Conflict types at work
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An overview of generational strengths and how to apply them to successful outcomes at work. Typical conflicts that erupt in the workplace.
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* DOWNLOAD AND PLAY IT IN MICROSOFT POWERPOINT CAUSE IT CONTAINS ANIMATION AND CAN'T WATCH WITHOUT IT *
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* DOWNLOAD AND PLAY IT IN MICROSOFT POWERPOINT CAUSE IT CONTAINS ANIMATION AND CAN'T WATCH WITHOUT IT *
It is a content from Development of Life Skills.
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Generations: A Perspective to Employee Engagement
Abstract:
Employee Engagement is the key to the talent management in Indian IT-BPO Industry. However the Challenge is to factor in the diversity in the work force to ensure success of the engagement model.
Generational theory or the concept of generations helps with one such lens which makes it possible to find cohort groups within the work force and brings in the flexibility of segmentation.
• Generation is defined as people born in a certain period of time in history, coming of age together as a group experiencing same historical events during their child hood and teen age, forming a cohort having same set of values & basis that world view
• Generations share an ‘age location’ in the history. They witness key historical events and social trends in the same phase of their life
• Members of a particular generation are shaped in a lasting ways by the eras they witness in childhood and as young adults and basis that they develop and share certain common beliefs and behaviours.
• As aware of the experience and traits they have in common with their peers, they develop a sense of common perceived membership in terms of generation.
• Though the concept of defining & identifying generations have its root in the West, applying the same definitions, 5 existing generations in India can be contextualized and defined as well.
Generational theory helps providing an effective lens for employee segmentation to design more effective employee engagement model. This also makes eminent the reality that there is diversity in our work force and we need to manage this diversity effectively.
In a composite culture like India, each generation cohort has its own separate but overlapping regional, religious & linguistic cultures which are respected by and interact with their shared culture. This also needs to be factored in while designing any employee engagement model.
Generations in the Workplace
Beginner's introduction to working with people of different generations in a workplace setting and using different experiences to utilize each other's specific skills.
generationgap-123342445271030214612.pptx
This document discusses generational differences and similarities. It divides people into generations based on their birth years and the experiences that shaped their attitudes and values. The generations discussed are Traditionalists, Baby Boomers, Generation X, and Generation Y. For each generation, the document outlines their background, defining experiences, character traits, and typical working styles. It also examines differences between generations in areas like views on authority, technology use, work-life balance preferences, and more. Overall, the document aims to better define each generation and find common ground between them.
Generations In The Workplace
This document discusses four generations currently in the workforce - Matures/Traditionalists, Baby Boomers, Generation X, and Millennials. It provides demographic breakdowns and key events that shaped each generation. It also summarizes each generation's characteristics related to work ethic, expectations of leadership, and views of success. The document concludes with opportunities for employers to better engage and retain an intergenerational workforce.
06 15 06 Ad Club Of Evansville Workshop Handout
This document discusses different generations including their defining moments, core values, attitudes, and strategies for connecting with each generation. It provides information on the GI/Silent, Boomer, Gen X, Millennial, and emerging Next generations, defining each by their birth years and experiences that shaped them. The document aims to help understand generational differences and how to effectively engage and relate to customers, employees and audiences of different ages.
Understanding Generational Differences
1. The document discusses generational differences in the workplace between Baby Boomers, Generation X, and Generation Y. It provides background on each generation and how their experiences shaped their behaviors and expectations.
2. Members of Generation Y tend to be more optimistic, team-oriented, and seek mentoring compared to Generation X's cynicism and independence. They also expect more frequent feedback and recognition compared to older generations.
3. Understanding these generational differences can help organizations adapt practices to attract and retain younger talent, such as providing more frequent goals and recognition for Generation Y employees.
Generation Now: Surviving & Thriving With Multiple Generations in the Workplace
This document discusses the key differences between generations in the workplace. It defines the Matures/Veterans/Traditionalists generation as those born between 1928-1945, the Baby Boomers as those born between 1946-1964, Generation X as those born between 1965-1980, and Generation Y/Millennials as those born between 1981-1999. It outlines the defining events, technologies, parenting styles, and values of each generation. The document suggests that understanding these generational differences can help improve communication and collaboration between generations in the workplace.
Generational values in organizationa behavior
Generational values in Organizational behavior, Different generations like Traditional, baby boomers, generation X, generation Y, Similarities and dissimilarities of different generational values.
Global & Emerging Trends
The document discusses trends in the new global economy and provides predictions for the future based on an analysis of past economic cycles. It identifies 10 key trends, including the rise of mobile technology, issues around food and water security, and tensions between globalization and fragmentation. The document advocates learning from emerging markets and embracing creativity and innovation to adapt to changes. Overall, it promotes staying aware of trends, segmenting them, and building frameworks to understand shifting economic and social patterns worldwide.
