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One of the most important issues to emerge over the past 40 years has been the increasing diversity of the workforce. These differences can be attributed to age, gender, race, ethnicity, religion, socioeconomic background, education, experience, and other characteristics. Today, there are four different generations in the workforce-Baby Boomers, Generation X, Generation Y, and the Millennials. Generational differences contribute an additional complexity and challenge to management. One specific area of interest is the influence of one 's generation to the engagement of the employee. This study examines the differences in employee engagement across the three generations currently in the labor force-Baby Boomers, Generation X, and Millennials. Data were collected from published articles and a survey. The survey instrument was distributed through a centralized national company of smaller owned companies. A sample was drawn from a list of these companies. Statistical methods were applied to the results.
INTRODUCTION
Employee engagement is a relevant and an important topic in today's workforce, perhaps more so than ever before. Employee engagement is "personified by the passion and energy employees have to give their best to the organization to serve the customer, (Cook, 2008)." Engaged workers increase an organization's value, which in return assists the company in operating more effectively and efficiently, essential characteristics of a successful twenty-first century firm.
When considering employee engagement, one may examine how employees think and feel about the organization they are working for, as well as how proactive they are in achieving the organization's goals. These aspects are linked to their commitment, which is a characteristic directly related to the term "employee engagement." According to the eleventh edition of the Concise Oxford English Dictionary, the word "commit" is defined as "a pledge or bind to a course, policy, or use." The dictionary also uses the phrase, "[dedicated] to a cause," when defining 'commitment'". Thus defined, employee engagement is an intangible asset. While it is not a physical advantage, it is something quite valuable that an employee can offer to the organization.
Employee engagement can either benefit or harm organizations. High employee engagement results in more enthusiastic, satisfied, and committed employees. These types of employees are generally more productive and provide better customer service. Employee retention is also higher. All of these factors can...