Managing 5 Generations in the Workplace Noon Knowledge Session, November 18, ...Sandy Ratliff
From the Traditionalists to the Gen 2020, each generation brings great strengths to the table, but they also bring preconceptions and even judgements. This lively and interactive Noon Knowledge session will offer an overview of each generation, the context in which they grew up, the traits and expectations they bring to the workplace, and some thoughts on how to harness their collective strengths, while keeping warfare from breakout out. Lil Dupree, Director of Program Development, with People Incorporated provided insights to managing various generations in the workplace.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
This document discusses generational differences in the workplace and how to maximize a multigenerational workforce. It outlines the core values and experiences of Veterans, Boomers, Gen Xers, and Gen Y. While there are opportunities like diverse perspectives, challenges include differing motivations and communication styles between generations. The presentation emphasizes acknowledging generational diversity, understanding differences, and finding ways for generations to value each other's contributions to achieve positive outcomes.
Gen Z is a large, diverse generation that is about to enter the workforce and influence markets. They grew up during economic uncertainty but are entrepreneurial and want to make an impact. As digital natives who are highly connected globally, they are concerned about social and environmental issues. To engage Gen Z, companies need to communicate authentically through images and allow for independence, creativity, and advancement opportunities.
This is a presentation I did for a group of 15 supervisors.
It is an interactive training session which requires an experienced facilitator. It is a great way to present generational differences using input from the group you are training. You can send the survey to participants in advance and add your company's demographics to the presentation to make it even more effective
This document discusses managing intergenerational conflict in the workplace. It notes that for the first time, there are four generations (Traditionalists, Baby Boomers, Generation X, Gen Y/Millennials) working together, each shaped by different events and with different work motivations and expectations. This can lead to workplace conflicts over issues like commitment, work ethic, and dress code. Managing different generations requires understanding what motivates each group. The document provides characteristics and traits of each generation, as well as strategies for managing them, including communication, delegation, and feedback. Effective multigenerational management involves dealing with generational differences.
Engaging 5 Generations in the WorkplaceElsa Velasco
For the first time, 5 generations will share workspace. We're talking about Traditionalists, Baby Boomers, Generation X, Millenials and Generation Z. Come and explore some tactics to engage each of these generations in a meaningful way.
Managing 5 Generations in the Workplace Noon Knowledge Session, November 18, ...Sandy Ratliff
From the Traditionalists to the Gen 2020, each generation brings great strengths to the table, but they also bring preconceptions and even judgements. This lively and interactive Noon Knowledge session will offer an overview of each generation, the context in which they grew up, the traits and expectations they bring to the workplace, and some thoughts on how to harness their collective strengths, while keeping warfare from breakout out. Lil Dupree, Director of Program Development, with People Incorporated provided insights to managing various generations in the workplace.
People are products of their history, their environment and all of their experiences. As a result, people from different generations often have very different life experiences that shape how they think, what they value, and what drives them. These influences affect people’s values and attitudes throughout their lives.
This document discusses generational differences in the workplace and how to maximize a multigenerational workforce. It outlines the core values and experiences of Veterans, Boomers, Gen Xers, and Gen Y. While there are opportunities like diverse perspectives, challenges include differing motivations and communication styles between generations. The presentation emphasizes acknowledging generational diversity, understanding differences, and finding ways for generations to value each other's contributions to achieve positive outcomes.
Gen Z is a large, diverse generation that is about to enter the workforce and influence markets. They grew up during economic uncertainty but are entrepreneurial and want to make an impact. As digital natives who are highly connected globally, they are concerned about social and environmental issues. To engage Gen Z, companies need to communicate authentically through images and allow for independence, creativity, and advancement opportunities.
This is a presentation I did for a group of 15 supervisors.
It is an interactive training session which requires an experienced facilitator. It is a great way to present generational differences using input from the group you are training. You can send the survey to participants in advance and add your company's demographics to the presentation to make it even more effective
This document discusses managing intergenerational conflict in the workplace. It notes that for the first time, there are four generations (Traditionalists, Baby Boomers, Generation X, Gen Y/Millennials) working together, each shaped by different events and with different work motivations and expectations. This can lead to workplace conflicts over issues like commitment, work ethic, and dress code. Managing different generations requires understanding what motivates each group. The document provides characteristics and traits of each generation, as well as strategies for managing them, including communication, delegation, and feedback. Effective multigenerational management involves dealing with generational differences.
Engaging 5 Generations in the WorkplaceElsa Velasco
For the first time, 5 generations will share workspace. We're talking about Traditionalists, Baby Boomers, Generation X, Millenials and Generation Z. Come and explore some tactics to engage each of these generations in a meaningful way.
