Companies inter generational

Although the coexistence of different generations is a challenge for companies, almost all policies to attract or motivate by age.

This is what emerges from a study of Michael Page International, a company specializing in recruitment for senior and middle managers Top, which focuses on how to integrate the different generations living together in organizations.

According to the analysis, it is important for organizations to implement coherent policies to encourage each generation.

The survey included 552 directors, officers and vice-presidents in the area of ​​human resources from different sectors of the country's industry. And in it, 72 percent of respondents believe that the coexistence of different generations is a challenge for your business. However, he admitted that he does not make any policy to attract and motivate them by age.

At present, according to the study, most of the companies surveyed have their teams of Generation X (1965-1980), Baby Boomers (1946-1964), Generation Y (1981-1998), and in a lesser extent, the Traditionalists (1928-1945).

"Every generation has grown and developed in a different historical context that formed as people with different abilities and characteristics. For example, baby boomers have studied the organization, on the other hand, Generation X plans his life in a society while Generation Y seeks to develop his personal life, where work is more than a means to other purposes, "says Daniel Iriarte, managing director of Michael Page.

Although the three generations of factors influencing the decision to change jobs are salary and professional development, there are various issues that affect the choice of everyone.

"One of the main differences with its predecessors is that Generation Y values ​​time flexibility of the relationship they have with their bosses. Addition, the qualities that emerge are the creative leaders, identification with the cultural values ​​of the company and the ability to move forward despite the frustrations at work. Well also be taken into account in the coming years will be added to the labor market to generate Z, "says Iriarte.

In addition, 77 percent of respondents agreed that their companies do not have a program that enables managers to develop their skills to different generations and 84 percent of companies have no differential strategies to attract professionals generating function.
The theory of successful