Generations in the Workplace Training Outline - Dr. Di Ann Sanchez, DAS HR Consulting, LLC
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Generations in the Workplace Training Outline - Dr. Di Ann Sanchez, DAS HR Consulting, LLC

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Generations in the Workplace Training Outline conducted by Dr. Di Ann Sanchez, SPHR DAS HR Consulting, LLC

Generations in the Workplace Training Outline conducted by Dr. Di Ann Sanchez, SPHR DAS HR Consulting, LLC

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    Generations in the Workplace Training Outline - Dr. Di Ann Sanchez, DAS HR Consulting, LLC Generations in the Workplace Training Outline - Dr. Di Ann Sanchez, DAS HR Consulting, LLC Presentation Transcript

    • Di Ann Sanchez, PhD, SPHR diann@dasHRconsulting.com www.dasHRconsulting.com Di Ann Sanchez, PHD, SPHR © 2010-2014
    • Learning Objectives “In times of change, the learners inherit the earth, while the learned find themselves beautifully equipped to deal with a world that no longer exists.” – Eric Hoffer   Definition of Generational Cohorts and Conflict  Who are the Generations in the Workplace?  Generational Values and Expectations  Generations by Major Country  Managing Younger and Older Bosses  Implications of a Multi-Generational Workforce  Management Best Practices for Each Generation  Di Ann Sanchez, PHD,SPHR © 2010-2014 Top Myths Regarding Generations References 2
    • Older workers are afraid of change Veterans are too old to work Baby Boomers can’t handle technology Baby Boomers are too bossy Younger generations are not loyal Younger generations have no work ethic Younger generations are impatient Di Ann Sanchez, PHD,SPHR © 2010-2014 Gen Y can’t add value 3
    • “Demographics are the single most important factor that nobody pays attention to, and when they do pay attention, they miss the point” Di Ann Sanchez, PHD,SPHR © 2010-2014 4
    • A generational cohort is defined by common tastes, attitudes, and experiences which is a product of its times. Those times encompass a myriad of circumstances— economic, political, social and of course, demographic. People resemble their times more than they resemble their parents. All members of a generation are deeply affected by the personality of their cohort group—their generation! Di Ann Sanchez, PHD,SPHR © 2010-2014 5
    • “There is a problem in the workplace—a problem of values, ambitions, views, mine-sets, demographics and generations in conflict. At no time in our history have so many and such different generations with such diversity been asked to work together shoulder to shoulder, side by side, cubicle to cubicle. There are four generations at odds in the workplace”. - Zemke, et al. 2013 Di Ann Sanchez, PHD,SPHR © 2010-2014 6
    • Veterans • 1930 – 1942 • 71 - 83 years old Baby Boomers • 1943 – 1960 • 53 – 70 years old Generation X • 1961 – 1980 • 33 – 52 years old Generation Y • 1981 - 2000 • 32 – 13 years old Generation Z • 2000 and later • 13 years and younger Di Ann Sanchez, PHD,SPHR © 2010-2014 7
    • “Failure is simply the opportunity to begin again, this time more intelligently” – Henry Ford 5% of current workforce  Age 71+  Also known as:  • Traditionalists • Matures • The Silent Generation • Depression Babies • The Greatest Generation Di Ann Sanchez, PHD,SPHR © 2010-2014 8
    • “Boomers are now in the ‘Grand Tweens’, shaping a new stage of life fueled by a renewed sense of purpose” – Gail Sheehy Di Ann Sanchez, PHD,SPHR © 2010-2014 9
    • “We want to have a life!” – Gen Xer    Approx. 32% of current workforce Age 33 to 52 Also know as • Xers • Post Boomers • Baby Busters • The Latchkey Kids • “Twentysomethings” Di Ann Sanchez, PHD,SPHR © 2010-2014 10
    •    Approx. 25% of current workforce (will be 56% in 2020) Age 13 to 32 Also known as • • • • • Millennials The Net Generation The Digital Generation Yers Digital Natives Di Ann Sanchez, PHD,SPHR © 2010-2014 11
    • “If future generations are to remember us more with gratitude than sorry, we must achieve more than technology. We must also leave them a glimpse of the world as it was created, not just as it looked when we got through with it.” Di Ann Sanchez, PHD,SPHR © 2010-2014 12
