UM Generational Diversity

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Generational Diversity presentation at the University of Michigan - Hatcher Library

Transcript of UM Generational Diversity

  • 1. GENERATIONAL DIVERSITYIN THE WORKPLACE SOPHIA GUEVARA AND JENNIFER PEATTIE University of Michigan Ann Arbor| 11.9.09 The Matures, Boomers, Generation X and Y

2. Learning Objectives

  • Identify the four generations
  • Share background, values, and preferences of each generation, as well as their stereotypes
  • Tips and tools

3. What is Diversity? 4. Diversity

  • " Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995).
  • Diversity improves the ability of an organization to innovate.
  • University of Florida IFAS Extension.Diversity in the Workplace: Benefits, Challenges, and the Required Managerial ToolsRetrieved August 16, 2009 from:http://edis.ifas.ufl.edu/HR022

5. Generational Diversity

  • The Matures, Boomers, Generation X and Generation Y (Millennials)
  • The unique backgrounds and experiences of todays information workforce leads to a unique blend of:
    • Motivations and expectations
      • Work/life balance, feedback, promotion
    • Communication and interaction methods
      • Face-to-face vs. virtual
    • Work strategies and tool employment
      • Technology

6. A Closer Look: The Matures, Boomers, X and Y 7. Confronting the Stereotype 8. Snapshot: The Matures

  • Born between 1909-1945(varies)
    • Age 64+
  • Under 10 million ( 2005 est.)
  • Defining events: WWII and women stepping out into the workforce
  • Loyal
    • Used to clear-cut career trajectories, usually with the same company
  • Strong work ethic
  • Established networks
  • Background
  • Value to the Information Work Environment

Smith and Clurman.Rocking the Ages: The Yankelovich Report on Generational Marketing.BLS.GOV.Labor force projections to 2012: the graying of the U.S. workforce.Retrieved online August 1, 2009 from:http://www.bls.gov/opub/mlr/2004/02/art3exc.htm 9. Understanding the Matures

  • Increasing numbers in the talent pool because of the economy
  • The Matures at work
    • Most valued/Least valued soft benefits(Randstad 2008 World of Work Survey)
      • Pleasant work environment: 82%
      • Flexible hours: 46%

Limited Interaction Among Generations in the Workplace Identified as Key Indicator of Coming Skilled Worker Crisis.May 2008.Retrieved online on August 1, 2009 from:http://www.businesswire.com/portal/site/home/permalink/?ndmViewId=news_view&newsId=20080527005042&newsLang=en 10. The Matures - Stereotypes

  • Poor technology skills
  • Inflexible
  • Unable or unwilling to be employed in positions with more than part-time hours
  • Unwilling or unable to utilize technology
  • Dictatorial
  • Rigid
  • The Negative Image
  • Stereotype

Dittmann, Melissa.Generational Differences at Work.Monitor on Psychology , V. 36, No.6.Retrieved online on August 16, 2009 from:http://www.apa.org/monitor/jun05/generational.html 11. Snapshot: The Boomers

  • Born 1946-1964(varies)
    • Ages: 45-63
  • 78.2 million(July 2005 U.S. Census Bureau est.)
  • Defining events: Advent of television and the Vietnam War
  • Service-oriented
  • A fountain of knowledge earned through years ofexperience
  • Willing to take responsibility
  • Background
  • Value to the Information Work Environment
  • Martin, J.I Have Shoes Older Than You: Generational Diversity In The Library.The Southeastern Librarian, (54)3.Pgs 4-11.
  • - US Census Bureau.Facts for Features: Oldest Baby Boomers Turn 60.Retrieved online on April 5, 2008 at: http://www.census.gov/Press-Release/www/releases/archives/facts_for_features_special_editions/006105.html

12. Understanding the Boomers

  • Ability to adapt has helped them gain in the workplace
  • The Boomers at work
    • Most valued/Least valued soft benefits
      • Satisfying work: 71%
      • Flexible hours: 51%

