Disadvantages Of Standardized Testing - 1949 Words

Another big concern of standardized tests is how accurate the tests are when it comes to measuring a student’s knowledge and understanding of the subject. The tests are known for having mistakes in the answer key which ruins the entire point of even taking the test. Since the tests are being scored by a machine it kills off more than 200 workers annually for test graders (Strauss 1). The tests are unable to measure a student’s creativity or ability to critically think especially if it is a pure multiple choice test such as the ACT. Sometimes it is better when a teacher grades tests, because they already have a relationship with the student so they can understand where the student is coming from. Partial credit is also a huge thing when†¦show more content†¦Some standardized tests such as MAP tests and even the ACT written part allow graders to explore the critical thinking and knowledge of students when it comes to their writing skills. When it comes to deciding whether America should use standardized testing to decide school’s success; it is helpful to look at other countries and their success or failures with standardized testing. There are some countries who have never used standardized testing to check their teacher’s and student’s productivity. According to ProCon.org, â€Å"Finland topped the international education (PISA) rankings from 2001-2008, yet has no external standardized tests used to rank students or schools† (1). There is no way of knowing how much of a role the type of education the kids receive when they are younger plays. In many foreign countries, such as Finland, they focus on teaching as many skills as possible when the kids are youngest because they believe it is the most beneficial. That is why many Europeans are so good at speaking other languages such as English because they were taught at a young age. Other countries, such as China, use standardized tests to such an extreme, so far that it decides kid’s careers. While the United States will probably never use the standardized tests to that level, one can still observe the effect it has on the students in China. According to ProCon.org, â€Å"China displacedShow MoreRelatedDisadvantages Of Standardized Testing1495 Words   |  6 PagesStudents Performance Second, standardized testing is not an equal result of what each student can do. All standardized tests are so important in students lives, so why is standardized testing so unequal for students. Disadvantage students get the shorter end of the stick when it comes to standardized testing. Most disadvantaged students can not do the same work in the same amount of time that someone without any disadvantages can do it. According to â€Å"Testing Patience†, â€Å"members of organizationsRead MoreDisadvantages Of Standardized Testing1816 Words   |  8 Pageshas taught them and perform to the best of their abilities in order to get into college. In recent years, there has been much speculation and dispute over the these examinations. The truth is, standardized tests to not accurately depict a student s knowledge on a particular subject. Removing the standardized test requirement creates an equal and fair chance for all applicants by removing the socioeconomic unfairness, and for ces admissions representatives to analyze more than just a test score andRead MoreDisadvantages Of Standardized Testing Essay1143 Words   |  5 PagesAdnanur Chowdhury Alex Kurian English 1301 9 November 2017 Disadvantage of Standardized testing system American Education has remained a work in growth for the earlier century. Standardized testing has been used to compare state, nation and school. The main focuses being tested as a worldwide measure are science, mathematics and reading. The impression behindhand statewide or national testing is mostly that all students are learning the similar stuffs at the same period so every student are on theRead MoreThe Disadvantages of Standardized Testing Essay1487 Words   |  6 Pages Standardized tests are exams that are supposed to measure a child’s academic knowledge but have long been a controversial subject of discussion. Although it is one method to see how a child is performing, is it the best method? Standardized testing can be biased or unfair, inhibit both the teacher’s and the children’s creativity and flexibility, affect funding for schools, cause untested subjects to be eliminated from the curriculum, and cause anxiety for children and teachers. StandardizedRead More The Disadvantages Of Standardized Testing Essay examples1702 Words   |  7 PagesStandardized tests must be improved. Instead of traditional standardized testing, random testing should be put in place and tests themselves should be reconstructed to promote fairness, reduce errors and and more accurately assess student’s knowledge. Testing should be done to random groups of students on random dates throughout the year. There will be a large enough group of students to give a good idea of how well material is being taught but a small enough group that not everyone needs to takeRead MoreAmerica s Educational System Must Improve Nationally By Removing Standardized Testing1287 Words   |  6 Pagesremoving standardized testing. American has recognized some of the flaws the education system has presented and chose to fix them; however, one of these problems has been standardized testing, which has not been identified nor changed. Standardized testing infli cts many problems to