Navigating Generational Differences in the Professional EnvironmentMeghan Granito
With five generations meeting in the workplace for the first time in history, we are challenged daily to understand the attitudes, values, and demands of our coworkers, customers, and the public in general. Understanding the similarities and differences between the generations, including distinct preferences for how to communicate effectively, is key to successful relationships.
This document discusses different generations in the Australian population and workforce based on when they were born. It divides the population into Builders, Boomers, Generation X, Generation Y, and Generation Z. It provides characteristics of each generation and how they differ in terms of key life experiences, work preferences, and management styles. Generational differences could lead to clashes in working styles, so the document recommends that workplaces be flexible and sensitive to the needs of different generations.
Voices of a New Generation - Insights on the Gen Z MindsetOlogie
Students today are entering college at a unique time in history, shaping who they are and how they see the world. For colleges and universities, it's critical to recognize this generation's deep-rooted motivations, preferences, characteristics, beliefs and behaviors before they arrive on campus. Presented in Orlando at the 2018 AMA Higher Ed conference, this is Gen Z.
The document discusses the different generational cohorts in today's workforce - Traditionalists, Baby Boomers, Generation X, and Generation Y. It outlines the key characteristics of each generation, including their experiences, values, workplace behaviors, and motivators. Bridging the generation gap requires understanding these differences and finding ways to leverage the strengths of each cohort, such as through mentorship programs, listening to employee ideas, emphasizing individual value, and using social media to share knowledge as older generations retire.
Ever wondered why the two hottest words in marketing today are “Millennial” and “Multicultural”?
Well the short answer is that the Millennial Generation (18-34) rules category after category and Multiculturals are their heart and source of vitality and growth.
Andy Halley-Wright, VP Planning and Research at Y&R/Bravo Miami, looks at how despite millennials coming of age in dire economic times, they are optimistic, open minded and brave. And in the home of the brave, the American Dream burns brightest in multicultural millennial hearts. Naturally various life stages and different mindsets fall between the ages of 18 and 34. In fear of over simplification, the younger cohort (18-24) are “Explorers” (4Cs) driven by the mega need of discovery while the older segment (25-34) are “Aspirers” (4Cs) motivated to make a mark and to show the world that they are making it.
"Born in a digital world, eight in 10 Millennials in America own a smartphone. They are always on, always connected – like 1 in 2 are tweeting, liking, emailing, you-tubing or whatever; while on the toilet! No generation has ever spread the word about themselves and help build or break brands like this generation. And again, Hispanics are at the bleeding edge, especially when it comes to mobile," he writes.
If “Millennial” and “Multicultural” are the two hottest words in marketing today, the two most important commandments they impart are that the marketer should “Embrace Diversity” and “Be Participatory.” Of course, that’s easier said than done.
8 Tips To Communicate With 4 Different Generations In The Modern WorkplaceiOFFICE Inc.
This document provides 8 tips for communicating effectively with a multi-generational workforce. Each generation has different preferences and views of work based on their experiences. The tips include getting everyone on the same page about expectations, using multiple communication avenues to accommodate different preferences, personalizing your approach for each employee, understanding value differences between generations, being aware of different motivating factors, asking questions instead of making assumptions, being willing to teach and learn from each other, and embracing differences among the generations. Effective communication and understanding among a diverse workforce can lead to collaboration, productivity and success for an organization.
The document discusses three leadership styles - Directive Leader, Charismatic Leader, and Situational Leader - and their communication methods. A Directive Leader dictates tasks and deadlines, focusing on tasks and power. A Charismatic Leader motivates employees and avoids conflict, focusing on employee happiness. A Situational Leader identifies employee expectations and barriers, mixing the styles of the other two leaders based on each situation. The Situational Leader is presented as the most effective style.
This document defines and describes different generations throughout history based on their birth years. It discusses The Lost Generation (born 1883-1900), The Greatest Generation (born 1901-1927), The Silent Generation (born 1928-1945), Baby Boomers (born 1946-1964), Gen X (born 1965-1980), Millennials/Gen Y (born 1981-1996), Gen Z (born 1997-2012). Each generation faced defining historical events and developed shared characteristics based on the time period in which they came of age.
22 Insightful Statistics About What to Expect from Generation Z in the WorkplaceRyan Jenkins
According to the recent Get Ready For Generation Z Study by staffing company Robert Half and Enactus, a student-focused nonprofit that encourages entrepreneurship, Generation Z will make up 20% of the total workforce by 2020. The statistics below are from the study which surveyed 770 individuals born between 1990 and 1999.
While I believe this to overlap the age range of Millennials (typically defined as those born in the 80s and 90s), employers and leaders can still benefit from the insights as they begin to prepare to work alongside a new generation of professionals. Prepare for Generation Z in the workplace.
