AN INTEGRATION OF MULTIGENERATIONAL WORKFORCE PRACTICES AND EMPLOYEE ENGAGEMENT

Abstract

The absence of robust and adaptable workforce practices tailored to accommodate diverse generational perspectives has created a deeply fractured work environment, impeding the productivity and efficiency of the Federal Inland Revenue Service (FIRS). The study addresses the critical need to understand and harness the potential of diverse generational cohorts in the workplace, each contributing unique expectations, values, and work styles. It used a theoretical and empirical approach and adopted a survey research design. The population of the study stands at 250 employees of FIRS Ikeja Annex office and the sample size was 113 with the use of Taro Yamane Formular. The research instrument was a structured questionnaire. The responses were analysed using descriptive statistics. The hypotheses were tested using Chi-square and regression. The findings reveal that mentorship programs, flexible work arrangements, and recognition and rewards significantly and positively affect employee engagement at the FIRS. Based on the results, the study recommended strengthening mentorship programs, expanding flexible work arrangements, optimizing recognition and rewards, promoting multigenerational teams, establishing continuous monitoring and adaptation mechanisms, developing training and awareness programs, and encouraging further research to enhance multigenerational workforce practices and employee engagement at FIRS.