Org 625 Generations Team 7 For Blog

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Org 625 Generations Team 7 For Blog

  1. 1. Technology in the workplace: Understanding the generations<br />ORGB 625 Team 7<br />Drexel University<br />
  2. 2. Overview Feb. 24, 2010<br />Despite the vast changes in the pace and availability of technology and information that has created a global economy, many in the workplace are unable to break out of traditional patterns and instead sustain an educational environment that has largely remained unchanged.<br />To better understand the<br />decision making demands that require an organization to stay compatible with technology, leaders must concentrate on the relationships between people and processes.<br />Leaders must focus on the human aspect of change.<br />
  3. 3. Technology &Tension in the Workplace<br />60% of employers say that they are experiencing tension between employees from different generations.<br /><ul><li>For many years, those in the Baby Boomer generation have held the reins in most companies
  4. 4. Gen Xers will be moving into leadership positions rapidly
  5. 5. 60 year olds are working beside 20 year olds
  6. 6. New college grads are overseeing employees old enough to be their parents
  7. 7. Boomers expect a phone call or in-person meeting on important topics; younger workers prefer virtual problem solving.</li></li></ul><li>Traditionalists<br />
  8. 8. What Shaped Them<br />Born 1925-1945<br />Aged 65-82<br />41 million<br />
  9. 9. Their Approach<br />
  10. 10. In the Workplace<br />Traditional<br />Hard working<br />Financially conservative<br />Faithful to institutions<br />
  11. 11. Boomers<br />
  12. 12.
  13. 13. What Shaped Them<br />
  14. 14. Their Approach<br /><ul><li>Pushing, Always pushing
  15. 15. Lead, follow, get out of the way
  16. 16. Compete and stand out
  17. 17. Rebel mentality</li></ul>Independent<br />Do what they feel like they have to do<br />Driven by guilt<br />Question authority<br />
  18. 18. In the Workplace<br /><ul><li>Strong work ethic
  19. 19. Work longer hours & weekends
  20. 20. Like hierarchies
  21. 21. Politically adept in the workplace
  22. 22. Represent the majority of managers
  23. 23. Will continue to work after age 65</li></li></ul><li>Boomers as Leaders<br />Are Boomer leaders really open to new talent & technology?<br />Are Boomers really responsive or simply holding on?<br />
  24. 24. Generation x<br />
  25. 25. What Shaped Them<br />What Shaped Them<br />Born 1965-1980<br />Aged 34-44<br />41 million<br />
  26. 26. Their Approach<br />We<br />gotta take care of #1.<br />What’s in it for me?<br />
  27. 27. In the Workplace<br /><ul><li>Generation X employees do not plan on staying with one job or company throughout their career
  28. 28. They will not sacrifice their family for their job
  29. 29. Have a voracious appetite for technology and learning</li></li></ul><li>Boomers and Xers in the Workplace<br />Traditional Workplace<br /><ul><li>Security from the institution
  30. 30. Promotions based on longevity
  31. 31. Loyalty to the organization
  32. 32. Wait to be told what to do
  33. 33. Respect based on position/title</li></ul>New Generation Workplace<br />Security from within<br />Promotions based on performance<br />Loyalty to the team<br />Challenge authority<br />You must earn respect<br />
  34. 34. Generation y<br />
  35. 35. What Shaped Them<br />Born 1980-2002<br />Aged 16-28<br />70 million<br />
  36. 36. X<br />Y<br /><ul><li>Accept diversity
  37. 37. Pragmatic/practical
  38. 38. Self-reliant/ individualistic
  39. 39. Reject rules
  40. 40. Killer life- living on the edge
  41. 41. Mistrust institutions
  42. 42. PC
  43. 43. Use technology
  44. 44. Multitask
  45. 45. Latch-key kids
  46. 46. Celebrate diversity
  47. 47. Optimistic/realistic
  48. 48. Self-inventive/ individualistic
  49. 49. Rewrite the rules
  50. 50. Killer lifestyle- pursuing luxury
  51. 51. Irrelevance of institutions
  52. 52. Internet
  53. 53. Assume technology
  54. 54. Multitask fast
  55. 55. Nurtured</li></li></ul><li>The truth of the matter is ultimately that 76 million Americans will retire over the next two decades. Only 46 million will be arriving to replace them. Most of those new workers will be Gen-Yers. If we are to take workforce planning seriously, therefore, we must plan for a workplace in which Baby Boomers leave behind a legacy — open, transparent, collaborative, and technology rich — suitable for the generations who will follow. <br />
  56. 56. Born 1994-2010<br />Aged <15<br />23 million<br />
  57. 57. References<br />Armour, Stephanie. Generation Y: They’ve arrived at work with a new attitude. USAToday: November 6, 1005.<br />Baby Boomers in the Workplace. http://seniors.lovetoknow.com/Baby_Boomers_in_the_Workplace<br />Baby Boom Generation. http:en.wikipedia.org/wiki/Baby_Boom_ Generation<br />Generation X. http:en.wikipedia.org/wiki/Generation _X<br />Generation Y. http:en.wikipedia.org/wiki/Generation Y<br />Generation Z. http:en.wikipedia.org/wiki/Generation _Z<br />Greenberg E. (2008). Generation We. Emeryville, CA: Pachatusan.<br />Houlihan, Ann. From Baby Boomers to Gen-X: An evolution of leadership style . http://www.reliableplant.com/Read/10518/leadership-style<br />Leveraging Generational Work styles. http://content.arma.org/imm/IMMJanuary-February2010/IMM0110leveraginggenerationalworkstyles.aspx33<br />Post-World War II Baby Boom. http:en.wikipedia.org/wikiPost-World_War_II_baby_boom<br />Silent Generation. http:en.wikipedia.org/wiki/Silent_generation<br />The App Gap. http://www.theappgap.com/category/communities<br />Workplace Generation Gap: Understanding differences among colleagues” Mayo Clinic Working Life Center. July 6, 2005.<br />

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