Presented by Ryan Jenkins, Millennial & Generation Z keynote speaker and blogger. http://ryan-jenkins.com.
The document discusses the four generations currently in the workplace - Silents, Boomers, Generation X, and Millennials. It provides details on the values and characteristics of each generation, such as Boomers believing in long work hours and Millennials wanting meaningful work. The document also discusses how to work with each generation effectively by understanding their differences and communicating expectations.
The document discusses modern theories of leadership. It argues that leadership is situational and depends on relationships and context rather than inherent traits. An effective leader adapts to their environment, communicates openly with followers, and understands their own strengths and limitations. The ideal leader holds space for others by helping people think critically and enlarging possibilities, rather than being a heroic transformer. Modern leadership focuses on accountability, coaching, support, and empowering willing followers rather than demanding compliance.
This document discusses managing a multi-generational workforce. It identifies 5 generations currently or soon to be in the workforce - Silent Generation, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation has different characteristics and motivations. To help different generations work together effectively, the document recommends creating cross-generational teams, pairing younger employees with mentors, hosting social events, and offering incentives tailored to each generation. Understanding generational differences can help organizations better engage and retain all age groups.
This document discusses generational diversity in the workplace and the characteristics of four generations: Traditionalists/Veterans, Baby Boomers, Generation X, and Millennials. It outlines how the generations differ in terms of social/political/economic influences, family structure, education, work ethic, leadership preferences, communication styles, and more. Understanding these generational differences can help improve communication, recruitment/retention, motivation, expectations, productivity and teamwork in the workplace.
1) The document discusses different leadership styles including autocratic, democratic, and laissez-faire. It provides examples of when each style would be most effective.
2) Key qualities of successful leaders are outlined such as openness to learning, meritocracy, speed, imagination, and excellence in execution.
3) Examples are given of influential international and Indian business leaders such as Bill Gates, Jack Welch, and Dhirubhai Ambani. Problems facing 21st century leaders and desirable qualities for the future are also discussed.
When working with multigenerational groups, it can be helpful to be aware of the cultural backgrounds, goals, life influencers and behaviours.
This infographic helps to summarise the differences between Traditionalists (the Silent Generation), Baby Boomers, Generation X and Generation Y (Millenials, Echo Boomers, Net Gen, Generation Why, Entitlement Generation)
Our goal is understand the strengths and differences of each generational groups to build successful organisations.
Of course, generalisations about generations are just that. Age defines a demographic, not a person. Ultimately, we need to get to know indviduals, not just make assumptions.
Slides for effective communication for leadership within organizations. The content explores best practices for digital communication, oral communication, establishing a strength based culture, and the role of Emotional Intelligence.
Generational influences on academic dentistryRusty Tippetts
This document provides an overview of generational influences, emotional intelligence, and wholeheartedness. It discusses the characteristics of different generations including Traditionalists, Baby Boomers, Generation X, and Generation Y (Millennials). For Millennials, it notes their learning preferences, expectations for academic and clinical teaching, and interest in social interactions. The document also discusses the importance of emotional intelligence for dental educators, outlining its domains and competencies. Specifically, it focuses on the social awareness domain and competencies like empathy, organizational awareness, and service orientation.
This document discusses generational differences in teaching styles and student expectations. It outlines characteristics of the Baby Boomer, Gen X, and Millennial generations. Baby Boomers value teamwork and personal growth. They had large class sizes and questioned authority as students. Gen Xers are pragmatic and self-sufficient due to divorce rates during their childhood. They distrust authority and want independence. Millennials are civic-minded, optimistic, and expect technology and customer service. They have high expectations for satisfaction from colleges.
Navigating Generational Differences in the Professional EnvironmentMeghan Granito
With five generations meeting in the workplace for the first time in history, we are challenged daily to understand the attitudes, values, and demands of our coworkers, customers, and the public in general. Understanding the similarities and differences between the generations, including distinct preferences for how to communicate effectively, is key to successful relationships.
This document discusses different generations in the Australian population and workforce based on when they were born. It divides the population into Builders, Boomers, Generation X, Generation Y, and Generation Z. It provides characteristics of each generation and how they differ in terms of key life experiences, work preferences, and management styles. Generational differences could lead to clashes in working styles, so the document recommends that workplaces be flexible and sensitive to the needs of different generations.
Voices of a New Generation - Insights on the Gen Z MindsetOlogie
Students today are entering college at a unique time in history, shaping who they are and how they see the world. For colleges and universities, it's critical to recognize this generation's deep-rooted motivations, preferences, characteristics, beliefs and behaviors before they arrive on campus. Presented in Orlando at the 2018 AMA Higher Ed conference, this is Gen Z.
