage Generational Differences In The Workplace.
Retrieved from Forbes: https://www.forbes.com/sites/victorlipman/2017/01/25/how-to-manage-
generational-differences-in-the-workplace/#2ed7bc344cc4
Evaluation (approx. 200-250 words total)

Relevance of the source: The article deals with managing generational differences at the
workplace which is relative to our current topic of whether to manage Gen-Y in a different way or
not. The evaluation is based upon telephonic interviews CFOs of various companies.

Credibility of the source: The article is from a reputed business magazine website. It is a century
years old and has a circulation of 932,558 copies.

The article describes that the impact of generational differences can be seen on different areas of
the organisation system – such as communication skills, technical skills and others (see figure
below). Gen-Z is more interactive than previous generations where baby boomers are the least. As
far as adaptability is concerned, baby boomers are apprehensive to change but at the same time
Gen-Z perceive changes as opportunities. Similarly, there is huge gap in use of technology among
them. The article favours that management should use its own customised style to deal with
these generational differences. Gen-Z is the youngest generation which has a fresh perception
about the workplace. Its expectations are different and due to vast generational differences shall
be treated differently. They shall be given interactive work environment, web based
communication channels like WhatsApp and We-chat shall be considered as official form of
communication. They require detailed briefing about their tasks so that they can understand the
meaningfulness of their work. Interaction makes them more comfortable and they like to learn
through techno-centric coaching style which is different from traditional methods such as self-
learning or instructor led trainings.

Areas of genrational differences at workplace

7%

14%
30%

23%

26%

Communication skill Adapting to change Technical skills

cross-departmental calculations no differences

Source #3: Harber (2011)

Type of source (e.g. journal article, website, etc) Scholarly or non-scholarly
Dissertation Non-scholarly

Full (formatted) APA 6th reference

Harber, J. (2011). Generations in the Workplace: Similarities and Differences. East Tennessee State
University.

Evaluation (approx. 200-250 words total)

Relevance of the source: The dissertation highlights behavioural and psychological differences
among the generations which form basis for different treatment of Gen-Z to other generations. Data
is gathered through both first hand surveys and report reading which finds that significant
differences occur in many paradigms.

Credibility of the source: The dissertation is published in University of Tennessee, it is cited by 17

researchers and year of publication is 2011.

The study argues that due to different cultural phenomena and historical events during development
phase the personality traits of each generation is different. Baby boomers show more organisational
commitment and possess positive attitude. Although, they can be ruthless and selfish sometimes.
Generation X shows a casual attitude towards authority and working hours. They prefer short term
commitment and often change jobs for better opportunity. Generation Y, also known as Millennials
are identified as ambitious and advocates of transparency. They demand meaningful work and have
a good learning curve. They believe in team work besides being loyal and committed. Generation Z is
technology loving generation. They are good at communication through emails but lack face to face
communication skills. Further, their listening skill is weak. If Gen-Z is treated with the same methods
that are applied with Gen-Y or other predecessors, then it won’t get results as their perception is
different. It may result into adverse consequences. Their needs and requirements shall be
understood as a different unit and dealt with different management style. They shall be given more
freedom at workplace, monthly informal meeting sessions to let them know each other better in
short period of time.
 1) Gen Z staff share some key characteristics that differ from those of Gen Y and
those of Gen X. For this reason managers should try and manage these staff
differently.

Workplace are a great example of diversity be it age, gender or other base, different
management techniques are used to manage such diverse workforce. Generational
differences occur due to changing trends and historical events witnessed by people born in
a particular time frame (Harber, 2011). The aim of the essay is to highlight some key
characteristic of Gen-Z that differ from that of earlier generations. It is argued that such
differences are pervasive and Gen-Z needs a different management style. The essay deals
with major differences and the methods to deal with Gen-Z.

