Sonia F. Kay,Ph.D, OTR/L

Nova Southeastern University

Describe the characteristics of the 4 generational cohorts in the world today.

Differentiate the behaviors of different generational

cohorts in response to technology, social participation, communication, organizational hierarchy, and learning style.

Apply knowledge of generational differences to

situations such as clinical fieldwork, managing employees, and academic activities.

Develop pro-active strategies to prevent inter-

generational conflict.

If your fieldwork student told you that you that they

have to use a smartphone during work?

If your Boss tells you that you have to stay until the work is done?

If a new graduate co-worker told you that there is a better way to do therapy?

If the client took one look at you and asked for a

different therapist?

Why should health professionals be generationally competent?

Barnes,N.,Solis,K.,Arch, J. &Vigrass,B.,2012

Occupational Therapy Practice Framework (2008)

How is “generation” similar/different from other person factors?

Gender

Cultural

Religious

Nationality

Global practices regarding age

Life experience

Each generation forms a “persona” based on the events during their formative years.(Strauss & Howe, 1991)

Political events at home and around the world

Socioeconomic conditions,

Technological advances

Demographics

A generation can be defined as a given cohort group, in which all members are born in a limited span of consecutive years, approximately 22 years, and whose boundaries are fixed by peer personality.

( Strauss and Howe, 1991)

Traditional

Baby Boomer

Gen Xer

Millenial

31%

18%

49%

AOTA, 2010

Traditionalists

1920-1945

Baby Boomers

1946-1964

Generation X

1962-1983

Millennial/Gen Y

1984-2002

Birth Cohorts

22 years

Economy- Depression; End of WW II

Family- Role oriented- male/female

Expectations clear Communication- Polite, formal, one to one; hand-written notes Work- Directive leadership style, prefer clear organizational hierarchy; loyalty to organization; “put in the time” Thinking- Conservative, rule oriented Obedience more important than individual thinking.Dedication

Economy- Healthy post Vietnam war, sexual revolution, walk on the moon, Woodstock

Family- nuclear family Communication-open, direct, one to one,consensus less formal Work- Strong work ethic; Self worth tied to work Thinking Value individualism & recognition Developed new ways of doing things

Economy- National recession, global competition

Family- “anti-child culture”; “Latch key”

kids; friends are family

Communication- blunt; bottom line,

Techno-literate

Work-Prefer to work alone; promotion based on

merit not time; dislike micro-management;

loyal to own career instead of institution

Thinking- Value self reliance; Knowledge is power

Accept diversity

Economy- Thriving economy/now recession, global

Family- Close to parents, parents protective; Friends are family. “Era of the child”

Communication-Technology driven; expectation of immediate feedback; short responses

Work- Prefer structure, guidance, mentoring, and positive feedback. Work can be done anywhere.

Thinking- “Doing is more important than knowing” Multitasking, Desires Work/Life balance Trial and error learning Value achievement

Which cohort do you fit into ?

Social Interaction

Communication

Use of technology

Work Ethics-work/life balance

Learning style

Organizational Hierarchy

Career goals

Traditionalists Baby Boomer Gen Xer Millennial

Outlook Hopeful Optimistic Skeptical Positive

Work Ethic & Values

Dedicated, Loyal, civic minded

Self fulfillment Work is high quality, efficient & innovative .

“Get it done” Self reliance with structure.

“What is next?” Multitasking, goal oriented

Leadership Style Hierarchy Consensus Respect based on competence

Consensus

Personal Interaction

Formal Less formal, team player

Individual Team

Communication In person, In writing

In person, phone, email

Direct- email, text

Email, Text

Feedback Formal review Performance driven

Performance Driven

Ongoing feedback

Motivation/ Reward

Recognition, Title, Security

Money, title, Recognition

Career freedom and flexibility

Meaningful work; flexible

Technology Tech averse Tech use Technoliterate Tech natives

Prefer to work in teams

Embrace diversity

Plan to stay with a job over the long term

Process-driven, prefer face to face meetings

Seek work/life balance

Prefer to work alone

Creative, out of the box problem solving

Prefer structure and informality

Prefer clear organizational hierarchy

Communication style

Work ethic

Organizational Hierarchy

Social norms

Professional Behavior

http://www.youtube.com/watch?v=C504i9ysGsY&feature=related

What actions?

