Post on 25-Feb-2016
description
Generations at Work: Generational Differences and Conflicts in the Workplace Presented by Marti Eagleton 10.01.2012
Goals/Objectives Understand each generation’s attitudes
towards work ethic, technology, compensation & benefits, and communication;
Understand how generational differences can create conflict in the workplace, and,
Better appreciate each generation’s contributions to the workforce.
From http://citizensforsafetechnology.org
What is a generation? A cohort united by a shared coming of
age process in which major political, social and/or economic events create a common history and connection with others of the same age.
Adwoa K. Buahene and Giselle Kovary
Cautions- Not intended to promote ageism, but
understanding- Not a panacea
The Primary Players- Boomers - Generation X- Millennials (aka Generation Y)
Defining Factors- Historical events- Music/books- Technology- Parental Expectations- Values
Boomers Generally defined as those born 1946-
1964. Vietnam War, Civil Rights Movement,
Space program, the Kennedy and King assassinations
Rock & Roll, TV
Boomers Grew up in an era of reform. Not afraid of confrontation; challenge
established practices Confident, independent, loyal, cynical,
work-centric
Boomers Motivated by position, perks and
prestige Define self-worth by accomplishments “Workaholics”
Don’t understand why Gen X and Millennials think they can get ahead without “paying their dues”
Fault younger workers for working remotely
Competitive
Boomers Work is somewhere to go as well as
something to do Equate success and commitment with
high salaries and long hours
Generation X Generally defined as those born 1965-
1981. Sometimes called the “MTV generation” Energy crisis, Chernobyl, Space Shuttle
challenger, fall of the Berlin Wall, 1990’s economic boom.
Video games, computers. Grunge and hip-hop music.
Generation X Cited by the U.S. Census Bureau as the most
highly educated generation Smaller than previous generations due to birth
decline Initially labeled as insecure, angst-ridden
underachievers Now independent, resourceful and self-sufficient Rather than challenge leaders with the intent to
replace them, challenge systems and institutions
Generation X Dislike being micromanaged and structure
work hours. Embrace a hands off management
philosophy. Enjoy challenging assignments. Thrive on & seek out diversity, challenge,
responsibility and opportunities to give creative input
Dislike “meetings about meetings”
Generation X Skeptical – grew up in a time of high
divorce rates, corporate layoffs and public scandals
Saw parents lose hard-earned positions. More willing to change jobs to get ahead
than boomers Work to live rather than live to work.
Bring fun & humor into the work place
Millennials Generally considered to be those born 1982-
200X. Known by multiple names: Generation Y,
Echo Boomers, Generation Me, Trophy Generation, Peter Pan Generation
Columbine School shooting, Oklahoma City bombing, dot.com bust, current financial crisis
Cell phones, then smart phones. Katy Perry, Miley Cyrus, Justin Bieber.
Millennials Most studied generation
in history Well-versed in technology,
plugged in 24/7 Feel incredible pressure to
conform According to Jean Twenge
(“Generation Me”), display confidence, tolerance, entitlement, narcissism, rejection of social conventions
Millennials Communicate through email, text
messaging, instant messaging Prefer webinars to lecture-based
presentations Willing to trade high pay for fewer hours
and flexible schedules This is often viewed as a lack of
commitment, discipline and drive
Millennials “No person left behind” – loyal,
committed, want to be involved and inclusive
Crave attention Seek frequent feedback, praise &
reassurance May benefit from being matched with a
mentor who can provide 1:1 attention
Millennials Lives have always been busy &
structured Work is an activity, not a place By the end of this decade, will be the
dominant age group in the workforce May be drawn to this field in higher
numbers because of their traits
Compensation & Benefits Bonuses Vacation Career ladders Other perks
Mentoring, Coaching & Supervision Feedback The importance of cross-training Relationships and boundaries
Communication Meetings Memos/Emails IM and Texting
Recruiting and Retention Job postings Interview process Opportunities for growth and
development
Managing Teams Communication Expectations
Professionalism Dress code Office geography Schedules
Other impacts on agencies Social media Texting
What can you learn from them? Boomers Gen X Millennials
Resources and Additional Reading Generations: The History of America’s F
uture, 1584 to 2069 (Neil Howe and William Strauss)
Generation Me: Why Today’s Young Americans Are More Confident, Assertive, Entitled – And More Miserable Than Ever (Jean M. Twenge)
Not Everyone Gets A Trophy: How to Manage Generation Y (Bruce Tulgan)
Resources and Additional Reading n-gen People Performance White Paper:
http://www.ngenperformance.com/pdf/white/ManagingGenDivide.Overview.pdf
Life Course Associates (Neil Howe): http://www.lifecourse.com/