students that need to be fixed immediately. From inefficient teachers to poorer school systems, standardized testing needs to change because it deteriorates America’s education systems, it is an unfair disadvantage, and itRead MoreLimitations Of Standardized Test Scores1644 Words   |  7 Pagestime a student has reached their senior year of high school, they have taken a standardized test a great number of times in order to get the score to attend their college of choice. A standardized test is any exam that is given and scored in a predetermined, standard manner. The SAT and ACT are known as standardized aptitude tests (Popham). SAT stands for Scholastic Assessment Test and ACT stands for American College Testing. The SAT was first given in 1926 and the ACT followed in 1959. Students spendRead MoreThe Pros And Cons Of Standardized Testing1085 Words   |  5 PagesA standardized test is any form of test that requires all test takers to answer the same questions in the same way, and scored in a consistent manner, which makes it possible to compare the relative performance of students. A critical addition to education, standardized testing was a major step towards regulating a student’s achievements, ensuring the accountability of teachers, and guiding a school’s curriculum. Despite this noble aspiration, since the enactment of the No Child Left Behind Act andRead MoreStandardized Testing Should Be Optional Within The College Admission Process926 Words   |  4 PagesFrom the time that children begin school, standardized tests have been used to gauge their intellect and evaluate how they stack up amongst their peers. Since the initiation of the No Child Left Behind Act, under the Bush administration, standardized testing has seen a sharp increase. The immense emphasis placed upon standardized tests has acquired several opponents and received backlash from various parties involved. Although the tests are implemented w ith positive intended results, there are severalRead MoreStandardized Testing : Standardized Tests1186 Words   |  5 Pages Standardized Testing Impact Standardized testing is known to improve students’ education, but is it really needed in school? Standardized testing determines whether a student is prepared for the next grade based on their test scores. While some students do great on their test others struggle a lot. Not all students are good test takers; majority of the students do good in school but struggle when it comes down to testing. While many agree that standardized testing helps improve students

Fast Food in the Cafeteria - 1347 Words

Fast Food Healthier than Cafeteria food? Many people think that fast food is bad for our health and that it shouldn’t be allowed in school. More healthful options should be promoted but what’s the use of healthy food in school if the kids don’t want to eat it? Nobody least of all adults LIKE eating healthy if given a choice everyone always goes for the fast food.When we eat lunch at school we get the bad end of the stick. they feed us cardboard pizza, meat that isn’t even meat and has been washed in ammonia to kill bacteria, we get fries that aren’t fries, slimy ravioli, and lunch that generally looks unappetizing and tastes little better than that. the dilemma is should schools offer fast food such as KFC, Taco Bell or McDonalds? I†¦show more content†¦Studies show how test scores improve when students eat. When students like lunch, they’ll eat it! They won’t be tempted to throw it out or give it to another student. In addition to helping students, a fast food r estaurant in the cafeteria would benefit the school because first of all, the restaurant would give a percentage of its profits to the school and secondly the restaurant might even participate in the Adopt-a-School program. With more students buying lunch, profits would increase, and if other students hear that that school has fast food in the cafeteria they might be attracted to the school because of the restaurant, increasing profits even more. All this extra money could be used for supplies, computers, or books, all of which would make our educational experience at school much better than it is now. Helping students and schools is something that everyone enjoys doing. Putting a fast food restaurant in place of cafeteria food would do both. Hopefully if we got this restaurant no one would ever think of the food as being nasty, greasy, overcooked or overpriced, everyone would be happy. Cafeterias are a vital part of a student s high school career. It is a place of social interactions and various degrees of shenanigans, whether it is over breakfast, lunch, or walking to classes with friends. Cafeterias are not just for keeping society s niches alive, however, as school cafeterias are also used to provide a form of food for the general studentShow MoreRelatedFast Food Should Not Be Served For School Lunch Menu946 Words   |  4 Pagessystem has been serving unhealthy foods to kids (Psyche Pascual).Schools are changing salad bars for ice cream bars and fruit for candy. Your body is not designed for harsh amounts of sodium, fat, and sugar. In the school system, kids should be allowed to only choose healthy alternatives. The community and parents need to change laws to promote healthy nutrition in schools. There are overwhelmingly too many obese children because of school lunch menu. Fast food should not be served in schools becauseRead MoreHealthier Foods Is Not A G ood Solution976 Words   |  4 PagesHealthier foods in