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.
THE GENERATION GAP
DEFINITION
TYPES OF GENERATION GAP
REASONS OF GENERATION GAP
CAUSES OF GENERATION GAP
EFFECTS OF GENERATION GAP
PEOPLE'S POINT OF VIEW
HOW TO PREVENT IT?
CONCLUSION
A generation gap is widening in the workplace. As baby boomers (ages 51 to 69 or so) express reluctance about retiring, so-called millennials (roughly ages 18 to 34) have become the single largest demographic in the American labor force. Because of this, more older workers have found themselves being hired and managed by people much younger than they are.
THE GENERATION GAP
DEFINITION
TYPES OF GENERATION GAP
REASONS OF GENERATION GAP
CAUSES OF GENERATION GAP
EFFECTS OF GENERATION GAP
PEOPLE'S POINT OF VIEW
HOW TO PREVENT IT?
CONCLUSION
A generation gap is widening in the workplace. As baby boomers (ages 51 to 69 or so) express reluctance about retiring, so-called millennials (roughly ages 18 to 34) have become the single largest demographic in the American labor force. Because of this, more older workers have found themselves being hired and managed by people much younger than they are.
* 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.
India has the largest youth population in the world.70% of Indian population is below the age of 35 years. According to the initial figures of the 2011 censes, the youth population in the country including adolescents is around 550 million.
youth are not only the leaders of tomorrow, but also the partners of today.
youth people are social actors of change and progress. They are the crucial segment of a nation’s development.
youths play one of the most important roles in nation building.
* 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.
India has the largest youth population in the world.70% of Indian population is below the age of 35 years. According to the initial figures of the 2011 censes, the youth population in the country including adolescents is around 550 million.
youth are not only the leaders of tomorrow, but also the partners of today.
youth people are social actors of change and progress. They are the crucial segment of a nation’s development.
youths play one of the most important roles in nation building.
This is a talk I gave for the team at SAPLabs, Bangalore. This is about the lessons I have learnt from my own career and by learning from others. If you have questions you can mail me at abhijitbhaduri@live.com
I find Generation Theory fascinating & prepared this presentation for my colleagues. I used many sources, some of which I reference under recommended reading, all images were sources from the Internet.
Generational values in organizationa behaviorMilton Kumar
Generational values in Organizational behavior, Different generations like Traditional, baby boomers, generation X, generation Y, Similarities and dissimilarities of different generational values.
The following post is from another student. Please react adding .docxrtodd194
The following post is from another student. Please react adding other extra imformation relate to the post.
Short answer
Less than 10 % similarity
References APA
1 .
In USA, minorities have been a very important quota in the sociocultural environment of the country. But over the years they have had to endure acts of discrimination. The nursing program has not been the exception. Minorities have had to overcome many barriers over the years, including: inferior academic preparation, financial problems, lack of tutoring opportunities, inadequate social support, among other barriers that slow down the learning cycle and in turn they demotivate the knowledge drive they have.
2 .
In today's organizations, including in the medical field, up to four or five generations can coexist in the same work team.
Each has a different way of interrelation, of communicating, not only at the level of language (oral or written) but also in ways of moving, manners, including everything related to the use of individual spaces, the way of dressing and approaching the partner . Let's start by naming the 4 generations that are present in the nursing community today, highlighting the details that differentiate them from each other:
Veterans:
Born between 1922 and 1943. Some of the characteristics of those belonging to this generation are the following: dedication and sacrifice, hard work, conformism, respect for authority, patients, duty before pleasure, following the rules and honor. They are very traditional and conservative people. They suffered the consequences of the great depression and two world wars so they are the perfect reference for a generation that has endured great world events and they are here to tell. They are loyal to their convictions and find it difficult to get out of their comfort zone and take the first step to change the way they do things.
Boomers:
Born between 1944-1964. In general, they are people loyal to the company, with a focus on processes, looking for challenging and meaningful opportunities to continue growing at work and continue learning. Service oriented and formal "face to face" communication. In addition, they consider their current company as the only one in their entire career. What they value most is a company that can give them security and stability.
