To protect the confidential and proprietary information included in this material, it may not
be disclosed or provided to ...
[Title MM/DD/YYYY]
2
“The dominant factor for business in
the next two decades is not going to
be economics or technology;...
[Title MM/DD/YYYY]
3
A Global Demographic Tsunami Caused by these Tectonic Shifts:
Aging population
Labor shortages
Immigr...
[Title MM/DD/YYYY]
4
Are you getting
your work done?
[Title MM/DD/YYYY]
5
You want to be CEO
by when?
[Title MM/DD/YYYY]
6
Where is your work
ethic?
[Title MM/DD/YYYY]
7
You call that quality?
[Title MM/DD/YYYY]
8
You want to work from
where?
[Title MM/DD/YYYY]
9
Leave at 2 pm and log
back in at 2 am?
[Title MM/DD/YYYY]
10
How many
of you….
[Title MM/DD/YYYY]
11
We are not ready for
this Next Generation
[Title MM/DD/YYYY]
12
The Generations
Four generations at work:
Traditionalists (1925-1945)
Baby Boomers (1946-1964)
Gen X...
[Title MM/DD/YYYY]
13
You want to be
CEO by when?
[Title MM/DD/YYYY]
14
You want to work
from where?
[Title MM/DD/YYYY]
15
~141997~I Generation
15~351976~1996N Generation
36~451966~1975X Generation
46~601949~1965BabyBoomer
...
[Title MM/DD/YYYY]
16
Experiences
Shape Generations
[Title MM/DD/YYYY]
17
The dynamics of
youth
vs.
The dynamics of
generations
[Title MM/DD/YYYY]
18
Major Economic and Political Trends When They Entered the Workforce
Boomers: Post-War, Rebuilding Sa...
[Title MM/DD/YYYY]
19
What Did They Do After School?
Boomers: Lucky to go to school!
Gen X: Study, Study, Study, Study, St...
[Title MM/DD/YYYY]
20
How Was/Is News Primarily Delivered?
Boomers: Newspapers, Neighbors, Community
Gen X: TV
Gen N & I: ...
[Title MM/DD/YYYY]
21
First Experience With a Computer
Boomers: As an adult
Gen X: In Middle School
Gen N & I: At the age ...
[Title MM/DD/YYYY]
22
Workforce and
Workplace Implications
[Title MM/DD/YYYY]
23
Views of Work
Boomers:
“Work is my
life”
Gen X
“Work gives
me a life”
Millennials:
“I am more
than m...
[Title MM/DD/YYYY]
24
What Technology
Tells Us
[Title MM/DD/YYYY]
25
Boomers: 
The Assembly Line and TV
[Title MM/DD/YYYY]
26
Xers:
The Internet
[Title MM/DD/YYYY]
27
Millennials:iTunes, FaceBook, MySpace
[Title MM/DD/YYYY]
28
Workforce and
Workplace
Implications
[Title MM/DD/YYYY]
29
Generational Differences Matter
Relationship to work
Favored Mgmt Style
Attitudes toward Authority
L...
[Title MM/DD/YYYY]
30
Strategies for Working Cross-Generations
Baby Boomers Gen X
Communication
Gen N & I
Show respect
Cho...
[Title MM/DD/YYYY]
31
Strategies for Working Cross-Generations
Baby Boomers Gen X
Communication
Development
and Job Design...
[Title MM/DD/YYYY]
32
Strategies for Working Cross-Generations
Baby Boomers Gen X
Communication
Development
and Job Design...
[Title MM/DD/YYYY]
33
Strategies for Working Cross-Generations
Baby Boomers Gen X
Communication
Development
and Job Design...
[Title MM/DD/YYYY]
34
How to Navigate Conflicting Worldviews?
Does it meet the business objective?
Is it a valid interpret...
[Title MM/DD/YYYY]
35
Establish Common Ground
I can do it faster and better
and I have fresh ideas
Ceate a common strategy...
[Title MM/DD/YYYY]
36
The Emerging “Global Generation”
What we know about the “Global
Generation”
so far:
Value diversity ...
[Title MM/DD/YYYY]
37
Diversity Workforce Trends – By Region
• Aging Population
• Women as % of workforce rising rapidly
•...
[Title MM/DD/YYYY]
38
Diversity Implications to HR Policies and Practices
Total Rewards
Rewards “Optimization” redefined
F...
[Title MM/DD/YYYY]
39
THANK YOU!
Upcoming SlideShare
Loading in...5
×

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

956

Published on

“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.