school Are you tired of going to the school’s cafeteria after four class periods of intense working, but the only thing you see is fried, disgusting food? Health requirements have recently become a major problem in almost every Elementary, Middle and High school. Students are only consuming fried or unhealthy meals that negatively affect the student’s general life. The government should pass a law regulating the food served in schools because it increases obesity possibilitiesRead MoreThe Effects Of Fast Food On Human Health Badly857 Words   |  4 Pageslive without air, water, and food. These essences are vital for people to live. There are a great number of various types of food in the world such as Japanese, Italian, French, Mexican, American, and so on. Nowadays, people have more options to eat compared with decades ago. On the one hand, some people argue that this situation is efficient for people because they can select whatever they want to eat any time and anywhere. On the other hand, others contend that fast food affect on human health badlyRead MoreOverview of the Healthy Food for Healthy School Act Essay1206 Words   |  5 Pageslunch time and students walked into the cafeteria to purchase lunch. A wide variety of food was placed in front of them to choose from ranging from pizza to burgers to bags of chips and chocolate bars. Their choices were endless up until a new reform took over and enlisted new changes. The Healthy Food for Healthy School Act was placed on September 1st, 2008. Its policy entailed schools to practice healthy eating where they would be â€Å"dropping trans fat from food and beverages sold in schools and establishingRead MoreThe Strike Of Foodservice Workers At Unc Chapel Hill1587 Words   |  7 PagesThe 1969 strike of foodservice workers at UNC Chapel Hill was a labor dispute involving lunch ladies, less than 20 women of color, working in a college cafeteria serving the large student population. This unlikely gr oup of women and their labor dispute had a much more important effect on the larger perspective of not only work conditions and wages for women and African Americans, but the macro level of civil rights on college campuses in the south during the civil rights movement. The efforts ofRead MorePersuasive Essay On Fast Food1001 Words   |  5 Pages Ever walked into any cafeteria and seen fried chicken, french fries, burgers and all sorts of fast foods? Where you ever tempted to buy these type of foods? This temptation happens to anyone, even children. Did you think what these types of foods can do to the health of a person, especially younger children. We already have fast foods being served in schools. There are things we can do to change that. The government should make stricter laws regulating the food that is served in schools becauseRead MoreIn America Today About One Out Of Three Children Are Obese1115 Words   |  5 Pagesserving nutritional food to our children every day they attend? Over a decade, we have seen an outraging increase in number of children experiencing their dislike on the cafeteria food and dumping it in the trash. Have parents taken out of their day, and visit their children s cafeteria food. America is rated one of the unhealthiest lunch program compared to other countries. We need to do some thing about this problem involving school s cafeteria food. People want to know if the food being consumeRead MoreArgumentative Essay - Junk Food1617 Words   |  7 PagesShould the sale of junk food in school cafeterias be banned? In more traditional years, parents had to prepare packed lunch for their kids when going to school. However, in present times, most parents are already incapable of doing such things. This is because they lack the luxury of time with the hectic schedules that they have. Parents tend to just give money to their children to purchase what they need. Given this kind of situation, students are exposed to a variety of options and they areRead MoreTime to Junk Junk Food656 Words   |  3 Pagesjunk junk food Tired, crabby, or unfocused in class? Perhaps it’s the food you are eating. The excessive intake of junk food and the lack of healthy food has recently become a serious problem among people. There are many reasons to get rid out of junk food and replace it by a good healthy diet. Although many people believe that junk food is more tasty than healthy ones and provide the body with energy, it contributes in obesity and leads to addiction. Fast food is a majorRead MoreUnhealthy Fast Food Essay906 Words   |  4 Pages The population of America is becoming more aware of the importance of good nutrition. Ironically the people are becoming increasingly less healthy. In the 1960s the nation ate healthier but knew less about nutrition. The foods that the teenagers consume today contributes to the increasing weight and decreasing health of the nation. Many outside factors determine the eating habits of teenagers today. When the baby boomer generation grew up a majority of the homes had mothers who worked

Justice and Global Changes in World-Free-Samples for Students