The document discusses the different generational cohorts in today's workforce - Traditionalists, Baby Boomers, Generation X, and Generation Y. It outlines the key characteristics of each generation, including their experiences, values, workplace behaviors, and motivators. Bridging the generation gap requires understanding these differences and finding ways to leverage the strengths of each cohort, such as through mentorship programs, listening to employee ideas, emphasizing individual value, and using social media to share knowledge as older generations retire.
Ever wondered why the two hottest words in marketing today are “Millennial” and “Multicultural”?
Well the short answer is that the Millennial Generation (18-34) rules category after category and Multiculturals are their heart and source of vitality and growth.
Andy Halley-Wright, VP Planning and Research at Y&R/Bravo Miami, looks at how despite millennials coming of age in dire economic times, they are optimistic, open minded and brave. And in the home of the brave, the American Dream burns brightest in multicultural millennial hearts. Naturally various life stages and different mindsets fall between the ages of 18 and 34. In fear of over simplification, the younger cohort (18-24) are “Explorers” (4Cs) driven by the mega need of discovery while the older segment (25-34) are “Aspirers” (4Cs) motivated to make a mark and to show the world that they are making it.
"Born in a digital world, eight in 10 Millennials in America own a smartphone. They are always on, always connected – like 1 in 2 are tweeting, liking, emailing, you-tubing or whatever; while on the toilet! No generation has ever spread the word about themselves and help build or break brands like this generation. And again, Hispanics are at the bleeding edge, especially when it comes to mobile," he writes.
If “Millennial” and “Multicultural” are the two hottest words in marketing today, the two most important commandments they impart are that the marketer should “Embrace Diversity” and “Be Participatory.” Of course, that’s easier said than done.
8 Tips To Communicate With 4 Different Generations In The Modern WorkplaceiOFFICE Inc.
This document provides 8 tips for communicating effectively with a multi-generational workforce. Each generation has different preferences and views of work based on their experiences. The tips include getting everyone on the same page about expectations, using multiple communication avenues to accommodate different preferences, personalizing your approach for each employee, understanding value differences between generations, being aware of different motivating factors, asking questions instead of making assumptions, being willing to teach and learn from each other, and embracing differences among the generations. Effective communication and understanding among a diverse workforce can lead to collaboration, productivity and success for an organization.
The document discusses three leadership styles - Directive Leader, Charismatic Leader, and Situational Leader - and their communication methods. A Directive Leader dictates tasks and deadlines, focusing on tasks and power. A Charismatic Leader motivates employees and avoids conflict, focusing on employee happiness. A Situational Leader identifies employee expectations and barriers, mixing the styles of the other two leaders based on each situation. The Situational Leader is presented as the most effective style.
This document defines and describes different generations throughout history based on their birth years. It discusses The Lost Generation (born 1883-1900), The Greatest Generation (born 1901-1927), The Silent Generation (born 1928-1945), Baby Boomers (born 1946-1964), Gen X (born 1965-1980), Millennials/Gen Y (born 1981-1996), Gen Z (born 1997-2012). Each generation faced defining historical events and developed shared characteristics based on the time period in which they came of age.
22 Insightful Statistics About What to Expect from Generation Z in the WorkplaceRyan Jenkins
According to the recent Get Ready For Generation Z Study by staffing company Robert Half and Enactus, a student-focused nonprofit that encourages entrepreneurship, Generation Z will make up 20% of the total workforce by 2020. The statistics below are from the study which surveyed 770 individuals born between 1990 and 1999.
While I believe this to overlap the age range of Millennials (typically defined as those born in the 80s and 90s), employers and leaders can still benefit from the insights as they begin to prepare to work alongside a new generation of professionals. Prepare for Generation Z in the workplace.
Presented by Ryan Jenkins, Millennial & Generation Z keynote speaker and blogger. http://ryan-jenkins.com.
The document discusses the four generations currently in the workplace - Silents, Boomers, Generation X, and Millennials. It provides details on the values and characteristics of each generation, such as Boomers believing in long work hours and Millennials wanting meaningful work. The document also discusses how to work with each generation effectively by understanding their differences and communicating expectations.
The document discusses modern theories of leadership. It argues that leadership is situational and depends on relationships and context rather than inherent traits. An effective leader adapts to their environment, communicates openly with followers, and understands their own strengths and limitations. The ideal leader holds space for others by helping people think critically and enlarging possibilities, rather than being a heroic transformer. Modern leadership focuses on accountability, coaching, support, and empowering willing followers rather than demanding compliance.