What does each group bring to the table?

Honesty/ Integrity/Vision

Fairness

Respect

Good Communication Skills

Competence/Problem Solving

Flexibility

(Arnsenault, 2004;Gentry et al.,2011;

Kouzes &Posner,

2010;Watt,2010)

Respect

Meaningful Work

Flexibility

Fairness

(Deal, 2007)

What changes would you consider in your workplace now that you know about generational characteristics?

Mentoring, Reverse Mentoring

Flexible Hours

Site Rotations

Explicit Expectations

Increase the engagement, excitement, and effectiveness of any therapist functioning within a multi-generational workforce.

Maximize the strengths of each individual no matter what generation.

Foster the development of professional skills and self motivated learning abilities that will support a successful lifetime career.

Develop future leaders for occupational therapy.

Respect and acceptance of differences; acknowledgement of similarities

Knowledge of the strengths of each generation

Communication of “hidden” rules and expectations

Be open to change and adaptation, learn from

each other.

Student/Employee

Understand the culture of your program/workplace

Understand the expectations of your professor/supervisor

Discuss your expectations Dress appropriately for your

position/role On time behavior Socially appropriate

interactions Seek opportunities to learn

and grow

Professor/Supervisor

Explain what it takes to learn/work under your supervision

Train… Don’t complain Establish clear ground rules Give systematic, honest, and

constructive feedback Listen to requests , require

proposal Engage the

student/employee in activities that have value

What proactive steps do you think could be used to improve generational interactions at your workplace?

Talent management-recruitment & retention.

Plan for the future of profession and future of the employee.

Prioritize career development.

Transfer of knowledge.

Elements of generational competence are essential to “best practice” in healthcare as different generational cohorts enter the healthcare environment.

Focused educational activities that address generational differences could prevent workplace conflict and improve the patient/therapist relationship.

As in any human interaction, respect and acceptance are key.

AOTA. (2010). 2010 Occupational Therapy Compensation and Workforce Study. Bethesda, MD: American

Occupational Therapy Association, Inc.

AOTA. (2008). Occupational Therapy Practice Framework: Domain and Process (2nd Edition) Bethesda,

MD; American Occupational Therapy Association, Inc.

AOTA. (2006) AOTA’s Centennial Vision. Retrieved from

http://www.aota.org/News/Centennial/Background/36516.aspx?FT=.pdf

Arsenault, P. (2004). Validating generational differences: A legitimate diversity and leadership issue. Emerald, 25,

124-141.

Deal, J. (2007). Retiring the generation gap. San Francisco,CA: Jossey-Bass.

Gentry,W., Deal,J., Griggs, T., Mondore,S., & Cox, B. (2011). A comparison of generational differences in endorsement of leadership

practices with actual leadership skill level. Consulting Psychology Journal: Practice and Research, 63(1), 39-49.

Kay,S.,Barnes,N.,Arch,J.,Solis,K.,&Vigrass, B. (April, 2012). Generational competence in MOT students.

Poster session presented at AOTA conference, Indianapolis, In.

Kouzes, J., & Posner, B. (2010). The truth about leadership. San Francisco, CA: Jossey-Bass

Strauss, W. & Howe, N. (1991).Generations: The history of America's future, 1584 to 2069. New York, NY: William Morrow

Watt, D. (2010). Boomers, GenX and Gen Y all want the same things at work, a new study says. CA Magazine. Retrieved May 1, 2013

www.camagazine.com/generations/default.aspx