Question: Discuss about the Justice and global changes in world. Answer: This opinion editorial is about children in detention centre. This is local and global issue and has impact on common good. The open editorial is about nursing profession and the challenges faced with realising the aspirations of common good in the professional community. Australia is obliged to process the claims of the asylum seekers and to protect the refugees as a signatory of United Nations Refugee Convention of 1951. Children seeking asylum are kept in detention and yet to be determined for the claim of refugee (Triggs, 2015). On communicating with child and family health nurse, in professional circle it was evident that the parents expressed their deep concerns for their children seeking asylum who are detained in offshore detention centres. As per The Australian College of Nursing (ACN) and Maternal, Child and Family Health Nurses Australia (MCaFHNA) these centres of detention create inappropriate environment for childrens health. The detention centre has negative effect on the physical, social and mental wellbeing (Phillips Spinks, 2013). It is evident from literature review that, the children in detention centre experience high level of distress. Childhood is the cornerstone for future well being. Traumatic experiences in early life can lead to learning difficulties and poor access to health care (Mace et al., 2014). Nurses in the Australia detention centre are responsible for the health care delivered in the security environment. They are responsible to deal with the traumatised children from non-English speaking and culturally diverse background. Their position is compromised due to party-political interests. Nurses role in the detention centre is compromised due to debates on children being refugee versus illegal immigrant, and stereotyping attitude that the children are helpless refugees. Further, there have been incidents of violations. It includes not caring well for the disabled child (Isaacs, 2015). This affects nurses and children and is becoming a global issue. My aim is to grow in my profession and help children in detention centre. The common good seems challenging due to the politics of detention. The aspiration to provide quality health care with person centeredness seems difficult. As per my personal research many nurses in the detention centres have been dominated by constant bullying and harassment in the workplace. Tracking the literature of 15 years ago, it was found that in 2004, 16th March, an article on DIMIA and ACMwas published, which highlighted that both were paranoid about the human rights (Project SafeCom, 2017). In 2004, 18th March an article was published that some of the asylum seekers in the detention were forcefully feeded as they were in hunger strike (Project SafeCom, 2017). There will always be clash between the organisational objective and ethical considerations. It is because the nurses are not recruited for detaining people. In order to fulfil the nurse role ethically and to fulfil the aspiration of doing good to the children in detention, there is need to reduce the political dominance in the detention centres. Nurse professionals should be able to fulfil responsibilities towards children irrespective of their mode of arrival in Australia. With the political and unethical dominance it would not be possible to comply with the code of ethics, which compels a nurse to do anything that can preserve the integrity of the nursing practice (Isaacs, 2015). In order to continue with the common good a nurse must speak when human rights are ignored. A nurse must stay updated on the recent immigration policy. He/she should have a brief of human rights in relation to practice and workplace. Nurses must act in support of issues related to human rights. It is recommended to advocate for people seeking asylum in Australia. As per the code of professional conduct for nurses in Australia, a nurse should execute the right for community good and freedom of speech. Even if people are deemed refugees nurses should not breach the human rights. In case the rights of any children in detention are compromised nurses should practice to acknowledge the culture, beliefs, dignity and values of people. This is in accordance with the The National Professional Competency Standards for the Australian Registered Nurse (Nursing and Midwifery Board of Australia, 2017). To promote the community good nurses should disclose the information related to the illegal, mis conduct and unethical events encountered in personal practice in response to children in detention. References Isaacs, D. (2015). Are healthcare professionals working in Australias immigration detention centres condoning torture?.Journal of medical ethics, medethics-2015. Mace, A. O., Mulheron, S., Jones, C., Cherian, S. (2014). Educational, developmental and psychological outcomes of resettled refugee children in Western Australia: a review of School of Special Educational Needs: Medical and Mental Health input.Journal of paediatrics and child health,50(12), 985-992. Nursing and Midwifery Board of Australia. (2017).Nursing and Midwifery Board of Australia - Professional standards.Nursingmidwiferyboard.gov.au. Retrieved 16 December 2017, from https://www.nursingmidwiferyboard.gov.au/Codes-Guidelines-Statements/Professional-standards.aspx Phillips, J., Spinks, H. (2013). Immigration detention in Australia.Parliamentary Library,20. Project SafeCom, W. (2017).Mary-Anne Kenny, Derrick Silove Zachary Steel, Force Feeding Hunger striking asylum seekers.Safecom.org.au. Retrieved 16 December 2017, from https://www.safecom.org.au/hungerstrikes.htm Project SafeCom, W. (2017).The Rules of Nursing in a Detention Centre: a Curtin Immigration Detention Centre nurse speaks out.Safecom.org.au. Retrieved 16 December 2017, from https://www.safecom.org.au/michael-hall.htm Triggs, G. (2015). The Forgotten Children: National Inquiry into Children in Immigration Detention 2014.The Medical journal of Australia,202(11), 553-555

