SHRM India - Archived Webinar - Multigenerational Diversity in the Indian Workforce
description
Transcript of SHRM India - Archived Webinar - Multigenerational Diversity in the Indian Workforce
All materials are Copyrighted 2012 by Strategic Human Resources Management India, Pvt. Ltd. or Society for Human Resource Management unless otherwise expressly noted. All rights expressly reserved.
Webinar on “Leveraging Multigenerational Diversity in the Workforce”
17th October, 2012
Structure
1. Nirmala Menon-- Overview of Generations in the workplace - Global &
Indian context
2. Tanusree Mazumdar-- Key challenges and opportunities-- Key initiatives for managing generational diversity-- Evaluation of Multi Gen Diversity
3. Nirmala Menon-- The way Forward
4. Question & Answer SessionSlide 2
What is a generation?
A group of employees that have similarities in their core values, lifestyle, history, and attitudes – Each of these generations has its own common set
of social & historical events that have helped shape their personal outlook, aspirations, and world views
– Each of these generations approach work and career in different ways based on their common approaches, ideas, and values
(Lancaster & Stillman, 2002)
Slide 3
Which generation said this?
"The young people of today think of nothing but themselves. They have no reverence for parents or old age. They are impatient of all restraint. They talk as if they alone knew everything and what passes for wisdom with us is foolishness with them. As for girls, they are forward, immodest and unwomanly in speech, behaviour and dress.”
Slide 4
Why are businesses interested?Why is it relevant today?
Slide 5
Traditionalist Gen X Gen Y
1950 -1965 1965 -1980 1980 - 1995
Generational cohorts in Corporate India
Slide 6
Generational cohorts
Stability*Financial securityStable Govt. jobs preferred*Hard work = success*Patient & loyal*Conservative
*Regulation. Protectionism*Food sufficiency*Political instability –emergency, assassination*Expansion of telecom*Birth of IT
Gen X (‘66 – ’80)
*Independence/Partition*Socialist eco model*Shortage of food*Wars around borders*Social reforms*Green revolution
Gen Y (‘81 – ’00)
*Liberalization*Credit cards*IT boom*Access to technology*Growing middle class*Dual income families
*Optimistic. Confident*Tech savvy*Entrepreneurial*IdealisticChallenging status quo*Breakdown of hierarchies
Traditionalist (‘50-’65)
*Optimism*Preference -private firmsGrowing consumerismJob change more frequent*Believed in Institutionsbut ready to question*Success – going abroad
Slide 12
Structure
1. Nirmala Menon-- Overview of Generations in the workplace - Global &
Indian context
2. Tanusree Mazumdar-- Key challenges and opportunities-- Key initiatives for managing generational diversity-- Evaluation of Multi Gen Diversity
3. Nirmala Menon-- The way Forward
4. Question & Answer Session
Slide 13
Challenges and opportunities of Multigenerational Diversity
Who, What, When, Where
Slide 14
Challenges and Opportunities Co exist
Slide 15
Typical Conversations at Work!
Anil “How was your weekend?
Rohit “it was just Great! Was a good gaming weekend”!
Slide 16
How do I deal with it? Is it here to stay or a flash in the pan?
Multitude of Emotions …..Careers
Organization Design & Structures
Psychological Contract is it changing??
Slide 17
Opportunities & Challenges
Organizational Level
Team Level
Individual Level
Slide 18
Initiatives to build Multi Gen Diversity
• Changing nature of psychological contract
• Redesign career• Leverage generational sagacity
Organizational level
• Sensitization programs • Dialogues and conversations• Reverse mentoring & mentoring Team Level
• Demonstrate willingness and openness to embrace multi gen
• Work with a coach to become aware of biases and mindsets at play
Individual Level
Slide 19
Evaluation of Multi Gen Diversity
Evaluation of Multi gen reminds me of a wise man’s saying “It is like sowing seeds and checking on the growth of the seed to a sapling everyday
and sometimes in haste even uprooting the sampling”
Evaluation and Metrics go hand in hand and organizations need metrics to quantify and qualify the outcome and sometimes in areas like Multi gen Diversity, and Diversity it becomes nebulous
Some metrics that are found useful
- Quantitative: Coverage of Career conversations, reverse mentoring and mentoring and sensitization workshops conducted
- Qualitative: Take note of emergent themes
Slide 20
Structure
1. Nirmala Menon-- Overview of Generations in the workplace - Global &
Indian context
2. Tanusree Mazumdar-- Key challenges and opportunities-- Key initiatives for managing generational diversity-- Evaluation of Multi Gen Diversity
3. Nirmala Menon-- The way Forward
4. Question & Answer SessionSlide Slide 21
The way forward…
What do we really want?What can we learn from Gen Y?
Slide 22
Challenges? Different perspectives?
Sense of entitlement. Question everything
Low acceptance of hierarchy. Informal. Equality oriented
Work “On the go”. Technology is liberating! Multitask
Life is more than work. Work - fun, flexible & seamless
Most educated. Want meaningful/fulfilling work. Idealistic
Change - new “Normal”. Experimental with life and career
– Leverage their comfort with teams, technology & change
– Provide structure, leadership and guidance
– Encourage the "can-do" attitude & positive self-image
Slide 31
The Bottom-line!Not responsible for our Generational background. We all need to learn how to get along!
All people want only to:- Belong, Valued and Respected - Have trustworthy and fair leaders - Make meaningful contributions - And recognised for it
So!“Managing” diversity is simply managing well in general!!
Slide 34
Slide 35
Do visit the SHRM India Microsite on Multigenerational Diversity
http://multigen.shrmindia.org/
Slide 36