This training document discusses how to create a collaborative work environment between different generations in the workplace. It notes that people are living and working longer, so workplaces now include a wide range of generations from Baby Boomers to Gen Z. The training provides an overview of each generation's historical context and experiences to help understand their perspectives. It emphasizes fostering respect for differences and finding ways to value each generation's strengths. The document recommends communication, supervision, and professional development strategies tailored to each generation to inspire and motivate multi-generational collaboration.
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.
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.
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.
Discipline of teams a harward case reviewKritika Garg
The document discusses the key characteristics of effective teams according to research. It defines a team as a small number of people with complementary skills committed to a common purpose and set of performance goals for which they hold each other mutually accountable. It emphasizes that the combination of a clear common purpose and specific, measurable performance goals is essential for team success and drives performance. Additionally, it highlights the importance of establishing a sense of urgency, spending time together to build team dynamics, and providing feedback and rewards to shape productive behaviors.
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.
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.
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.
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.
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.
Discipline of teams a harward case reviewKritika Garg
The document discusses the key characteristics of effective teams according to research. It defines a team as a small number of people with complementary skills committed to a common purpose and set of performance goals for which they hold each other mutually accountable. It emphasizes that the combination of a clear common purpose and specific, measurable performance goals is essential for team success and drives performance. Additionally, it highlights the importance of establishing a sense of urgency, spending time together to build team dynamics, and providing feedback and rewards to shape productive behaviors.
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.
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.
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.
Managers and leaders have important differences according to an article by Abraham Zaleznik. Managers react quickly to problems while leaders do not. Managers are more rational and organized, adopting impersonal goals, whereas leaders depend on imagination and personal desires. Leaders tend toward solitary activity and one-person decision making, while managers focus more on socializing and involving others. Leadership is developed through peer training and influence from senior executives on junior roles.
L’Oreal (case study) : Managing the Diversity - Describing the OB tools of a ...Romain Corraze
L'Oreal is a global leader in the cosmetics industry with over 51,000 employees worldwide. It manages diversity and individual growth in several ways. It offers career development and training, encourages mobility, and conducts annual performance reviews. It fosters internal communication and resolves conflicts. Diversity is a core value, and L'Oreal aims to reflect the diversity of its customers at all levels of the company. However, some critics argue that diversity may contrast with L'Oreal's value of autonomy and could be more of a recent strategic addition than fully integrated.
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.
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.
Honda faced several challenges in transferring its resources and capabilities to the US. It would be difficult and costly to replicate its skilled workforce and lean supplier network. While Honda had strong manufacturing capabilities, it lacked experience in US marketing, distribution, and developing business partnerships. Forming a strategic alliance could help address these gaps, but came with risks of sharing sensitive information and potential future competition. Overall, expanding internationally significantly increased complexity and uncertainties around coordination, stakeholder relationships, regulatory compliance, and maintaining Honda's competitive advantages in a new environment.
This document provides a case analysis of a conflict between Kay Sunderland and Mike Morgan at Attain Learning. It summarizes their personalities and backgrounds, the factors leading to the conflict, including differing working styles and lack of communication. It analyzes the conflict using various models and identifies collaborating as the recommended conflict management approach. This involves finding an integrative solution by incorporating both of their insights, gaining commitment through consensus, and working through feelings to sort out their differences.
Case Study of the world's leading fast-food restaurant chain McDonald's. References: Marketing Management by Kotler. Created by Kandukuri Sai Omkar during a marketing internship under Prof. Sameer Mathur
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 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.
GE underwent a major transformation under the leadership of Jack Welch from 1981 to 2001. Welch restructured GE by selling unprofitable business and making hundreds of acquisitions. He focused on developing a performance-driven culture and making GE the number 1 or 2 in all of its business lines. Welch also expanded GE globally and pushed the company to constantly challenge itself. Under Welch, GE became highly profitable and grew to become one of the largest and most valuable companies in the world.
IDEO is a global design and consulting firm based in Palo Alto, California that uses design thinking methodology to design products, services, environments, and digital experiences for clients. IDEO's design thinking methodology involves empathizing with customers, defining problems, ideating solutions, prototyping ideas, refining through testing, and putting customers first. IDEO conducts in-depth customer research such as shadowing, interviews, surveys, and inviting personal narratives. Some of IDEO's projects include designing portable defibrillators, updating Courtyard by Marriott's lobby design, researching future kitchen trends, and helping to launch an online pharmacy startup. IDEO has been successful due to its consumer-centric approach, extensive
Moss and McAdams accounting firm- a case study on job enlargementVikas Soni
This case study examines a situation at the Moss and McAdams Accounting Firm where accountant Zack Olds was assigned to split his time between two project teams led by Bruce Palmer and Ken Crosby. This caused Olds stress as he struggled to balance the demands of both projects and his family life. Despite Palmer and Office Manager Ruby Sands' concerns about Olds' workload, Sands ultimately assigned Olds to work full-time for Crosby's project. The case analyzes the failures of management to support Olds and avoid losing a valuable employee.