    • For more information contact: “WHAT YOU DON’T KNOW ABOUT HR---CAN HURT YOU!!” Di Ann Sanchez, PhD, SPHR Di Ann Sanchez, SPHR diann@dasHRconsulting.com 817-343-0066 www.dasHRconsulting.com Di Ann Sanchez © 2010 13
    •        “Does The Boss Know Best?: A study in performance management reactions by generation.”  Sanchez, D (2013) “Generational differences in psychological traits and their impact on the workplace.”  Journal of Managerial Psychology, 23(8), 862-877  Twenge, J. M. & Campbell, S. M. (2008) “A review of the empirical evidence on generational differences in work attitudes.”  Journal Business Psychology, 25, 201-210  Twenge, J.M. (2010) “Generational differences in personality and motivation.”  Journal of Managerial Psychology, 23(8), 878-890  Wong, M., Gardiner, E., Lang, W. & Coulon, L. (2008) “Generations at work: Managing the clash of Veterans, Boomers, Xers, and Nexters in your workplace.”  Saranac Lake, NY: AMACOM  Zemke, R., Raines, C. & Fliipcak, B. (2013) “Generations and Geography. Understanding the Diversity of Generations around the Globe.”  Erickson, T. J. & Bevins, T. (2011) “Managing the Generation Mix”  Martin, C.A. & Tulgan, B. (2006) Di Ann Sanchez, PHD,SPHR © 2010-2014 14
    • Age Business Background Culture Disability Educational Level or Background Employee Status Organizational Level Family Status Lifestyle Retirees Gender Language National Origin Physical Appearance Race Religious Origin Di Ann Sanchez, PHD,SPHR © 2010-2014 Leadership style Sexual Orientation Thinking Style 16
    • Total Population Hispanics White Black American Indian & Eskimo Asian Hawaiian & Pacific Islander* Other Two or More Races* 1980 1990 2000 2010 6.45% 8.99% 12.55% 16.4% 79.57% 11.52% 75.64% 11.75% 69.13% 12.06% 63.7% 12.3% 0.63% 1.54% 0.72% 2.80% 0.74% 3.60% .90% 4.7% 0.30% - 0.10% - 0.13% 0.17% 1.64% .20% 1.9% 2.9% * Non-Hispanic only; in 1980 and 1990 "Asians" includes Hawaiians and Pacific Islanders. Di Ann Sanchez, PHD,SPHR © 2010-2014 17
    • The median age of the U.S. workforce is 36.8 27% of the adult population are already elder caregivers Di Ann Sanchez, PHD,SPHR © 2010-2014 The first Boomers turned 65 in 2008 • 80% plan to work after retirement age • 33% will face poverty This will increase to 50% over the next 10 years 18
    • More women in the workforce • 60% of all women work outside the home • Women comprise over 50% of total workforce More single parents • 27% of households with children are headed by a single parent More dual income households • 67% of married couples with children both work Di Ann Sanchez, PHD,SPHR © 2010-2014 19
    • Hispanics are the largest ethnic group. Ethnic and racial minorities will grow at a much more rapid pace than Caucasians People with disabilities continue to constitute the largest minority group in the U.S. –54 million people The fastest growing industries continue to be IT, Residential Care, and Health Services Di Ann Sanchez, PHD,SPHR © 2010-2014 20
    • Gay and lesbian employees constitute 12% of the workforce. 12 million women-owned and minority owned business generate $4 trillion gross sales Consumer buy power doubled among people of color over the last decade—rising at a much faster rate than overall U.S. buy power Foreign born people residing in the U.S represents 9.7% of the total U.S. population and growing Di Ann Sanchez, PHD,SPHR © 2010-2014 21
    • Owners and Managers need to understand the Federal and State Laws as it relates to the workforce. Be aware of the global issues Education on these issues will reduce the company’s liability with applicants and employees. Understand the different generations in order to address work issues. Di Ann Sanchez, PHD,SPHR © 2010-2014 22
    • Prepare For Rising Health Care Costs • The cost to provide employee medical increased to over $9,000 per employee when Boomers started turning 65 • Disability claims will increase by 37% over the next decade Di Ann Sanchez, PHD,SPHR © 2010-2014 23