Abstract
The existing literature on generational differences in work attitudes has so far relied strongly on generational stereotypes as well as provided mixed empirical results. Instead of examining individual differences, we take an HR management approach and examine generational differences that managers have experienced in two European countries. In addition, we examine the HRM practices the organizations have implemented as a response to these differences. Our results show that especially when it comes to work-life balance, motivation, and careers, generational differences are apparent. However, the preference for teamwork does not seem to be influenced by generational differences. We also find that among other influences, especially national culture may also influence the differing preferences in work attitudes. We find that many companies have started to take measures to adapt to the varying needs of a multi-generational workforce; however, still lack concrete practices.