This document discusses managing a multi-generational workforce. It identifies 5 generations currently or soon to be in the workforce - Silent Generation, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation has different characteristics and motivations. To help different generations work together effectively, the document recommends creating cross-generational teams, pairing younger employees with mentors, hosting social events, and offering incentives tailored to each generation. Understanding generational differences can help organizations better engage and retain all age groups.
This document discusses generational diversity in the workplace and the characteristics of four generations: Traditionalists/Veterans, Baby Boomers, Generation X, and Millennials. It outlines how the generations differ in terms of social/political/economic influences, family structure, education, work ethic, leadership preferences, communication styles, and more. Understanding these generational differences can help improve communication, recruitment/retention, motivation, expectations, productivity and teamwork in the workplace.
1) The document discusses different leadership styles including autocratic, democratic, and laissez-faire. It provides examples of when each style would be most effective.
2) Key qualities of successful leaders are outlined such as openness to learning, meritocracy, speed, imagination, and excellence in execution.
3) Examples are given of influential international and Indian business leaders such as Bill Gates, Jack Welch, and Dhirubhai Ambani. Problems facing 21st century leaders and desirable qualities for the future are also discussed.
When working with multigenerational groups, it can be helpful to be aware of the cultural backgrounds, goals, life influencers and behaviours.
This infographic helps to summarise the differences between Traditionalists (the Silent Generation), Baby Boomers, Generation X and Generation Y (Millenials, Echo Boomers, Net Gen, Generation Why, Entitlement Generation)
Our goal is understand the strengths and differences of each generational groups to build successful organisations.
Of course, generalisations about generations are just that. Age defines a demographic, not a person. Ultimately, we need to get to know indviduals, not just make assumptions.
Slides for effective communication for leadership within organizations. The content explores best practices for digital communication, oral communication, establishing a strength based culture, and the role of Emotional Intelligence.
Generational influences on academic dentistryRusty Tippetts
This document provides an overview of generational influences, emotional intelligence, and wholeheartedness. It discusses the characteristics of different generations including Traditionalists, Baby Boomers, Generation X, and Generation Y (Millennials). For Millennials, it notes their learning preferences, expectations for academic and clinical teaching, and interest in social interactions. The document also discusses the importance of emotional intelligence for dental educators, outlining its domains and competencies. Specifically, it focuses on the social awareness domain and competencies like empathy, organizational awareness, and service orientation.
This document discusses generational differences in teaching styles and student expectations. It outlines characteristics of the Baby Boomer, Gen X, and Millennial generations. Baby Boomers value teamwork and personal growth. They had large class sizes and questioned authority as students. Gen Xers are pragmatic and self-sufficient due to divorce rates during their childhood. They distrust authority and want independence. Millennials are civic-minded, optimistic, and expect technology and customer service. They have high expectations for satisfaction from colleges.
This document discusses generational characteristics and how they relate to teaching today's students. It focuses on Baby Boomers, Generation X, and Millennials. Baby Boomers value teamwork and personal growth, while Gen Xers are self-sufficient and pragmatic. Millennials are civic-minded, optimistic, and expect frequent communication and feedback from teachers. The document suggests that today's classrooms require more group activities, feedback, and interactive learning to engage Millennial students compared to the past.
This document discusses generational characteristics and how they relate to teaching today's students. It focuses on Baby Boomers, Generation X, and Millennials. Baby Boomers value teamwork and personal growth, while Gen Xers are self-sufficient and pragmatic. Millennials are civic-minded, optimistic, and expect frequent communication and feedback from teachers. The document suggests that today's classrooms require more group activities, feedback, and interactive teaching methods to engage Millennial students compared to the past.
The document discusses parenting college-aged children and different parenting styles. It recommends a democratic parenting approach that focuses on fairness, respect, and trust while allowing choice and setting limits. The document advises against helicopter parenting and over-involvement. Parents should assure their love and support, guide rather than solve problems, listen to their children, and respect their decisions. The needs of Generation Z college students are also examined.
The document discusses generational differences in the workplace. It notes that for the first time there are four generations working side-by-side: Veterans, Baby Boomers, Generation X, and Millennials. Each generation has unique values and life experiences that shape how they approach work. Managing and motivating people from different generations can be challenging, as there may be less understanding between them. Building trust and finding common ground is important for effective collaboration between generations.
This document discusses generational characteristics and trends related to college enrollment. It profiles the Veterans/Silent Generation, Baby Boomers, Generation X, and Millennials. Key points include:
- Each generation has a unique set of values and reacts to previous generations.
- The Millennial Generation is large, civic-minded, and optimistic with lower crime/risk rates compared to previous generations.
