Managing the Generations

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This course explores the new economic, social and political reality of the cross-generational workplace. The primary objective of the course is to help students analyze the 21st century workplace and the major generational changes effecting organizations.


CAVEAT: No graduate credit will be awarded if MGT4690 has been successfully completed.



  • Examining the history and theory of organizational behavior and management and application to generations in the workplace.
  • Finding the elements that enhance the employer/employee “psychological contract” for each generation.
  • Defining the differences/similarities between generations and understanding the meaning and importance of generational cohorts.
  • Comparing and contrasting global generational cohorts to the United States generational cohorts.
  • Defining the cross-generational workplace and potential organizational effects for the 21st century.
  • Understanding the meaning of generational events and the significance of those events.
  • Assessing the role of a generational cusper and identifying signposts.
  • Managing generational conflict and developing organizational interventions.
  • Appraising the importance of effective communication among the various generations currently in the workplace.
  • Recommending where and how mixed generations can work well together.
  • Critiquing potential solutions for bridging the generational gaps.
  • Defending the unique work ethics and ethical behavior of each generation.
  • Recommending and evaluating effective ways to manage and motivate different generations.
  • Formulating and proposing organizational programs to enhance generational understanding.
  • Evaluating current best practices on how to manage and bridge generations in the workplace.
  • Analyzing workplace rewards, recognition, benefits, compensation, recruiting and training programs within organizations and constructing arguments for potential changes.
  • Predicting the cross generational future and organizational implications for 21st century global workforces.
  • Developing a “game plan” organizations can use to attract, retain and develop their employees and, in so doing, transform organizations to achieve compelling business results, increased employee motivation, improved customer connections and compete globally in the marketplace.


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