Nonprofit Leadership Across Generations
From Working Across Generations to Liquid Leadership to Daring Lead, everyone in the nonprofit and corporate communities is talking about to harness and build multi-generational leadership. With four generations in the work place today it can be a challenge to learn and implement strategies that will get the most out of each generation to reach your organizational goals and serve your mission. Luckily, there are resources available that explain the characteristics of each generation, what motivates them, and strategies that leverage the best leadership qualities no matter the age. Join us for Nonprofit Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership.
The Culture Code of the Cool Old Guy: What the Generations Don't Understand A...
Just because your audience is old, that doesn't mean they're uncool. They're just cool in a way that you might not expect. The generations live in different cultures, and this presentation schools younger marketers in the culture in which older consumers live. And perhaps teaches us all some lessons about our own cultural assumptions.
Multi-Generational Workforce
Creating Synergies in a Multi-Generation Workplace, presented by Katrina Plourde, Human Resources Manager
Leadership Across Generations
From Working Across Generations to Liquid Leadership, harnessing multi-generational leadership is a clear and present priority. Four generations in the workplace present a challenge for getting the most out of each generation to serve your mission.
Luckily, there are resources available that explain the characteristics of each generation, what motivates them, and strategies that leverage the best leadership qualities no matter the age. Join HUB Boulder and EDA Consulting for Leadership Across Generations to learn practical ways to build up current leaders in your organization and prepare the path to new leadership. In this training you will:
• Understand leadership dynamics and challenges among the four generations.
• Identify strategic and attainable solutions to bringing the gap among generations.
• Find a more inclusive approach to working with next generation leadership.
• Learn how to best motivate staff leadership across generations.
Presented for Impact Hub Boulder in August 2013
How Generation Y And Boomers Will Reshape Your Agenda
In order to attract new talent and drive growth in the future, companies want to know what will constitute an employer of “choice”. This research suggests that Baby Boomers and Generation Y have a lot in common. Policies and strategies are suggested to take advantage of this, and managers may have to change the traditional cash orientated rewards system. These strategies are then interpreted to provide practical advice to a consultant.
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Multigenerational Nonprofit Leadership: Not If But How
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Conflict types at work
- 1. Capitalizing on Generational Diversity Conflict – Work It
- 2. What’s Your Generation? Copyright 2013 CAR VETS 1922-1945 BOOMERS 1946-1964 GEN Xers 1965-1980 GEN Yers 1981-2000
- 3. Top Challenges 1. Interdependence Conflict 2. Style Differences 3. Background/Gender Differences 4. Leadership Differences 5. Personality Clashes Copyright 2013 CAR
- 4. The Perfect Storm Copyright 2013 CAR •Four different generations working side by side •It used to be, older workers were the boss, and younger workers did what was asked of them •There were rules •Each generation has distinct attitudes, behaviors, expectations, habits and values
- 5. The Perfect Storm Copyright 2013 CAR Vets Boomers Gen X Gen Y CORE VALUES Respect. Conformity Discipline Optimism Involvement Success Skepticism Fun Informality Reinforcemen t Confidence Social PHILOSPHY Loyalty Workaholics Self-reliance Expect ACTIVISM Donate Fight for a cause Identify the cause of the issues Change the world CHANGE Slow Necessary Deal, Adapt, Move on You took FB away??
- 6. The Perfect Storm Copyright 2013 CAR Vets Boomers Gen X Gen Y ADVERSITY WW II and the Great Depression Post WWII Prosperity Divorce Layoffs Economic Collapse 9-11 Scandal ATTITUDE The Greatest Generation The Good Life We Can Save the World Where did the Resources go? TECHNOLOG Y Digital Immigrants Digital Immigrants One more change to adapt to Digital Natives LIKES Respect Responsibility Freedom Flexibility DISLIKES Waste Technology Laziness Aging Red Tape Hype Anything slow Negativity
- 7. That’s My Baby! Need for control Micromanaging Copyright 2013 CAR
- 8. Mom & Dad Fight •Lack of alignment •Choosing sides Copyright 2013 CAR
- 9. Which Way? •Lack of progress •Confusion & Frustration Copyright 2013 CAR
- 10. How Do I Fit? •Contribution •Wasted energy and resources •Lack of meaningful feedback Copyright 2013 CAR
- 11. Shiny, Happy People Lack of directness Passive aggressive behavior Copyright 2013 CAR
- 12. Yikes! Management •Fear based •Reactive Copyright 2013 CAR
- 13. What’s Next? Copyright 2013 CAR Crista Renner cristarenner@gmail.com 226 979 3789