Chat with us, powered by LiveChat Wk 5, MHA 543: Part III Organizational Culture and Succession Planning | Gen Paper

Crystal Hawkins



Succession planning

Work Traits

Impact Culture/ 

Baby Boomers



Procedures are manned with dedicated steps and minor deviations to their nature for helping others.

Fixated on tasks for long periods of time. Repetitive movements and deadlines timed.

Offer guaranteed outputs of the same quality as before. Won’t challenge dictatorships and focus on common goals that’s synchronized with the company.

Generation x



These workers consider participants as stepping stones to complete and execute agendas. They depend on others to comprehend information and to fulfill the tasks. These members motivate others to work in a more refined way as they practice their role as dependable alys.

Work traits include hierarchy stigmatism and providing proofs as often as they can on goals. They stay on task and create boundaries separating them from others. Their goal oriented and factual.

Authorities to all subjects and capitalize on documentation that support the right to tell people what to do. The peak of their career is today and they are focused on change and exercising their impact.

Generation Y/Millennials



Each day brings new challenges that are unrelated so these members alter their responses as often as they learn different characteristics to be successful.

Motivated and easily influenced to try new things. They are comfortable with their work and they understand how to complete a task in multiple ways. Everyday is not the same and they try to manipulate the day to be more satisfying for themselves and others.

Their impact is seeing how fast they can do a job and how many people know the job was done accurately by them. Proving that they know versatile actions and bringing meaning to a task is their niche and they know others are watching them for clues on success rates.

Generation Z/ Boomlets



Advice is given to these workers and they focus on the deals that were offered for tasks. They perform under pressure most of the time and they catch on to things to teach others what they have done. They repeat what they see and ask others for help that doesn’t breach custody of the job entitlements.

These members are impressionable and they make mistakes often as they are guided by a support leader. They need extra help and they take on multiple jobs at once to see what they gravitate towards. They are more helpful in labor positions because they can learn the bottom line of many jobs that it takes multiple exchanges to reach goals. They know why they are surrounded by a lot of people and it works in their favor.

Young age workers help people test theories of a new law or new practice without the impact of previous ideology or malpractice that was learned through adapting. They remember the steps because it’s fresh on their mind and their growing new habits that belong in the workplace.

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