Published in: Business
0 Comments
3 Likes
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
956
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
0
Comments
0
Likes
3
Embeds 0
No embeds

No notes for slide

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

  1. 1. 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. Generations @ Work: Why The Next Generation Will Challenge the Workplace Like No Other Global HR Forum 2010 | October 2010
  2. 2. [Title MM/DD/YYYY] 2 “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
  3. 3. [Title MM/DD/YYYY] 3 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
  4. 4. [Title MM/DD/YYYY] 4 Are you getting your work done?
  5. 5. [Title MM/DD/YYYY] 5 You want to be CEO by when?
  6. 6. [Title MM/DD/YYYY] 6 Where is your work ethic?
  7. 7. [Title MM/DD/YYYY] 7 You call that quality?
  8. 8. [Title MM/DD/YYYY] 8 You want to work from where?
  9. 9. [Title MM/DD/YYYY] 9 Leave at 2 pm and log back in at 2 am?
  10. 10. [Title MM/DD/YYYY] 10 How many of you….
  11. 11. [Title MM/DD/YYYY] 11 We are not ready for this Next Generation
  12. 12. [Title MM/DD/YYYY] 12 The Generations Four generations at work: Traditionalists (1925-1945) Baby Boomers (1946-1964) Gen X (1965-1979) Millennials (1980-2000)
  13. 13. [Title MM/DD/YYYY] 13 You want to be CEO by when?
  14. 14. [Title MM/DD/YYYY] 14 You want to work from where?
  15. 15. [Title MM/DD/YYYY] 15 ~141997~I Generation 15~351976~1996N Generation 36~451966~1975X Generation 46~601949~1965BabyBoomer 61~ ~1948 OLD Age in 2010Birth YearGeneration 48,634,57149,325,68948,874,539Total 15,110,34511,669,6997,906,908I Generation 14,469,41214,678,63414,862,033N Generation 7,992,3828,288,7518,470,001X Generation 8,792,6639,980,26110,552,410BabyBoomer 2,269,7694,708,3447,083,187OLD 203020202010 The Generations
  16. 16. [Title MM/DD/YYYY] 16 Experiences Shape Generations
  17. 17. [Title MM/DD/YYYY] 17 The dynamics of youth vs. The dynamics of generations
  18. 18. [Title MM/DD/YYYY] 18 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
  19. 19. [Title MM/DD/YYYY] 19 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…
  20. 20. [Title MM/DD/YYYY] 20 How Was/Is News Primarily Delivered? Boomers: Newspapers, Neighbors, Community Gen X: TV Gen N & I: Internet news feeds, Blogs, Smartphone
  21. 21. [Title MM/DD/YYYY] 21 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
  22. 22. [Title MM/DD/YYYY] 22 Workforce and Workplace Implications
  23. 23. [Title MM/DD/YYYY] 23 Views of Work Boomers: “Work is my life” Gen X “Work gives me a life” Millennials: “I am more than my job”
  24. 24. [Title MM/DD/YYYY] 24 What Technology Tells Us
  25. 25. [Title MM/DD/YYYY] 25 Boomers:  The Assembly Line and TV
  26. 26. [Title MM/DD/YYYY] 26 Xers: The Internet
  27. 27. [Title MM/DD/YYYY] 27 Millennials:iTunes, FaceBook, MySpace
  28. 28. [Title MM/DD/YYYY] 28 Workforce and Workplace Implications
  29. 29. [Title MM/DD/YYYY] 29 Generational Differences Matter Relationship to work Favored Mgmt Style Attitudes toward Authority Loyalty Values Norms Motivation Job Design Organizational Design Retention Strategies Compensation Model Communication Methods Generation influences: Implications to: And much more…
  30. 30. [Title MM/DD/YYYY] 30 Strategies for Working Cross-Generations Baby Boomers Gen X Communication Gen N & I Show respect Choose face-to-face Get to the point Use email but face-to- face for issues Orient them quickly Email and IM are preferred
  31. 31. [Title MM/DD/YYYY] 31 Strategies for Working Cross-Generations Baby Boomers Gen X Communication Development and Job Design Generation N&I Show respect Choose face-to-face Acknowledge accomplishments and gratitude Advancement & Titles Get to the point Use email but face-to- face for issues Give them space to explore and find the solution Lighten up-work can be fun Orient them quickly Email and IM are preferred Provide feedback and respond quickly Challenge them Outline the end game to each task
