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Infographic generation management

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Talkin' Bout my Generation

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Infographic generation management

  1. 1. Talkin' 'bout my generation famous Statistics Employee Engagement by generation: % employees engaged Culture VS Generation GENERATION MANAGEMENT TEACHES US TO RESPECT AND MAKE FULL USE OF DIFFERENCES BETWEEN GENERATIONS. breakfastmeeting summary MILLENNIALS BARACK OBAMA MADONNA GEORGE CLOONEY BABY BOOMERS TIGER WOODS KATE MOSS MICHAELL DELL GENERATION X MARK ZUCKERBERG LIONEL MESSI PRINCE WILLIAM GENERATION Y 6 IN 10 OF THE CURRENT STUDENTS SAY THEY ARE NOT CONSIDERING A CAREER IN BUSINESS, AND 48% SAID THEY HAVE NOT BEEN ENCOURAGED TO DO SO. 68% OF CORPORATE RECRUITERS SAY THAT IT IS DIFFICULT FOR THEIR ORGANIZATIONS TO MANAGE MILLENNIALS. 74% OF NON-MILLENNIALS AGREE THAT MILLENNIALS OFFER DIFFERENT SKILLS AND WORK STYLES THAT ADD VALUE TO THE WORKPLACE. 59% OF BUSINESS DECISION MAKERS AND 62% OF HIGHER EDUCATION INFLUENTIALS GIVE RECENT COLLEGE GRADUATES A C GRADE OR LOWER FOR PREPAREDNESS IN THEIR FIRST JOBS. GENERATION MANAGEMENT HAS BEEN DOMINATED BY THE ‘ANGLO-SAXON- SCHOOL’ WHICH UP TILL NOW HAS UNDERESTIMATED THE BIG GENERA- TIONAL DIFFERENCES BETWEEN CULTURES AND REGIONS (I.E. CHINA, RUSSIA, AFRICA). YOUNG ETHNIC PROFESSIONALS: IN AMSTERDAM, ROTTERDAM AND THE HAGUE APPROXIMATELY 50% OF THE POPULATION HAS A MULTI- CULTURAL BACKGROUND. GENERATION X BABY BOOMERS TRADITIONALIST 29% 32% 42%33% IN THE SETTING OF THE NETHERLANDS, A MANAGER SHOULD TAKE INTO ACCOUNT MORE THAN JUST THE ANGLO- SAXON VIEW ON GENERATIONS. TWO OUT OF THREE OF THE YOUNG INHABITANTS (0-22) OF AMSTERDAM HAVE A MULTICULTURAL BACKGROUND. MOST NATIONALITIES IN THE WORLD: 1. AMSTERDAM (190) 2. ANTWERP (164) 3. NEW YORK (150) Cultural Differences GENERATION Y IN BRIC: FOCUS PRIMARILY ON MONEY GENERATION Y IN WESTERN WORLD: FOCUS PRIMARILY ON PERSONAL GROWTH GENERATION Y IN ARABIAN WORLD: FIRST TO CHALLENGE AUTHORITY, PROBLEM WITH FINDING BALANCE BETWEEN TRADITION AND MODERNITY. Tips of managing a multicultural and multigenerational department DO NOT FOCUS (MAINLY) ON THE PROBLEMS, FOCUS ON THE ADDED VALUE OF DIFFERENT GENERATIONS WITHIN AN ORGANISATION. MAKE A GENERATIONAL DIVISION OF THE EMPLOYEES WITHIN THE ORGANISATION. DECIDE WHAT THE ULTIMATE MIX OF GENE- RATIONS WITHIN THE ORGANISATION SHOULD BE. TO DO SO: FOCUS ON THE NEARBY FUTURE. SOURCES: GALLUP; KRAUTHAMMER; ERKEL; CHINA FORECAST; FORBES; BENTLEY UNIVERSITY; VERGOUW CONSULTING.

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