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Generations @ work; why the next generation will challenge the workplace like no other judy lee, global hr forum 2010.pdf, seoul, korea

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“Where is your work ethic?” , “You call this quality?” , “Are you getting your work done?” ...

“Where is your work ethic?” , “You call this quality?” , “Are you getting your work done?”

How many of us are guilty of thinking or saying these comments in the course of working with one of our younger colleagues?
The world as we know it is changing. The rapid rate of social, political, technologic, and cultural change has produced three generations that look, feel, behave, and work very different from each other. Now we are being asked to come together in the workplace. How are we going to get along let alone create an environment that is productive, inspiring, and high-performance? In this eye opening session, Bo Young Lee from AonHewitt will help you understand the experiences and cultural milestones that have shaped the beliefs and values of each generation and demonstrate how cross-cultural understanding and adaptation can help you navigate and excel in this new era of work.

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    Generations @ work; why the next generation will challenge the workplace like no other judy lee, global hr forum 2010.pdf, seoul, korea Generations @ work; why the next generation will challenge the workplace like no other judy lee, global hr forum 2010.pdf, seoul, korea Presentation Transcript

    • Global HR Forum 2010 | October 2010 Generations @ Work: Why The Next Generation Will Challenge the Workplace Like No Other To protect the confidential and proprietary information included in this material, it may not be disclosed or provided to any third parties without the approval of Aon Hewitt.
    • “The dominant factor for business in the next two decades is not going to be economics or technology; it will be demographics.” — Peter Drucker The Future Has Happened Already 2 [Title MM/DD/YYYY]
    • A Global Demographic Tsunami Caused by these Tectonic Shifts: Aging population Labor shortages Immigration Unprecedented diversity in multiple places Higher birth rates in developing countries Less skilled workforce will grow faster Globalization Mobile, virtual workforce Women in the labor force Pressure on traditional ways of seeing workplace and career paths 3 [Title MM/DD/YYYY]
    • Are you getting your work done? 4 [Title MM/DD/YYYY]
    • You want to be CEO by when? 5 [Title MM/DD/YYYY]
    • Where is your work ethic? 6 [Title MM/DD/YYYY]
    • You call that quality? 7 [Title MM/DD/YYYY]
    • You want to work from where? 8 [Title MM/DD/YYYY]
    • Leave at 2 pm and log back in at 2 am? 9 [Title MM/DD/YYYY]
    • How many of you…. 10 [Title MM/DD/YYYY]
    • We are not ready for this Next Generation 11 [Title MM/DD/YYYY]
    • The Generations Four generations at work: Traditionalists (1925-1945) Baby Boomers (1946-1964) Gen X (1965-1979) Millennials (1980-2000) 12 [Title MM/DD/YYYY]
    • You want to be CEO by when? 13 [Title MM/DD/YYYY]
    • You want to work from where? 14 [Title MM/DD/YYYY]
    • The Generations Generation Birth Year Age in 2010 ~1948 OLD 61~ BabyBoomer 1949~1965 46~60 X Generation 1966~1975 36~45 N Generation 1976~1996 15~35 I Generation 1997~ ~14 2010 2020 2030 OLD 7,083,187 4,708,344 2,269,769 BabyBoomer 10,552,410 9,980,261 8,792,663 X Generation 8,470,001 8,288,751 7,992,382 N Generation 14,862,033 14,678,634 14,469,412 I Generation 7,906,908 11,669,699 15,110,345 Total 48,874,539 49,325,689 48,634,571 15 [Title MM/DD/YYYY]
    • Experiences Shape Generations 16 [Title MM/DD/YYYY]
    • The dynamics of youth vs. The dynamics of generations 17 [Title MM/DD/YYYY]
    • Major Economic and Political Trends When They Entered the Workforce Boomers: Post-War, Rebuilding Sacrifice Gen X: Emergence of the Asian Tiger, Democracy, Banking Crisis, Gen N & I: Globalization, Modernization, Terrorism, Uncertainty 18 [Title MM/DD/YYYY]
    • What Did They Do After School? Boomers: Lucky to go to school! Gen X: Study, Study, Study, Study, Study, Study Gen N & I: Internet! And maybe they study abroad… 19 [Title MM/DD/YYYY]
    • How Was/Is News Primarily Delivered? Boomers: Newspapers, Neighbors, Community Gen X: TV Gen N & I: Internet news feeds, Blogs, Smartphone 20 [Title MM/DD/YYYY]
    • First Experience With a Computer Boomers: As an adult Gen X: In Middle School Gen N & I: At the age of 2 or 3…or earlier 21 [Title MM/DD/YYYY]
    • Workforce and Workplace Implications 22 [Title MM/DD/YYYY]
    • Views of Work Boomers: “Work is my life” Millennials: “I am more than my job” Gen X “Work gives me a life” 23 [Title MM/DD/YYYY]
    • What Technology Tells Us 24 [Title MM/DD/YYYY]
    • Boomers:  The Assembly Line and TV 25 [Title MM/DD/YYYY]
    • Xers: The Internet 26 [Title MM/DD/YYYY]
    • Millennials: iTunes, FaceBook, MySpace 27 [Title MM/DD/YYYY]
    • Workforce and Workplace Implications 28 [Title MM/DD/YYYY]
    • Generational Differences Matter Generation influences: Implications to: Relationship to work Motivation Favored Mgmt Style Job Design Attitudes toward Authority Organizational Design Loyalty Retention Strategies Values Compensation Model Norms Communication Methods And much more… 29 [Title MM/DD/YYYY]
    • Strategies for Working Cross-Generations Baby Boomers Gen X Gen N & I Communication Show respect Get to the point Orient them quickly Choose face-to-face Use email but face-to- Email and IM are face for issues preferred 30 [Title MM/DD/YYYY]