Limited Interaction Among Generations in the Workplace Identified as Key Indicator of Coming Skilled Worker Crisis.May 2008.Retrieved online on August 1, 2009 from:http://www.businesswire.com/portal/site/home/permalink/?ndmViewId=news_view&newsId=20080527005042&newsLang=en 13. The Boomers - Stereotypes

  • Poor technology skills
  • Low energy
  • Self-absorbed
  • The Negative Image
  • Stereotype

Dittmann, Melissa.Generational Differences at Work.Monitor on Psychology , V. 36, No.6.Retrieved online on August 16, 2009 from:http://www.apa.org/monitor/jun05/generational.html 14. Snapshot: Generation X

  • Born 1968-1979(varies)
    • Ages 30-41
  • Previously known as the Post-Boomers
  • Generation X:Tales for an Accelerated Cultureby Douglas Coupland
  • Results oriented
  • Little supervision needed
  • Willing to put the extra time in to get the job done
  • Background
  • Value to the Information Work Environment
  • - Thielfoldt, D. & Scheef, D.Generation X and the Millenials: What you need to know about mentoring the new generations.Retrieved online April 6, 2008 from:http://www.abanet.org/lpm/lpt/articles/mgt08044.html
  • Raines, C.1997.Beyond Generation X: A Bridge-Building Guide for Managers.p. 11.Retrieved from Google Book Search on April 6, 2008 at:http://books.google.com/books?id=OsThLU5g8rEC&pg=PA11&lpg=PA11&dq=origination+of+generation+x+label&source=web&ots=oB7uM2N9Op&sig=dnBvI559wpL_9d_k4EzGg-ua1hE&hl=en
  • Census 2000 Ethnographic Study.Generation X Speaks Out on Civic Engagement and the Decennial Census: An Ethnographic Approach.

15. Understanding Generation X

  • Look for opportunities to advance their skills
  • Loyalty Scandals of 80s and 90s
  • Generation X at work
    • Most valued/Least valued soft benefits
      • Pleasant work environment: 69%
      • Flexible hours: 48%

Limited Interaction Among Generations in the Workplace Identified as Key Indicator of Coming Skilled Worker Crisis.May 2008.Retrieved online on August 1, 2009 from:http://www.businesswire.com/portal/site/home/permalink/?ndmViewId=news_view&newsId=20080527005042&newsLang=en 16. Generation X - Stereotype

  • Slacker Generation
    • Not particularly committed to a career
  • Impatient
  • Too cynical/negative
  • The Negative Image
  • Stereotype

Dittmann, Melissa.Generational Differences at Work.Monitor on Psychology , V. 36, No.6.Retrieved online on August 16, 2009 from:http://www.apa.org/monitor/jun05/generational.html 17. Snapshot: Generation Y (Millennials)

  • 73.5 million
    • Ages: Late teens to 31
  • Born between 1978-1990 (varies)
  • May also be referred to as the Digital Generation or Millennials
  • Digital Natives
    • Marc Prensky
  • Fresh eyes/energy
  • Willing to share innovative ideas with team members
  • Background
  • Value to the Information Work Environment
  • Pierce, Sarah.Generation Y Myths Debunked.Entrepreneur.June 2007.Retrieved online August 1, 2009 at:http:// www.entrepreneur.com/humanresources/managingemployees/article179200.html
  • Digital Natives/Digital Immigrants: http://www.marcprensky.com/writing/Prensky%20-%20Digital%20Natives,%20Digital%20Immigrants%20-%20Part1.pdf

18. Understanding Generation Y

  • Fresh energy
  • Personal fulfillment and making a difference
  • Generation Y at work
    • Most valued/Least valued soft benefits
      • Satisfying work: 59%
      • Challenging work: 42%

Limited Interaction Among Generations in the Workplace Identified as Key Indicator of Coming Skilled Worker Crisis.May 2008.Retrieved online on August 1, 2009 from:http://www.businesswire.com/portal/site/home/permalink/?ndmViewId=news_view&newsId=20080527005042&