- Baby Boomers reacted strongly against their parents' values and parenting styles, while seeking to be more open communicators with their own children, the Millennials.
This document discusses generational characteristics and trends related to Millennials entering the workforce. It outlines key events and values of previous generations including Veterans, Baby Boomers, and Gen X for context. For Millennials, it notes they grew up with involved parenting, a focus on self-esteem, experience with customer service expectations, and impact from gaming. Overall, Millennials are described as civic-minded, optimistic, and bringing technology and teamwork skills to the workforce.
A short take on different generations and their link with public health development through the ages.
Mindset of different age groups and their qualities are mentioned in relation to public health.
Communicating Across a Multi-Generational Campusmichellebaker
These slides are part of the "Communicating Across a Multi-Generational Campus" workshop, delivered at Ball State University in September 2014.
Workshop facilitated by Michelle Baker, phase(two)learning.
phasetwolearning.com - phasetwolearning@gmail.com
This document discusses generational differences in the workforce and how they impact business. It outlines the key characteristics and values of four generations currently or recently in the workforce: Veterans, Baby Boomers, Generation X, and Millennials. Each generation reacted differently to the economic, social, and political conditions they grew up with. The document also provides suggestions on how to market to each generation based on their values and experiences.
The document provides an introduction to educational psychology and adolescent development. It discusses key concepts in educational psychology including learning, thinking, development and motivation. It then focuses on defining adolescence and perspectives on adolescent development, including historical views and stereotypes. Finally, it covers processes and periods of adolescent development, applying Bronfenbrenner's ecological systems theory to understand the social contexts that influence development. Understanding development enables teachers to implement developmentally appropriate practices.
You may have a good understanding of your core audience, but to increase attendance and revenue you’ll need to expand to new audiences, new generations. So how do you appeal to Millennials without alienating your core Gen-X patrons, and completely losing your Boomers?
In this webinar you'll learn how to:
* Promote your venue and events to reach audiences of varying age ranges.
* Tap into the right channels in the right way to reach the right audience.
* Tailor experiences that will attract specific generations without alienating others.
The document discusses the challenges faced by the "sandwich generation" - individuals who care for both their aging parents and their own children. As people live longer, families are more multigenerational. This puts a strain on middle-aged adults who must balance the needs of elderly parents with their career and children. Women especially struggle as most caregivers. Without support, the mental and physical health of caregivers suffers from stress. Counselors can help by focusing on resilience and using strength-based questions about family relationships, responsibilities, needs met and neglected, and finding laughter amid challenges.
We all have hidden biases (both favorable and unfavorable) that influence our behavior. How do we become aware of our biases? How can we show respect to the students/families from diverse cultures that we serve? Kazue McGregor teaches about Cultural Competency. Cultural competency is the ability to effectively deliver services to meet our client’s social, cultural, and sometimes linguistic needs and show families that you truly care.
This document discusses the characteristics of Millennial students and how to meet their expectations. Millennials were born between 1977-2000, and were shaped by events like terrorism and a focus on children. They are confident, team-oriented, achieving, and pressured. Millennials expect tailored, portable information and dynamic content. The document recommends engaging Millennial students through technology, ensuring websites are mobile, unique and interactive to meet their preferences.
This document discusses the characteristics of Millennial students and how to meet their expectations. Millennials were born between 1977-2000, and were shaped by events like terrorism and a focus on children. They are confident, team-oriented, achieving, and pressured. Millennials expect tailored, portable information and dynamic content. The document recommends engaging Millennial students through technology, ensuring websites are mobile, unique and interactive to meet their preferences.
This document discusses the social construction of childhood and how ideas about childhood have changed over time. It explores the shift from medieval childhood to modern western notions of childhood and the introduction of laws protecting children. It examines Postman's argument that childhood is disappearing due to the rise of television blurring distinctions between childhood and adulthood. Alternative views are presented that argue childhood has not disappeared and that western ideas of childhood are being globalized.
This document contains information about an Introduction to Mass Communication course, including:
- The course schedule on Mondays and Wednesdays from 11am-1pm in Room 217
- The main textbook and professor details
- Student feedback on what they want to learn and future career plans
- Homework requirements including presentations and written assignments
It also includes summaries of topics discussed in class, such as definitions of communication, culture, and mass media; their roles as storytellers and influence on shared meanings and perceptions in society.
This document provides an introduction to information literacy. It defines information literacy and discusses some of its key concepts. Information literacy involves having the skills to locate, evaluate, and effectively use information. It is an important skill for students, professionals, and citizens. The document outlines several frameworks for information literacy and discusses the importance of developing critical thinking skills when interacting with different types of information from various sources. It also notes some of the pitfalls of information overload and emphasizes the need to intentionally develop skills for gathering the information needed.
Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
This slide is special for master students (MIBS & MIFB) in UUM. Also useful for readers who are interested in the topic of contemporary Islamic banking.
A review of the growth of the Israel Genealogy Research Association Database Collection for the last 12 months. Our collection is now passed the 3 million mark and still growing. See which archives have contributed the most. See the different types of records we have, and which years have had records added. You can also see what we have for the future.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
বাংলাদেশের অর্থনৈতিক সমীক্ষা ২০২৪ [Bangladesh Economic Review 2024 Bangla.pdf] কম্পিউটার , ট্যাব ও স্মার্ট ফোন ভার্সন সহ সম্পূর্ণ বাংলা ই-বুক বা pdf বই " সুচিপত্র ...বুকমার্ক মেনু 🔖 ও হাইপার লিংক মেনু 📝👆 যুক্ত ..
আমাদের সবার জন্য খুব খুব গুরুত্বপূর্ণ একটি বই ..বিসিএস, ব্যাংক, ইউনিভার্সিটি ভর্তি ও যে কোন প্রতিযোগিতা মূলক পরীক্ষার জন্য এর খুব ইম্পরট্যান্ট একটি বিষয় ...তাছাড়া বাংলাদেশের সাম্প্রতিক যে কোন ডাটা বা তথ্য এই বইতে পাবেন ...
তাই একজন নাগরিক হিসাবে এই তথ্য গুলো আপনার জানা প্রয়োজন ...।
বিসিএস ও ব্যাংক এর লিখিত পরীক্ষা ...+এছাড়া মাধ্যমিক ও উচ্চমাধ্যমিকের স্টুডেন্টদের জন্য অনেক কাজে আসবে ...
Thinking of getting a dog? Be aware that breeds like Pit Bulls, Rottweilers, and German Shepherds can be loyal and dangerous. Proper training and socialization are crucial to preventing aggressive behaviors. Ensure safety by understanding their needs and always supervising interactions. Stay safe, and enjoy your furry friends!
3. COLLEGE OF MEDICINE
Objectives
• At the end of this session, participants will be able to:
– Define the meaning of “generations” in the United States, and why these
groups share a cultural identity;
– Identify the five (5.0) generations in today’s workforce/educational
environment;
– Recognize how generational differences can effect expectations,
communication and learning styles;
– Develop strategies to create a more inclusive learning environment;
– Utilize your personal generational attributes to guide your student’s
professional development.
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What is a generation?
• Viewed as the average familial time period for a child to grow
up, become an adult, and have children of their own.
– 30 years
• Groups which tend to believe/behave in a similar way because
they grew up experiencing the same “things” in the same
format.
– For cultural generations, we examine approximately 20 year spans
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Why the Difference?
• Think of cohorts – 20 year span leads to common life
experiences
• Five key variables which lead to generational differences:
– Family/Parenting
– Social Movements
– World Events
– Technology
– Economy
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Six Living Generations in America
• GI Generation (Born 1901 – 1926)
• Mature/Silents (Born 1927-1945)
• Baby Boomers (Born 1946 – 1964)
• Generation X (Born 1965 – 1980)
• Generation Y/Millennium (Born 1981 – 2000)
• Generation X/Boomlets (Born after 2001)
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Generations in America
• Five are generally in the workplace together.
• By 2021, the two youngest generations will make compose
nearly 70% of all global employees.