Generation X:
Born between 1965-1979. It brings together the spirit of cooperation as an engine of growth for the success of a company. They cannot be considered as digital natives because the technology at that time was rather limited and they are not considered Boomers because they were not born immediately after the end of World War II. This is what makes it a bridge generation, but which, unlike the rest, stands out for its power of conciliation, for its virtues of dialogue. It is about a generation that is committed to the world and that has lived marked by the emergence of consumerism. They tend to be flexible, adaptable, with general development inter.
A description of the life events that have shaped the lives of each of our current working Generations. Unfortunately, video inserts do not work with slideshare. If you download, they MAY work.
India's Post Millennial Indian Generation: Gen-ZSneha Kapoor
Youth as a life stage is a much celebrated one – and every generation of youth brings with it energy, a desire for change, naivete and unabashed self-belief…
But at different times in history, youth demonstrate different traits – whether it is the ‘peace-loving’ youth of the 70s or the recent millennials who love challenging the status-quo.
Millennials (born in the mid 80s and 90s) have dominated the marketing and pop culture discourse in the last years, being a truly unique generation born in an age of rapid digital transformation, global connectivity and social change. However, as they age (millennials are now between 25-35 years), its important to readjust our lens on youth and turn to the generation that follows… Introducing the ‘Post-Millennial generation’, or Gen Z, as they have now begun to be defined.
Born after 2001, by the end of 2019, they will outnumber the millennials and become the single biggest youth cohort in India
Based on qualitative and quantitative research across metros in India*, this book attempts to breakdown the unique characteristics of this generation, their drivers and ways to appeal to them.
Recruiting, Retaining and Engaging the Next Generation College StudentAerial Ellis
A revealing look at the intergenerational approach to higher education and what institutions must do to understand, recruit and engage millennial employees and generation Z students.
Understanding
Generational
Differences
Understand Generational
Differences
For the first time in history, four generations are working
side by side. Different values, experiences, styles, and
activities create misunderstandings and frustrations
By the year 2014, 70 million Baby Boomer (including
many teachers and school leaders) will entire retirement
in large numbers
Generation X, a generation with different sensibilities
and priorities than Boomers, will assume positions of
leadership in schools and districts
The Generational Divide
(U.S. Population)
Traditionalists Born 1925-1945 50 million
GWAEA 6% (28)
Baby Boomers Born 1946-1964 80 million
GWAEA 70% (341)
Generation X Born 1965-1980 46 million
GWAEA 22% (110)
Generation
Y/Millennials
Born 1981-2006 76 million
GWAEA 2% (9)
Traditionalists (61+)
Influences Characteristics
Great Depression
Roaring 20’s
WWI and II
Korean War
GI Bill
Patriotic loyal “waste not
want not”
Faith in institutions—
one company career
Military influenced top
down approach
KEY WORD: LOYAL
Traditionalists (61+)
Value Logic and Discipline
Don’t Like Change
Want to Build a Legacy
Baby Boomers (42-60)
Influences Characteristics
Suburbia
TV
Vietnam, Watergate
Protests, Human
Rights Movement
Drugs & Rock ‘n Roll
Idealistic
COMPETITIVE
Question Authority
KEY WORD: Optimist
Baby Boomers (42-60)
“Me” Generation
Money, Title, Recognition
Want to Build A Stellar Career
Generation X (26-41)
Influences Characteristics
Sesame Street, MTV
Game Boy
PC
Divorce Rate Tripled
Latch Key Children
Eclectic
Resourceful
Self-reliant
Distrustful of
Institutions
Highly Adaptive to
Change & Technology
KEY WORD: Skepticism
Generation X (26-41)
Possibly Most Misunderstood
Generation
Need a Balance Between Work
and Life-Freedom
Flexible and Motivated
Want to Build a Portable Career
Generation Y/Millennials
(up to 26)
Influences Characteristics
Expanded Technology
Natural Disasters
Violence
Gangs
Diversity
Globally Concerned
Realistic
Cyber Literate
Personal Safety is
Number One Concern
KEY WORD: Realistic
Generation Y/Millennials
(up to 26)
Value Diversity/Change
Been Involved Entire Life
Want Work to be Meaningful
Goals
Traditionalists “Build a Legacy”
Baby Boomers “Build a Stellar Career”
Generation X “Build a Portable Career”
Generation
Y/Millennials
“Build Parallel Careers”
Institutions
Traditionalists “Deserve Loyalty”
Baby Boomers “Deserve to Change”
Generation X “Are Suspect”
Generation
Y/Millennials
“Should Be Judged on Their
Own Merit”
Rewards
Traditionalists “Satisfaction of job well done”
Baby Boomers “Money, Title, Recognition”
Generation X “Freedom!”
