This is a summary presentation of a management thesis. The concept is around building more effective communication relationships as the workforce becomes more generationally diverse.

1. Cultural Democracy in
Organizations
Rewriting Interpersonal Standards for Management in
the Multi-Generational Workforce

2. The Problem
The core values and beliefs about
work and what it means to create
value for the people and the
company is in jeopardy of falling
under cultural unrest. Four
generations of workers exist in the
workforce and are influenced by the
prevailing generation’s values
without regard to the gaps in many
interpersonal systems.

3. The Recommendation
Through suggesting key cross-
generational norms, help
organizations formulate brand new
thinking in their workforce about how
cultures together can effect positive
advancement.

4. The Method
Focus on creating accords filtered
through six paradigms of effective
intercultural practice:
• De-Constructing Assumptions
• Empathy
• Involvement
• Avoiding Group Think
• Rejecting Insensitive Behavior
• Practicing Wisdom First

5. Lifestyle Behaviors and
Characteristics
Mixing and Managing Four Generations of Employees - FDU Magazine Online

6. Workplace Characteristics
Mixing and Managing Four Generations of Employees - FDU Magazine Online

7. Survey Respondents by
Generation
V e te ra n s
4%
14%
M ille n ia ls
G e n e ra tio n X B a b y B o o m e rs
24%
58%

8. Dimensions of Workforce Values
and Beliefs
• Comparative Values – Those values that exist
within the self and the organization to the extent
that they can be compared.
• Organizational Culture – To what greater or lesser
degree culture affects our performance and
perceptions of the company we work for.
• Work Ethic – Measurement of the strength of
commitment shared between individual and
company and to what degree that commitment
affects each.
• Work-Life Balance – The extent of psychological
and emotional impact on personal freedom and
accountability.

9. Sample of Results (Work Ethic)
Boomer Results on Work Ethic Xer Results on Work Ethic
Ques 3 Ques 3
Ques 5 Ques 5
Ques 7 Ques 7
Total False Total False
Total True
Ques 12 Total True
Ques 12
Ques 19 Ques 19
Ques 22
Ques 22
0 5 10 15 20 25 30 0 2 4 6 8 10 12
Total # Responding Total # Responding
Echo Results on Work Ethic
Ques 3
Ques 5
Ques 7
Total False
Ques 12 Total True
Ques 19
Ques 22
0 1 2 3 4 5 6 7
Total # Responding

10. Research Outcomes
Results have approved acceptance of the
theory that all generations share
fundamental needs that motivate the work
ethic that has been disputed to be common
amongst them. It also makes available the
opportunity to present a solid, consensual
set of interpersonal norms that form the basis
for reengineering attitudes towards working
independently and collectively.

11. New Paradigms
De-Constructing
Assumptions
• For multicultural equity to
Don’t Look, See. take on organization-wide
acceptance, members of
each generation must
assess their collective
beliefs and ask candidly
why they exist.

12. New Paradigms
Empathy
Know where your • It is a matter of urgency
that management
people come from. remove from their analysis
what the workforce is
thinking; this is far too
superficial a practice, and
analyze what the
workforce believes to
determine to be the best
course of action.

13. New Paradigms
Involvement
The answers are • Placing importance on
involving all stakeholders
on the floor. in decision making and
task outcomes empowers,
builds strong interpersonal
relationships and
facilitates the dismantling
of intercultural divisions.

14. New Paradigms
Discouraging Group-
Think
• Group Think refers to a
Don’t circle the one dimensional
approach to issues where
wagons. a dominant culture is
given authority by others
and decision making is
acquiesced by the rest of
the group.

15. New Paradigms
Reject Insensitive
Behavior
• Intercultural
communication is based
Grow up. upon people thinking
through words and
actions to ensure they do
not act inappropriately.

16. New Paradigms
Practice Wisdom First
Be the “Bhudda” • Both interpersonal and
intergenerational
you’ve always communication is
essentially founded on
wanted to be. wisdom. Showing maturity
of thought and action in
dealing with people are
stepping stones towards
that wisdom.

17. The Last Word
Organizations that tap into and align
the systems of beliefs and values of
their entire workforce, and sincerely
ask for contributions, processes for
improvement and knowledge-based
performance and accountability,
ask for success.