Srjng Presentation
Upcoming SlideShare
Loading in...5
×
 

Srjng Presentation

on

  • 502 views

Presentation given to Scioto Ridge Job Networking Group

Presentation given to Scioto Ridge Job Networking Group

Statistics

Views

Total Views
502
Views on SlideShare
499
Embed Views
3

Actions

Likes
0
Downloads
0
Comments
0

1 Embed 3

http://www.linkedin.com 3

Accessibility

Categories

Upload Details

Uploaded via as Microsoft PowerPoint

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

Srjng Presentation Srjng Presentation Presentation Transcript

  • Navigating the Generation Gap at Work
    • Defining the Organizational Generation Gap
    At its core…it is a confluence of differing experiences and the value systems created by those experiences; and by our own stereotypical ideas regarding our own and other generations.
    • Long enduring judgments appraising the worth of an idea, object, person, place, or practice.
    Definition of Organizational Values
  • Organizational Values are Impacted by:
    • Our understanding of commitment
    • How and why we work/volunteer
    • How we treat those around us
    • What we expect from individuals, relationships, organizations we associate with and/or belong to, etc.
  • Why Now?
    • Industrial Age to Technology Age Fall out
    • First time in history where four generations have been active in organizational life
    • Technological advancements
  • Values May Be Socialized By Generational Cohort Group
    • Industrial Age
    • Fostered:
      • Hierarchy
      • Organizational Loyalty
      • Automatic Respect for Elders
      • Climbing corporate ladder reward for hard work
    • Impacted Traditional and Baby Boom Generations
    • Technology Age
    • Fostered:
      • Collaboration
      • Personal Interest
      • Respect must be earned
      • Better job anywhere reward for hard work and ambition
    • Impacted Generation X and Millennial Generations
  • The Four Generations in Today’s Organizations
            • Traditional
            • Baby Boomer
            • Generation X
            • Millennial
  • The Traditional Generation
    • Born: 1925 - 1945
    • Age: 63 - 84
    • Married earlier and produced more babies than any other American generation
    • Figure-heads of the Civil Rights movement are among their members
    • Have not produced a single U.S. President
  • The Baby Boom Generation
    • Born: 1946 - 1964
    • Age: 44 - 63
    • Creation of the Department of Education
    • Many raised on the lessons imparted by Dr. Spock
    • Woodstock and Vietnam War have heavily influenced this group’s involvement in public policy
  • Generation X
    • Born: 1965 - 1980
    • Age: 28 - 44
    • Decline and inequity of federal funding of education
    • Roe vs. Wade and the public sale of birth control pills impacts family planning
    • First Latch-key generation
  • The Millennial Generation
    • Born: 1981 - 1990
    • Age: 19 - 28
    • “ No Child Left Behind”/Standardized Testing
    • Television, VHS/DVD movies, and videogames have lead to short attention spans and a need for continuous entertainment
    • Increase in “baby before marriage” trend
  • More Challenges to Come… The You-Tube Generation
    • Born: 1990 - ???
    • Age: birth to 19
      • 4get email - jst txt :-)
      • Social Networking has narrowed their world
      • Inter-personal skills training will be essential
      • Need for fast-paced training is also a must
      • Workplace propriety discussions particularly pertaining to social networking sites and cell phone use
  • Changing Perspectives
  • Gaining an Understanding About Stereotypes
    • “… a standardized mental picture that is held in common by members of a group and that represents an oversimplified opinion, prejudiced attitude, or uncritical judgment.”
    • In essence, stereotypes are based on perception, not reality.
  • Focusing on the Reality and Not the Perception
    • By employing a greater understanding of Generational and Individual differences…
  • Through a Better Understanding of Communication
    • Communication reflects cultural values and perspectives.
    • Language reflects what the mainstream culture believes to be important.
    • Be aware: meanings can and do change!
    • Sometimes the “rules” change too!
  • Leading Change Begins with “I”
    • Assess your own actions/reactions
    • Express your own needs, objectives and understanding of the “rules” in a clear and concise way
    • Adapt to the ways in which communication “rules” have changed
  • Resources
    • Bridging the Boomer-Xer Gap . Karp, Fuller, Sirias
    • Bridging the Generation Gap. Gravett/Throckmorton
    • Connecting Generations. Raines
    • Generations . Strauss and Howe
    • Generations at Work . Zemke, Raines, Filipczak
    • How to Design and Deliver Training for the New and Emerging Generations . El-Shamy
    • Managing the Generation Mix. Martin & Tulgan
    • The Multigenerational Congregation. Rendle
    • Retiring the Generation GAP. Deal
    • When Generations Collide. Lancaster & Stillman
  • How To Reach Me
    • Terrie Huston
    • Intergenerational Communication Solutions
    • 546 Whitney Ave.
    • Worthington, Ohio 43085
    • Work: 614-840-0966
    • Cell: 614-284-4217
    • Email: [email_address]