    • Strategies for Working Cross-Generations Baby Boomers Gen X Generation N&I Communication Show respect Get to the point Orient them quickly Choose face-to-face Use email but face-to- Email and IM are face for issues preferred Development Acknowledge Give them space to Provide feedback and and Job Design accomplishments and explore and find the respond quickly gratitude solution Challenge them Advancement & Titles Lighten up-work can Outline the end game to be fun each task 31 [Title MM/DD/YYYY]
    • Strategies for Working Cross-Generations Baby Boomers Gen X Gen N & I Communication Show respect Get to the point Orient them quickly Choose face-to-face Use email but face-to- Email and IM are face for issues preferred Development Acknowledge Give them space to Provide feedback and and Job Design accomplishments and explore and find the respond quickly gratitude solution Challenge them Create open work Lighten up-work can Outline the end game to environment be fun each task Recruitment Retain them Go through social Utilize technology— networks Facebook, etc. 32 [Title MM/DD/YYYY]
    • Strategies for Working Cross-Generations Baby Boomers Gen X Gen N & I Communication Show respect Get to the point Orient them quickly Choose face-to-face Use email but face-to- Email and IM are face for issues preferred Development Acknowledge Give them space to Provide feedback and and Job Design accomplishments and explore and find the respond quickly gratitude solution Challenge them Create open work Lighten up-work can Outline the end game to environment be fun each task Recruitment Retain them Go through social Utilize technology— networks Facebook, etc. Highlight value and Get over the notion of Find them a mentor Retention contributions to the dues paying Allow them to contribute company Provide flexible work to the community solutions Introduce new Set out clear steps to opportunities frequently advance 33 [Title MM/DD/YYYY]
    • How to Navigate Conflicting Worldviews? Does it meet the business objective? Is it a valid interpretation of our values? Are all affected parties engaged in the conversation/solution creation? Find the common ground Segment your strategies, if necessary 34 [Title MM/DD/YYYY]
    • Establish Common Ground SEASONED PROFESSIONALS COMMON GROUND YOUNG PROFESSIONALS 1. Pay your dues Building credibility/create a Wanting it all path 2. Making them just do the Creating a learning What can the company work relationship do for me? 3. Make them appreciate Creating and focusing on a Bucking the system what has come before common vision them 4. Be at work when you Company/individual mission and Freedom and flexibility in are needed vision alignment/ accountability my schedule for results 5. Adhere to the rules Ceate a common strategy I can do it faster and better to reach the vision/ and I have fresh ideas acceptable risk Source: From Boomers to Bloggers by Misti Burmeister 35 [Title MM/DD/YYYY]
    • The Emerging “Global Generation” What we know about the “Global Generation” so far: Value diversity and social consciousness More open and adaptable to change Highly mobile Seek greater flexibility and better work-life effectiveness Heavily reliant on technology as a medium for both social and professional network/relationship building & information distribution Value and rely on social networks – trusts opinions from their social network Redefine “multi-tasking” Globally conscious and borderless Seeks out brands that align with their value system 36 [Title MM/DD/YYYY]
    • Diversity Workforce Trends – By Region • Shrinking& Aging Population • Aging Population • 70% of Western Europe • Shrinking & Aging Population • Women as % of workforce rising rapidly population growth driven by • Increasing racial/ethnic • Impact of “traditional” gender migration diversity due to birth rates and • Increasing tension due to immigration perceptions – lack of women immigration • EU Diversity Directives in the workforce esp. in • Increased Mobility – Virtual Work middle and senior levels • Potential of EFC Act • High levels of economic and • China: Significant gaps between rural and urban • Rapidly changing benefits & healthcare landscape workforce political volatility • Limited integration of immigrants beyond lowest • Brain drain of most skilled workforce pay tiers • Very limited workforce participation by women • Traditional gender perceptions and limited education of women • Heavy reliance on migrant workers – esp. in • Significant population growth Middle East (how can they remain appealing to but less skilled migrant workers) • Brain drain – migration of skilled workforce to • Significant racial and ethnic diversity developed markets and manages the diversity more • Unprecedented dimensions of diversity not proactively than other regions considered in developed countries • Extreme workforce mobility • Low % of women in the • Significant population growth • High levels of immigration from across East and SE Asia workforce but less skilled • Large socio-economic disparities • Workforce & economy • Limited childcare options for • Representation of women limited highly dependent on other working mothers • Religious and class nations and global trends – differences pose significant esp. China threats 37 [Title MM/DD/YYYY]
    • Diversity Implications to HR Policies and Practices Total Rewards Rewards “Optimization” redefined Flexible reward design Recruitment Diversified sourcing pools Focus on relationships Talent Global frameworks with local customization Career path flexibility Learning & Development/Training Multi-delivery model – eLearning, Classroom, Modularized, On-site 38 [Title MM/DD/YYYY]
    • THANK YOU! 39 [Title MM/DD/YYYY]