Essay About Retention Of Generation X Workforcename And Institution Of Learningretention Of Generation X Workforce

Retention of Generation X Workforce
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Retention of Generation X workforceName:Institution of LearningRetention of Generation X Workforce        It is can be costly for an organization, when its employees leave the company in favor of its competitors after a lot of money and time have been invested in their training. Retention of workers in an organization, thus, is crucial for the accomplishment of organizational goals. There are conditions that an organization must improve to ensure that its employees are retained. It is vital to note that as the human resource department develops the strategies of retaining employees, different generation of employees have different needs. There are two generations of the workforce, namely, generation Y and X. In order to retain these two categories of the workforce, it is critical for the management of an organization to understand their needs and ensure that they are well addressed. This paper intends to address what an organization needs to do in order to retain employees of generation X.        Generation X workforce makes up the majority of the workforce today in many organizations. It is the generation of employees and employers who were born after 1965. They are highly educated, self-reliant, technology oriented and independent. In addition, they come from diverse cultural and ethical background. As a result, retention of the generation X workforce is a major challenge to leaders in todays organization. There are a number of ways in the leadership style which suggest how employers can retain their generation X emploees in their respective organizations.        It is vital for leaders to use the strategy of transformational leadership as a way of retaining such employees. In order to feel motivated, this generation of employees need to feel themselves engaged and given an opportunity for career growth within the setting of their company. Transformational leadership involves giving the workforce an opportunity to contribute in the process of decision making within an organization (Bass & Riggio, 2006). Leaders who are transformative in nature tend to provide mentorship to their employees on how to overcome various challenges that they are facing within the work environment. Leaders in modern organization need to embrace this leadership style if they are to build a highly motivated workforce generation X. Motivation is a vital component that leaders need to deploy for being able to retain the category of the workforce under discussion, in the future.         One of the considerable factors that makes a large number of generation X workforce leave their respective workplace is where the leadership is too authoritative, thus failing to give them room for development. It is critical for the leaders to note that the generation X workforce has little respect for leadership, especially if it does not meet their demands. This challenge can only be overcome by managers using the approach of transformational leadership, which serves to address the respective concerns of the generation X workers. It is noteworthy that leaders with these traits tend to listen to their employees and are less authoritative in nature. Additionally, it is also critical for leaders to minimize interferences with generation X workforce duties, except when they are necessary as these people hate to be interrupted. As mentioned already, they like to be independent and self-reliant, and management can only ensure that these conditions are met by avowing unnecessary interferences in the course of implementing of their duties.