Multigenerational Workforce free essay sample

Abstract Managing a 21st century labor force is becoming more complex as the marketplace becomes increasingly global. It is vital that organizations understand the challenges and benefits of effectively managing a diverse workforce in order to maintain a competitive advantage. While diversity in the workplace can take many forms (race, gender, religion, etc. ) this paper specifically examines generational diversity. This is the first time in history where there are four generations employed in the workforce. As such, it is imperative that managers â€Å"recognize what motivates each generation to develop effective communication tools to minimize conflict, progressive HR and work-life strategies to attract and retain key talent, and management practices to enhance productivity† (Boston College Center for Work and Family). This primary focus of this research paper is to examine each generation’s values, preferences, and provides managers with ways to minimize generational conflict. When managers obtain generational competence, organizations are able to maximize their human capital by increasing employee knowledge and experience. We will write a custom essay sample on Multigenerational Workforce or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page This new type of competence will provide organizations with a competitive advantage in the 21st century marketplace and beyond. Diversity as a concept in today’s business world focuses on a broader set of qualities than race and gender. Knowing how to effectively manage diversity in the workplace is one of the greatest challenges for 21st century managers. In the context of the workplace, valuing diversity means creating a workplace that respects and includes differences, recognizing the unique contributions that individuals with many types of differences can make, and creating a work environment that maximizes the potential of all employees. Historically speaking, this is the first time four generations of employees are active within the workforce: Traditionalists, Baby Boomers, Generation X, and Generation Y. â€Å"The plummeting economy is sending many workers back to the job market as layoffs and cutbacks abound; the massive losses of retirement savings are driving older workers back into the workforce in record numbers† (Lieber, 2010). Additionally, due to advances in healthcare, life expectancy has increased allowing workers to remain in the workforce well after retirement age. These are only three reasons for the four generations working together. While most research on the multigenerational workforce focuses on the differences between the generations, little has been documented regarding their similar values: family, respect, and trustworthy leaders (Boston College). When managing multiple generations, it is important to remember that managers must not use a â€Å"one size fits all† approach. If the generations in the workforce are managed effectively, â€Å"they create opportunities for collaboration and synergy among the different generations of workers, giving the organization a competitive edge† (Lee Hecht Harrison). Multigenerational Workforce It is an essential skill set for 21st century managers to understand what makes each generation unique, their expectations, values, attitudes, as well as the strengths and weakness each generation person brings to the organization. â€Å"These four generations of workers are now competing for and/or holding positions in the work-place, and may have to work with each other for as many as 10 more years (Cekada, 2012). With the right tools it is possible for the generations to work cohesively and give the organization a competitive advantage. Most generational conflicts arise due to a lack of understanding which is why examining the defining moments which helped to shape each generation within society will help to build the foundational knowledge for managing each group of generational employees. In order to fully understand how each generation might interact as an organizational whole, a clear understanding of what shaped each of the four generational groups individually is a critical starting point for any organization. Traditionalists. The Traditionalists are those workers who were born before 1946 and make up approximately 8% of the United States workforce. World War II, the Great Depression, Korean War, and the emergence of labor unions helped to shape their world growing up. They are extremely loyal to the companies that they work for and have a wealth of knowledge and work experience. Traditionalists have respect for their superiors and believe that their loyalty to their organization should be the basis for an employee’s climb up the corporate ladder. They feel most comfortable working for a traditional hierarchical business structure. TraditionalistsNeeds, approaches expectations. Traditionalists need respect and thrive on structure. They believe in working hard now and receiving gratification/rewards later. As previously mentioned they respect authority; are very task oriented; and have a strong work ethic. They prefer to have formal relationships with those positioned above them and expect their supervisors to tell them what to do. Traditionalists can be resistant to change, because they tend to believe that the current process works