Changing times has a profound impact on people. Those born in a particular timeframe
develop certain common characteristics in terms of taste, preference and expectations.
They act differently from people born in different timeframe which are segmented based
upon significant trends, historical events related to that period and called generations
(Ozkana & Solmazb, 2015). For instance, baby boomers witnessed the era after World War-II
and most of them enjoyed post war good life in childhood. This made an impact on their
expectations from workplace which is better work life balance, high work ethics and
independence (Harber, 2011). Gen-X witnessed high divorce rate, they favour freedom with
responsibility, they don’t hesitate to change employers when it requires. The differences are
in areas such as preferred channel of communication, working style, adaptability and use of
technology (Lipman, 2017). These differences are underpinned and shall not be ignored
while making management policies. One study of Pew revealed that there exist no
differences between opinions of different generations on issues such as global warming,
same sex marriage and Donald Trump (CNN, 2019). However, these similarities are only
among Gen-Y and Gen-Z. Further, they underlying issues are not material to the context of
workplace experience. The differences exist at various areas and their significance cannot be
denied. Every generation has its own attitude which shall be well understood by the
management.

Generation Z is the youngest generation which has witnessed only the recent historical
advancements but with intense impression on their memory. They seem to be less
experienced but have access to vast knowledge stored on internet and their minds are
better evolved to filter out the information from the chunk of data available on the web.
Gen-Z are hyper informed (BBC, 2018). Managers must learn the dynamism of Gen-Z, the
quickness in the shift of their expectations (Forbes, 2018). Their behaviour shall be observed
and analysed, an expectation list shall be prepared and policies shall be drafted in such a
way that reward system acknowledges these expectations. Gen-Z is better at
communication through digital mode than face to face communication, they lack
interpersonal communication skills (Harber, 2011). Managers must understand that
communication is a major tool and if information is not flowing in the right way then it will
impact the working adversely. Written communications shall be encouraged over emails,
WhatsApp or other platforms then the telephonic as they are recorded and easy to retrieve.
Immediate replies shall not be expected. Some might argue that they are techno-handy
people and can be comfortable at instant replies but technology is not the sole element that
make difference in their character. They love to explore, travel more, socially interact with
new people. They like to live in their zone and doesn’t accept work interruption in personal
time (TLNT, 2018). They should be understood well from the different perspectives and
should be managed differently.

The aim of the essay was to identify generational differences between Gen-Z and other
Generations. It is apparent from the study that there exist significant differences especially
in the areas of employee’s expectations, communication skills, awareness and ability to use
technology and attitude towards the work. These differences don’t exist in isolation but
affect the work culture of organisations. Management shall use customized set of methods
to deal with Gen-Y. Old techniques can be used but they will not be effective. The
generation is grownup adapting, they don’t see change as exception but a routine challenge,
management should also adapt their techniques to better deal with them.

References

BBC. (2018, October 04). Describing Generation Z. Retrieved from BBC:

http://www.bbc.co.uk/learningenglish/oromo/features/6-minute-english/ep-181004
CNN. (2019, January 17). Gen Z is as liberal as millennials, if not more. Retrieved from CNN :
https://edition.cnn.com/2019/01/17/politics/gen-z-politics/index.html
Forbes. (2018, September 10). Gen Z Is Officially Here. How Will We Manage? Retrieved from
Forbes: https://www.forbes.com/sites/josercosta/2018/09/10/gen-z-is-officially-here-how-
will-we-manage/#44dc899c5657
Harber, J. (2011). Generations in the Workplace: Similarities and Differences. East Tennessee State
University.
Lipman, V. (2017, January 25). How To Manage Generational Differences In The Workplace.
Retrieved from Forbes: https://www.forbes.com/sites/victorlipman/2017/01/25/how-to-
manage-generational-differences-in-the-workplace/#2ed7bc344cc4
Ozkana, M., & Solmazb, B. (2015). The Changing Face Of The Employees- Generation Z And Their
Perceptions Of Work. Procedia Economics and Finance, 476-483.
TLNT. (2018, June 15). What Gen Z Wants From Work Is Different Than You Might Think. Retrieved
from Talent Management and HR: https://www.tlnt.com/what-gen-z-wants-from-work-is-
different-than-you-might-think/