The purpose of this memo report is to get an idea of how to attract and maintain different employee groups in the best possible way. The research done for the report is based on interviews with British Telecom employees Joanne Benson and Adelise Ashdown, and articles from “www. lederweb. dk”, “www. ug. dk”, “www. samfundsfag. dk” and “www. lederne. dk” The labour market is undergoing tremendous changes these years, associated with technological and economic changes. These are factors as; globalization, the technology development and evolutions, increased market management.

The market change speed and the market change faster. These factors are just some of the factors that play a significant role in labour market development. There is a big difference between the younger and the older generations, for example what they emphasize in their choice of workplace. It is assumed that the elderly will live longer. The life expectancy in 2050 will be 82 years for males and 85 years for women. It is an image of the so-called “older bomb”, which probably means that they are feeling better and are expected to work longer than before.

The older generation in the labour market is what we today call the “Generation Plus”, a group we also know as "record generation," "baby boom", the "silver" or simply "seniors". “Generation Plus” is characterized by being active, extroverted, educated and flexible. The Generation Plus looks for new experiences, new challenges and new knowledge. They look forward to try something what they have had postponed, while children were at home. The younger generation, the “Generation Y” is today about 14-28 years old, and has started to consume the labour market.

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The Y's in “Generation Y” refers to the word "why". The Y’s are accustomed to ask many questions, and since childhood has Y's been used to obtain feedback on the solved tasks. Both in school and at home where parents have shown great interest in children's life’s and wellbeing. Therefore are the Y's expectations for work that the task must make sense. If the task do not make sense, it will be difficult to motivate the “Generation Y” to perform the task. The “Generation Y” also expects to be able to solve the tasks independently, but they will have constructive and instructive feedback in return.

Response and feedback is therefore very important, as the recognition and attention feels like they belong in the workplace and are good at their job. Generation Y’s attitude may influence on the older colleagues to think that Y's is individualistic in the desire for exciting tasks. But it is linked to the Y's expectation that work is fun, meaningful and challenging. The “Generation Y” is often accused of being selfish, but it is in many ways a delusion. Strengths of Generation Y as employees are focused on their own competence, their drive to know how they become part of a success and their high demands on themselves.

It is really important to get these two generations to work optimally at work, since they are very different, but it is very important to get an attractive workplace. It could be to make something together besides work. A matter could be to arrange a business trip, so they will work well together socially. There are significant differences between the two generations and therefore they will have to “learn” to work together, or at least work in the same room. You need to understand the two generations, attitudes and values to get young and older people to work optimally together at the workplace.

Rather than not to think they might work together in the workplace can be used as feedback to each other, and the best way to do that is to use each other's professionalism. BT (British Telecom) wants to attract the best and brightest people. They want to get the best out of their employee. They believe that if you're worth employing, you're worth looking after. They want to offer all their employees a range of benefits that reflect the full value of their skills, experience and qualifications.

Something BT could do was to investigate the different employee groups to find out how contented their employees are to work with BT. Another very important thing could be the employees are willing to look across backgrounds and cultural boundaries. If all this succeeds would British Telecom’s be able to gain great success in order to reach out to the different groups in our society today. A company with great success is also more interesting to work for, and we will be able to get an attractive workplace in the future.