effectively. These individuals will put the needs of the company before what may be best for themselves as an individual. Traditionalists are more receptive to face-to-face interaction with co-workers as well as supervisors. Because they are the oldest employee generational group they tend to be resistant to wholesale change. However, many are still eager to continue learning about new technologies that are incorporated into the workplace. Managers must not neglect these workers from leadership and development trainings. Managing Traditionalists Currently the United States has over 1 million workers who are over the age of 75. These workers have a wealth of knowledge that if a company fails to transfer that knowledge to younger employees, that knowledge will be lost when Traditionalists retire. When managing Traditionalist employees, supervisors must respect the knowledge and experience these worker bring to the workplace. Larry and Meagan Johnson identified several ways that managers can effectively work with Traditionalists. They are: 1. Find interesting ways to get older workers engaged and to contribute their considerable experience, knowledge, and perspective 2. Show Traditionalists that you are willing to work hard to earn the loyalty of your elders 3. Be smart about and sensitive to what motivates older workers to perform, produce, and excel 4. Be creative and figure out ways to tailor one’s management approach to the very distinct working styles and preferences of older workers Traditionalists are the least technologically savvy generational group and as a result, may not feel comfortable using Internet, e-mail, web conferencing, and other social media tolls that are second nature to other generational groups. While they may not be as up to date with the recent innovations in technology, many are willing to learn how to use the new tools in the workplace. If management overlooks this age bracket because they think Traditionalists are too set in their ways. This can negatively impact productivity in the workplace, including fundamental training issues such as knowledge transfer. It is important for management to remember that Traditionalists must remain engaged with their work. These employees can â€Å"disengage if they believe the organization, management, or coworkers do not respect the value of a lifetime’s worth of experience† (Lieber, 2010). Baby Boomers Those born between 1946 and 1964 make up the Baby Boomer generation. These employees experienced the Vietnam War, the civil rights movement, and man’s first steps on the moon. This is also the first time that large numbers of women entered the workforce. Baby Boomers comprise 41% of the workforce and just recently reached the start of the â€Å"typical† retirement age on 1/1/11. While they are beginning to reach an appropriate retirement age, many have no intent on retiring in the near future. This group is known for challenging rules and place high value on personal satisfaction, obtaining high achievements and enjoys receiving recognition for their accomplishments. Baby BoomersNeeds, approaches, and expectations. Due to numerical dominance of this generational group, it is important for managers to retain these employees for as long as possible. Like Traditionalists, they have a vast wealth of work knowledge and experience that will need to be passed down to Generation X and Millennials. Baby boomers demonstrate a more independent work style than the other generational groups. Due to significant characteristic, managers must find a way to let them take ownership of assignments. This generation struggles the most with finding balance between their work and personal lives. Because this generation comprises the largest section of the workforce, retaining these workers and their knowledge is vital to management in developing and effective efficient succession-leadership plan. To facilitate the transition away from the Baby Boomer generation, it is important for managers to be aware that these workers will most likely remain in the workforce well past the normal retirement age. Managing Baby Boomers Baby Boomers enjoy being recognized for their achievements and often times do not enjoy sharing praise. While these employees have a more independent working style than their predecessors, â€Å"boomers promote collaborative efforts and prefer business decisions to be made by consensus† (Lieber, 2010). Much like Traditionalists, Boomers enjoy having loyalty to their company. It is important that these members are incorporated into mentoring programs to assist with knowledge transfer. When training this generation managers need to draw on employees past experiences, include case studies and facilitate discussion sessions. Generation X Generation X-ers (1965-1980) are considered to be the best educated of the four generations and make up 30% of working United States employees. They live to work, rather than work to live. â€Å"The emphasis of Generation X is more on close friends and virtual families than no material success or traditional associations† ( ). In addition, this generation marked the advent of the dual-income family. As such, Generation Xers elect to accept change rather than challenge rules like the Baby Boomer generation did. Generation X grew up with Operation Desert Storm, the fall of the Berlin Wall, AIDS, and the start of the video game era. Needs, approaches, and expectations. This generation expects managers to utilize direct communication where expectations are clearly stated and to take the time to â€Å"explain how successfully completing the task at hand can serve them† (Beekman, 2011). Managing Generation X. Generation Y (1981-1994) The youngest employees in the workforce, Generation Y otherwise known as Millennia’s, were born from 1981-1994. These employees comprise 21% of the workforce and this number is increasing rapidly as Traditionalists and Baby Boomers retire. It is also interesting to note, â€Å"the number of young people in the United States without jobs has exploded to 53. 