Workplaces now have more than the two generations they used to have in the past couple of years which was just the baby boomers in senior management and the generation X in the working as well as management positions. Leaders now have to integrate changes in the generations as generation Y of the tech savvy’s join the employment and generation Z in college or just about to join college who will also need space in the workforce. These changes in communication and how to relate to each generation differently is weighing in on the minds of most managers. The leaders have to work on communication styles with each group, learn how to eliminate stereotypes eminent in each generation over the other’s ability to be productive as well as handle the cultural expectations that will differ with each generation of the workforce (Fallon, 2014).

Response to Jessica Yee’s article

This article on the reasons for resisting changes in the workplace is really helpful as the reasons cuts across the socio-economic as well as cultural reasons. It leads to an insight into the world of employees in times of change. I would like to add that majority if not all these reasons can be quelled by good and effective leadership to assure the workforces as well as ensure smooth transition in the changes. This will end the fear, increase control and trust, increase support system as well as end any bad office politics. Giving employees time to adjust to the idea of change and the change itself will also assist in dealing with some of the reasons mentioned in your article.