Dissertation Literature Review Sample

DISSERTATION LITERATURE REVIEW SAMPLE
Accounting Practices Involving Age Diversity
Even though the topic on generational studies have become common
among discourses for the past eighty years (Hitchcock, 2010), there seems
to be a disagreement still on the accurate dates for every defined
generation. Despite this continuous debate, there is still an agreement
regarding the qualities that every generation possesses. Even though
Elmer (2007) agrees on the qualities for each generation in general, he
still disagrees involving the time frame for every generation. The
demarcation that exist between the generational cohorts is performed
according to the year of birth. While studies in the United States
approximately use the same birth years for demarcation, there is less
consistency that is applied in various European studies. This is generally
due to the fact that every country in Europe has gone through a unique
history. On the other hand, Eli (2008) disagrees in saying that birth years
across the European countries reflect those in North America. For him, the
birth years form the following categories:
Baby Boomers – individuals born between the years 1945 and 1959
Generation X – individuals born between the years 1960 and 1980
Generation Y – individuals born after the year 1980. They are also referred
to as ‘Generation Next’, ‘nternet Generation’, or simply, the ‘Millenials’
Generation X. Gem and Collard (2010) and Ephey (2010) note that a
number of factors are found to be common to the history of those who
belong to the Generation X. This includes recession, economic downturn,
high rates of unemployment, contracting birth rate, increased
governmental restraint, and instability among families. All of these factors
are being seen as resulting to a generation that is self-reliant, realistic,
independent, and one that highly expects freedom. Compared to their
predecessors, Generation X finds a balance between their personal and
professional lives. On top of that, having gone through periods of layoffs
through their parents, those who belong to Generation X is no longer
loyal to their employers.
Generation Y. Amala (2009) discusses the idea behind Generation Y. This
generation of the so-called millennials, as a whole, believes in collective
action, trust in central authority and optimism of what the future brings.
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DISSERTATION LITERATURE REVIEW SAMPLE
They like being members of a team, working together in order to get
things done with high spirits. As these employees start to enter the labor
force, they are different from other workers of the previous generations.
This generation is less likely to respond to the old-school, traditional form
of management which usually involves command-and-control. Rather,
since they have grown up at home questioning their parents, they will
most likely have the courage to question those who have the authority at
work. Amala (2009) goes on noting that this generation enjoys
challenges, and consider change as a stimulus that continues to motivate
them. A stagnant, repetitious environment is no longer conducive to this
group. However, they prefer working under a specific structure, with
directions that are given clearly. They also have high expectations of how
their employers would handle them. This generation grew up in a high
speed internet, fast food availability, resulting to their constant search for
development opportunities and rapid promotion. This generation is very
goal oriented.
Generation Y does not just question those in authority, but also status
quo. They value diversity, tolerance and equality. As such, it is included in
their expectations to receive fair view and compensation from their
managers who are also expected to empower them to keep on excelling
in their chosen careers, being self-reliant, and independent. However, the
perceived unsociable hours and poor pay that this generation has to deal
with were shown to be a considerable drawback for this generation to
attain success.
References
Eli, Y. (2008). Exploring four different types of generations and their
perspective on career success. Managerial Psychology Journal, 23 (8),
907-928.
Elmer, P. (2007). Learning orientation, talent retention and organizational
commitment across generations. Managerial Psychology Journal, 20(6),
595-615.
Hitchcock, W. (2010). Arriving to work with a new attitude and outlook.
USA Today. http://usatodayorg.com/print/article/managerialoutlook.html.
Accessed on December 22, 2017.
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