4 percent – a post-World War II high† (Lieber, 2010). This generation likes to create rules for themselves and find it hard to separate their professional lives from their personal lives. September 11, the digital age, Enron, and web-based social networking all shaped the world for these employees. Generation YNeeds, approaches, and expectations. Unlike the preceding three generations, members of Generation Y are extremely devoted to their careers and have little loyalty to the actual company or organization. These employees look for meaningful work that will have a positive impact on the world and are always looking for a way to leave their mark. Generation Y has never known a world without technology and consequently they are able to adapt to the changes, especially in technology, that occur rapidly in today’s world with ease. They also have a much different view of workplace norms than their counterparts as they do not like to have their work environment limited by cubicles, corner offices, and walls. These employees expect employer’s to implement flexible working schedules to accommodate their busy lifestyles. Generation Y learns best by doing, rather than in the classroom as they tend to be visual learners. Immediacy is a high priority for this generation. It is important for older managers to not take offence if an employee prefers to correspond via e-mail or text as it may be the fastest way for communication and getting the task at hand done. Managing Generation Y. This new type of generation always needs to be engaged and challenged. Additionally, â€Å"they want their managers to relate to them and value their contributions† (Kyles, 2005). They require flexible work schedules so that they are able to have a good work-life balance as they do not allow their careers to consume them. They will need to have a connection with their organization and their purpose within the company must be well known. To assist with this, managers can explain to employees the importance of their job responsibilities and how they impact the company and the world around them. Because this group is digital natives, it is important that company policy regarding cell phone and computer use during work hours is clearly explained. This will allow them to be most productive during their work hours. Managing the Generations Customizing one’s managerial style to the specific needs and expectations from the four generations is a challenge in and of itself. One additional key area where conflict may arise between the generations in the workplace is the use of technology. Technology (Tracey Cekada) The advances in technology that the world has experienced in the past few decades have drastically changed the way the world does business. What previously took hours, days, weeks, or even months to complete can now be done in a fraction of the time. While the two younger generations have grown up with and are comfortable using technology, the Baby Boomers and Traditionalists may need some additional time to get acclimated to the advances in technology that have occurred in the past few decades. Managers must be mindful that effectively utilizing technology may not come as easy to older employees; they challenge should not be generalized t suggest that Traditionalists are incompetent. Rather, managers need to find a balance between having the older generations work with new tools so they feel comfortable by effectively training these employees irrespective of their chronological age. Knowledge Management In the upcoming two decades, Traditionalists will be removed completely from the workforce and with them a vast amount of knowledge and work experience. According Roxanne Stevens, â€Å"42% of corporate knowledge resides in the brains of the workforce, [and as a result], companies are directly and severely affected by the knowledge loss of their departing senior executives† (Stevens, 2010). It order to minimize the loss of knowledge, organizations should implement a mentoring program as well as having a well thought out succession plan in place. A mentoring program is one of the most effective ways to help bridge the generational gap in the workplace. This type of knowledge management will help Traditionalists feel valued and respected while they are mentoring a younger generation employee. Additionally, because Traditionalists and Baby Boomers have been in the workforce the longest they have been able to develop extensive business relationships. Generation Yers can also impart some of their technical knowledge onto some of the less familiar employees. â€Å"Generation Y employees should modestly offer their expertise and remain open to opportunities to glean knowledge from experienced colleagues in other areas† (McDonald, 2008). The relationships between different internal departments and external organizations can continue to be productive long after the Traditionalists and Baby Boomers have retired if these