Abstract
The existing literature on generational differences in work attitudes has so far relied strongly on generational stereotypes and provided mixed empirical results. Instead of studying individual differences, the chapter takes an HR management approach and explores generational differences that managers have experienced in three European countries. In addition, this chapter examines the HRM practices the organizations have implemented as a response to potential generational differences. Findings show that especially when it comes to work-life balance, motivation, careers and preferred leader qualities, generational differences are apparent. However, teamwork attitudes do not seem to be influenced by generational effects. The results suggest that among other impact factors, especially the national context and life stage may cause differing preferences in work attitudes. Further, it seems that many companies have already started to take measures to adapt to the varying needs of a multigenerational workforce, however, still lack a comprehensive approach.