Post-COVID Transition From Remote Working to Traditional Workplace

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Post-COVID Transition from Remote Working to Traditional Workplace: Analysis of the Impact on Warfighters
Introduction
The transition from a telework environment to an office-based work environment has become a reality of life in the post-COVID-19 era; however, the mixed response from the workforce implies several risks associated with this transition based on the values, perceptions, and preferences of different generations of the workforce. As a logical argument, one is compelled to investigate the potential implications of this transition from the traditional working model to the telework model on various forms of workforce with specific references to warfighters.
Based on this research question, the impact of this transition on the working capacities of generations X, Y, and Z is a potentially significant subject to investigate; this transition has produced varied responses from the works of these generations based on their expertise, preferences, innovative approaches, and expectations. Therefore, this research paper aims to investigate the impact of this transition on the three generations of warfighters, such as Airmen, based on the evaluation of their differences and perspectives and comparing features of traditional and telework environments.
Background
Generational Differences and Perspectives. Generation X is attributed to people born between 1965 and 1980, while generation Y includes those born between 1981 and 1996. In the same way, generation Z is a term used to represent people born between 1997 and 2012 (Hecht and Evan). People of the older generation tend to avoid technology-based working conditions. On the other hand, the younger generation is more inclined to work in a technology-filled environment and adopt their working practice accordingly (Raišienė et al. 3). Thus, a worker's age is a yardstick to assess his ability to gain command in telecommunication. Moreover, people of generations X, Y, and Z also hold different perspectives on the working environment. The people belonging to generation X prefer training and workplace autonomy over social contacts and community-based working; on the other hand, people of generation Y, called millennials, are more inclined to find ways of career development and training opportunities. On the other hand, generation Z is more technology-oriented and holds the characteristics of both generations (Raišienė et al. 3). These behavioral disparities reveal different perspectives of different generations.
Workers of generation X and baby boomers (those born before 1965) share striking similarities in terms of workplace preferences. People of both generations have a strong commitment to their jobs, enjoy social interaction and, for the same reason, consider teleworking an inefficient process. These people are committed to hard work and long working and consider it is a stepping stone to their career development. Conversely, people of generation Y or millennials tend to prefer technology-based work. They make approximately 50% of the workforce admire flexible working hours and does not seek social approval and work-life balance (Raišienė et al. 3). Based on a study conducted in America, millennial's craving fo...