Abstract
Limited job opportunities, later retirements and longer life spans had combined to create unique mixed-birth generation workplaces in America; three and sometimes four different generations of employees were working together toward the same organization goals and objectives. A popular management trend was to call attention to predicted conflict that might result and then recommend mixed-birth generation management strategies by stereotyping birth generation behaviors in the workplace and prescribing stereotyped approaches for each. In response to a concern with providing yet another opportunity to stereotype people in the workplace, the purpose of this study was to surface a theory that supported a new way of thinking about mixed-birth generation American workplaces through the discovery of stereotype-free workplace behavior patterns. In answer to the research question, “How do organizations create and sustain stereotype-free mixed-birth generation workplaces,” this research built theory grounded in the voices, actions and experiences of 18 people from different birth generations who worked with other generations of people in for-profit and non-profit organizations in the United States Midwest. Through Charmaz’ (2006) Constructivist Grounded Theory analysis of participant shared experiences, a theory emerged suggesting that a Fostering Work Climate regularly fed by contributing personal and organization culture factors would ultimately demonstrate the characteristics that both created and sustained a stereotype-free mixed-birth generation workplace.