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GI Generation (The Greatest Generation 1901 – 1926)
• Children of WWI generation and fighters in WWII
• Young during Great Depression – strong models to overcome and
progress
• Excellent team players
• Community-minded
• Very loyal
• Strongly interested in personal morality; near-absolute standards of
right/wrong
• Avoid debt
• Grew up without a/c, tv, airplanes
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Mature/Silents (1927 – 1945)
• Korean and Vietnam War generations
• Formative years were during an era of strong conformity
• Most women stayed home; teacher, nurse, secretary
• Men pledged loyalty to a corporation
• Married for life
• Avid readers, especially newspapers
• Most free-spending retirees in history
• Beginnings of Civil Rights
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Baby Boomers (1946 - 1964)
• Born just after WWII – two sets (Hippies and Yuppies)
• “Me” generation
• Buy it now and use credit
• Ushered in free love and societal “non-violent” protests which triggered
violence
• Women began working outside home in record numbers
• First tv generation; first divorce generation
• Optimistic, driven, positive about hierarchy and tradition
• One of the largest generations in history with 77 million
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Generation X (1965 - 1980)
• “Latch-key kids”
• Entrepreneurial; very individualistic
• Government and big business mean little; cynical of many institutions
• Want to save their neighborhood, not the world
• Commit to self; average seven (7.0) lifetime career changes
• Raised in transition of written world to digital
• Late to marry and quick to divorce
• Into labels and brands; most deeply in credit card debt
• Self-absorbed and short on loyalty
• AIDS first disease which could not be quarantined
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Generation Y/Millennium (1981 - 2000)
• Nurtured by parents
• Learn early that the world is not a safe place
• Schedule everything; feel enormous academic pressure
• Most socialization from the internet
• Prefer digital literacy
• Want to work in teams
• Unlimited access to info; fast and immediate processing
• Expect the world to treat them as special
• Want hand holding and accolades
• If they can find the information they have a “right” to it
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Generation Z/Boomlets (after 2001)
• 2006 record number of US births; 49% of those born were Hispanic
• Most common name in US changed from Smith to Rodriguez
• Two subgroups:
– Tweens (8-12): $51B spent by them with an additional $170B by parents for them
– Toddler/Elementary: 4M have their own cell phones
• Never known world without computers and cell phones
• Eco-fatigue
• Over-saturated with brands; savvy consumers
• Leave toys behind at younger age
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Today’s Faculty
• Average age of practicing physician is 52
– 70% are 40 – 69 years old (Baby Boomers)
– 20% are 30 – 39 years old (Generation X)
– 10% are older than 69 (Silents)
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Today’s Residents
• Those entering residencies in 2019…
– Grown up with bottled water
– Never knew the Berlin Wall
– Pete Rose has never played baseball, and Nelson Mandela has always been free
– Women have always served as police chiefs in major US cities
– Eastern Airlines never existed; smoking on airlines has never been allowed
– Fox has always been a major news network
– MTV has never shown music videos
– Films have never been rated X, only NC-17
– Google has always been a verb
– Madden has always been a game, not a coach
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What am I dealing with?
• Don’t read; shorter attention span
• Seek multiple sources of info; poor judge of quality (Wikipedia)
• No need to memorize anything they can look up
• Want to participate in tasks they view as valuable; no value in “scutwork”
• Loss of connectivity is a natural disaster
• Beginning of “shift worker” mentality
• Medicine is more a job; less a profession
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What am I dealing with?
• Do not automatically respect experience; low social awareness
• Multi-taskers; little comprehension of time or place
• Why should I care??
• Constant feedback; constant EXPLICIT feedback
• Risky to try to “light a fire”
• Communication styles relate more to texting than the King’s English
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What does this mean for today’s medical
educators?
• Communication styles relate to texting
• Must have technology in their hand
– Losing aptitude to problem solve
• Lack the ability to “read the room”
• Expectations must be explicit
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What does this mean for today’s medical
educators?
• Global – want those experiences
• Mobile – hesitant to stay in one location
• Not afraid of risks
• Lifelong learners
• Adaptable
• Want their life to matter
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Teaching Strategies
• Replace long lectures with problem-solving experiences (hand-on)
• Variety of media for lectures (i.e podcasts)
• Discuss valid sources of info; train in methods of research
• Be prepared to explain the value of scutwork and memorization
– Be prepared to explain the value of EVERYTHING
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Teaching Strategies
• Set expectations and boundaries; dress codes, arrival times, putting up
cell phones, chain of command
• Provide regular feedback – but tell them first
• Expect to be questioned; teach how to learn from experience
• Teach them how to communicate
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References
• Deloit Mindset List - (themindsetlist.com).
• Longenecker, Beth A., DO, FACOEP, FACEP, CS. (2016). American Association of College of Osteopathic Medicine, Annual
Conference. Washington, DC.
• The Six Living Generations in America. (www.marketingteacher.com/the-six-living-generations-in-amercia).
• Pappas, Christopher. 8 Important Characteristics of Millennials eLearning Professionals Should Know. (elearningindustry.com/8-
important-characteristics-of-millennials-elearning-professionals-know). (2016).
• Pruitt, Shane. 10 Characteristics of Generation Z. (shanepruitt.com/10-characteristics-generation-z).
• CGK The Center for Generational Kinetics. Generational Breakdown: Info About All of the Generations. (genhq.com/FAQ-info-
about-generations/).
• Bennett, Mary R.Ph. (2017). A Breakdown of the Five Generations of Employees in the Workplace. (www.navexglobal.com).
• The Deloit Global Millennial Survey 2019. (https://www2.deloitte.com/content/dam/Deloitte/global/Documents/About-
Deloitte/deloitte-2019-millennial-survey.pdf).
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Contact Info
Jacqueline (Jac) Levesque, A.Ed.
Associate Dean for Graduate Medical Education and Faculty Affairs
713/743-9564
jelevesq@central.uh.edu