relationships are natured through succession planning and focused mentorship programs. Mentorships can go both ways Looking ahead, organizations must have a strategic workforce plan (SWP) in place. If an organization waits until their older workers have exited the workforce to begin looking for replacements, it will be too late and the success of the organization will be at risk. One way to ensure the company does not fall victim to this trap is to develop a very specific leadership-succession plan. This type of planning can take years to develop to ensure that the goal of hiring or promoting the most qualified replacement is met and exceeded in all key leadership positions. During the process, it is important that â€Å"HR practitioners need to ensure their companies engage in a process where experienced workers review the current procedures, policies, guidelines, and customer data and determine which are still valid and which need updating† (Jenkins, 2008). Knowledge transfer should be one of the top priorities of the leader who is planning to exit. Workforce Accommodations As a manager, it is important for companies to reasonably create choices within the workplace. Some reasonable accommodation choices can include: telecommuting, education, and flexible schedules. It is important that employees are provided with flexible options, when appropriate, for how their work-life will operate, while ensuring overall organizational productivity. This focused approach will foster higher quality of work-life satisfaction, and as a result, help with retaining quality employees throughout the organizational environment. Offering employees the option of telecommuting greatly helps the younger generations (X Y) balance their work and home lives. As more women enter the workforce, this can allow women to remain active in the workforce if they decide to take time of to have children, or take care of elderly parents as an example. Telecommuting is another great way for companies to continue to retain Traditionalists knowledge in the event that they are unable to physically make it to a worksite. Telecommunication can be cost effective for companies, as well as being environmentally friendly. Traditionalists and Baby Boomers may not be as eager as the other generations are to use this technological advancement as it minimizes actual human interaction. With a little training and development and an understanding for the benefits of using telecommunication in the workplace, depending on the job this is a very effective way to manage the generational gap. Ensuring that your organization has quality training for all employees is another way to reduce the possibility of generational conflicts. Training on diversity in the workplace is one way for employees to achieve an appreciation and respect for one another’s differences. The mentoring program mentioned earlier is one way that younger employees can learn business practices from the experience of their older mentor. All employees need to be included in trainings that are pertinent to their job position such as business process updates, policy changes, and new software implementation. Additional training, which is beneficial to employees, is leadership and formal educational training. By taking the time to invest in employees education organizations are investing in their future. Flexible schedules are another option for effectively managing multiple generations. â€Å"Flexibility is the key to continuing success when dealing with different generations existing, leaving and entering the workplace over time (Macon, 2009). Furthermore, by offering flexible schedule plans to employees, this can increase younger generations’ quality of work life and assist with providing work/home life balance. For the older generations, they should still be offered the opportunity to take advantage of having a non-traditional schedule even if they respectfully decline. More and more organizations are moving away from the traditional 9-5-business day. Managers are beginning to see that as long as employees are able to get their job assignments and responsibilities accomplished in less time, then there is no need to require them to be at the office longer than necessary. Providing flexible scheduling to older employees shows that you respect the time that they have invested in the company and are willing to work with them if they choose to increase their pursuit of personal interests. Regardless of the generation or combinations of generations that managers oversee, they must remember to keep all employees engaged in their work. Understanding the value that each employee can add to the success of the company should be maximized. Being able to listen and understand the different wants, needs and expectations of your workforce will play a large role in effectively managing the generation gap within any organization. By being able to tailor one’s management style to fit generational preferences, this will ensure the success of your human capital strategy which is essential to overall business success. Lastly, managers must remember that the â€Å"key stage in the diversity program will be measuring its results and effectiveness. That part of the process will help us examine our accomplishments with an eye toward improving our efforts† (Scott Jr. , 2007). If this final aspect is neglected, organizations are unable to see how successful or unsuccessful their programs were and are unable to make appropriate adjustments.