Generation
Y/Millenials
“Work that has meaning”
Career Path
Traditionalists “Job changing has stigma”
Baby Boomers “Job changing puts you behind”
Generation X “Job changing is necessary” ...
Think Millennials and Gen Z are the Same? Think Again. Amy Snow
Gen Z is just being defined, but for some reason marketers and journalists often conflate them with Millennials. But this new cohort is different in some really critical ways. Learn everything you need to know about both.
The Human Project is a multi-generational study of the minds of the most digitally intuitive generation yet. We’ve uncovered insights into how brands can stay relevant with the ever changing Gen Z.
IN THIS SUMMARY
A few years ago, Chip Espinoza, Mick Ukleja, and Craig Rusch began to notice a growing frustration among managers and business leaders trying to integrate younger workers into their organizations. Three generations of workers (Builders, Baby Boomers, and Generation X) have been occupying the work force and keeping the status quo for well over a decade. But recently, tension in the workplace has been brewing between the new workers entering the workforce, the Millennials, and the other age groups. Espinoza, Ukleja, and Rusch conducted a two-year study, interviewing hundreds of managers and employees in a variety of work environments. In Managing the Millennials, they illustrate nine points of tension which result from the clashing value systems of the different generations of workers, and nine corresponding competencies required for managers to successfully turn these points of tension into points of connection.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/managing-millennials
Similar to Generations: A Perspective to Employee Engagement (20)
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Modern Database Management 12th Global Edition by Hoffer solution manual.docxssuserf63bd7
https://qidiantiku.com/solution-manual-for-modern-database-management-12th-global-edition-by-hoffer.shtml
name:Solution manual for Modern Database Management 12th Global Edition by Hoffer
Edition:12th Global Edition
author:by Hoffer
ISBN:ISBN 10: 0133544613 / ISBN 13: 9780133544619
type:solution manual
format:word/zip
All chapter include
Focusing on what leading database practitioners say are the most important aspects to database development, Modern Database Management presents sound pedagogy, and topics that are critical for the practical success of database professionals. The 12th Edition further facilitates learning with illustrations that clarify important concepts and new media resources that make some of the more challenging material more engaging. Also included are general updates and expanded material in the areas undergoing rapid change due to improved managerial practices, database design tools and methodologies, and database technology.
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The below and following notes on the template slides are to guide you only. In your final presentation, you may delete these notes and add relevant notes if any.
Title slide:
Title – should not exceed beyond 3 lines, font size 30-34, Arial Bold
(Font size for the title of the PPT can vary between 30-34, Arial, Bold depending on the amount of text, however should not be smaller than 30 font size)
Name should not exceed beyond 1 line, Designation; font size to remain at 16, Arial normal
Please keep the title slide simple, just the logo, title and name and designation to appear. No other graphic elements or any design, photograph, image can be added to this slide, alignment to remain the same
Content Slide: This is usually the most frequently used slide in every presentation.
Use this slide for Text heavy slides. Text can only be used in bullet points
Title Heading – font size 30, Arial bold
Slide Content – Should not reduce beyond Arial font 16
If you need to use sub bullets please use the indent buttons located next to the bullets buttons in the tool bar and this will automatically provide you with the second, third, fourth & fifth level bullet styles and font sizes
Please note you can also press the tab key to create the different levels of bulleted content
Content Slide: This is usually the most frequently used slide in every presentation.
Use this slide for Text heavy slides. Text can only be used in bullet points
Title Heading – font size 30, Arial bold
Slide Content – Should not reduce beyond Arial font 16
If you need to use sub bullets please use the indent buttons located next to the bullets buttons in the tool bar and this will automatically provide you with the second, third, fourth & fifth level bullet styles and font sizes
Please note you can also press the tab key to create the different levels of bulleted content
Thank you slide with the customer logo:
Should have only the details shown here. Logo placement cannot be changed. Wipro logo to appear on the left as per our corporate guidelines.
Thank you– font size 30, Arial Bold
Name & Designation – font size 18, Arial normal, not to exceed beyond 2 lines
Your/contact email id – font size 18, Arial normal