  32. 32. [Title MM/DD/YYYY] 32 Strategies for Working Cross-Generations Baby Boomers Gen X Communication Development and Job Design Recruitment Gen N & I Show respect Choose face-to-face Acknowledge accomplishments and gratitude Create open work environment Retain them Get to the point Use email but face-to- face for issues Give them space to explore and find the solution Lighten up-work can be fun Go through social networks Orient them quickly Email and IM are preferred Provide feedback and respond quickly Challenge them Outline the end game to each task Utilize technology— Facebook, etc.
  33. 33. [Title MM/DD/YYYY] 33 Strategies for Working Cross-Generations Baby Boomers Gen X Communication Development and Job Design Recruitment Retention Gen N & I Show respect Choose face-to-face Acknowledge accomplishments and gratitude Create open work environment Retain them Highlight value and contributions to the company Get to the point Use email but face-to- face for issues Give them space to explore and find the solution Lighten up-work can be fun Go through social networks Get over the notion of dues paying Provide flexible work solutions Set out clear steps to advance Orient them quickly Email and IM are preferred Provide feedback and respond quickly Challenge them Outline the end game to each task Utilize technology— Facebook, etc. Find them a mentor Allow them to contribute to the community Introduce new opportunities frequently
  34. 34. [Title MM/DD/YYYY] 34 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
  35. 35. [Title MM/DD/YYYY] 35 Establish Common Ground I can do it faster and better and I have fresh ideas Ceate a common strategy to reach the vision/ acceptable risk 5. Adhere to the rules Freedom and flexibility in my schedule Company/individual mission and vision alignment/ accountability for results 4. Be at work when you are needed Bucking the systemCreating and focusing on a common vision 3. Make them appreciate what has come before them What can the company do for me? Creating a learning relationship 2. Making them just do the work Wanting it allBuilding credibility/create a path 1. Pay your dues YOUNG PROFESSIONALSCOMMON GROUND SEASONED PROFESSIONALS Source: From Boomers to Bloggers by Misti Burmeister
  36. 36. [Title MM/DD/YYYY] 36 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
  37. 37. [Title MM/DD/YYYY] 37 Diversity Workforce Trends – By Region • Aging Population • Women as % of workforce rising rapidly • Increasing racial/ethnic diversity due to birth rates and immigration • Increased Mobility – Virtual Work • Potential of EFC Act • Rapidly changing benefits & healthcare landscape • Shrinking & Aging Population • Impact of “traditional” gender perceptions – lack of women in the workforce esp. in middle and senior levels • China: Significant gaps between rural and urban workforce • Limited integration of immigrants beyond lowest pay tiers • Shrinking& Aging Population • 70% of Western Europe population growth driven by migration • Increasing tension due to immigration • EU Diversity Directives • Significant population growth but less skilled • Brain drain – migration of skilled workforce to developed markets • Unprecedented dimensions of diversity not considered in developed countries • Low % of women in the workforce • Limited childcare options for working mothers • Significant racial and ethnic diversity and manages the diversity more proactively than other regions • Extreme workforce mobility • High levels of immigration from across East and SE Asia • Workforce & economy highly dependent on other nations and global trends – esp. China • Significant population growth but less skilled • Large socio-economic disparities • Representation of women limited • Religious and class differences pose significant threats • High levels of economic and political volatility • Brain drain of most skilled workforce • Very limited workforce participation by women • Traditional gender perceptions and limited education of women • Heavy reliance on migrant workers – esp. in Middle East (how can they remain appealing to migrant workers)
  38. 38. [Title MM/DD/YYYY] 38 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
  39. 39. [Title MM/DD/YYYY] 39 THANK YOU!

×