THOMAS GREEN:POWER,OFFICE POLITICS,AND A CAREER IN CRISISShikhar Sodhani
Thomas Green was recently promoted out of line to a senior position at his company. This caused tension with his superior, Frank Davis, who was not consulted about the promotion. Green and Davis have differing working styles and a lack of communication. To resolve their issues, the recommended solution is for Green and Davis to reduce the communication gap between them through increased feedback sessions and team building activities. This will help improve their professional relationship and prevent damage to company productivity and culture.
This document provides a case study and agenda for SG Cowen's recruitment process of new candidates. SG Cowen focuses on recruiting from top business schools to find loyal, committed candidates with strong cultural fits. They also consider candidates from other top universities and former associates. The selection process involves on-campus interviews and assessments at "Super Saturday" events. While this process allows for collective decision making, it could be improved with online testing and multiple interview phases to reduce bias. The document analyzes four candidate profiles and considers their strengths and weaknesses for the role.
This document discusses how to work effectively with different generations in the workplace. It begins by noting how people are living and working longer, resulting in interactions between coworkers of different ages. The training aims to increase understanding of generational experiences to foster collaboration. It defines generations and discusses the defining life experiences and characteristics of Baby Boomers, Generation X, and Millennials. Strategies are provided for valuing each generation and improving communication and motivation. Activities encourage discussion between generations. The goal is to leverage diversity and experience to create a positive work culture.
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 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.
Managers and leaders have important differences according to an article by Abraham Zaleznik. Managers react quickly to problems while leaders do not. Managers are more rational and organized, adopting impersonal goals, whereas leaders depend on imagination and personal desires. Leaders tend toward solitary activity and one-person decision making, while managers focus more on socializing and involving others. Leadership is developed through peer training and influence from senior executives on junior roles.
L’Oreal (case study) : Managing the Diversity - Describing the OB tools of a ...Romain Corraze
L'Oreal is a global leader in the cosmetics industry with over 51,000 employees worldwide. It manages diversity and individual growth in several ways. It offers career development and training, encourages mobility, and conducts annual performance reviews. It fosters internal communication and resolves conflicts. Diversity is a core value, and L'Oreal aims to reflect the diversity of its customers at all levels of the company. However, some critics argue that diversity may contrast with L'Oreal's value of autonomy and could be more of a recent strategic addition than fully integrated.
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.
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.
Honda faced several challenges in transferring its resources and capabilities to the US. It would be difficult and costly to replicate its skilled workforce and lean supplier network. While Honda had strong manufacturing capabilities, it lacked experience in US marketing, distribution, and developing business partnerships. Forming a strategic alliance could help address these gaps, but came with risks of sharing sensitive information and potential future competition. Overall, expanding internationally significantly increased complexity and uncertainties around coordination, stakeholder relationships, regulatory compliance, and maintaining Honda's competitive advantages in a new environment.
This document provides a case analysis of a conflict between Kay Sunderland and Mike Morgan at Attain Learning. It summarizes their personalities and backgrounds, the factors leading to the conflict, including differing working styles and lack of communication. It analyzes the conflict using various models and identifies collaborating as the recommended conflict management approach. This involves finding an integrative solution by incorporating both of their insights, gaining commitment through consensus, and working through feelings to sort out their differences.
Case Study of the world's leading fast-food restaurant chain McDonald's. References: Marketing Management by Kotler. Created by Kandukuri Sai Omkar during a marketing internship under Prof. Sameer Mathur
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 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.
GE underwent a major transformation under the leadership of Jack Welch from 1981 to 2001. Welch restructured GE by selling unprofitable business and making hundreds of acquisitions. He focused on developing a performance-driven culture and making GE the number 1 or 2 in all of its business lines. Welch also expanded GE globally and pushed the company to constantly challenge itself. Under Welch, GE became highly profitable and grew to become one of the largest and most valuable companies in the world.
IDEO is a global design and consulting firm based in Palo Alto, California that uses design thinking methodology to design products, services, environments, and digital experiences for clients. IDEO's design thinking methodology involves empathizing with customers, defining problems, ideating solutions, prototyping ideas, refining through testing, and putting customers first. IDEO conducts in-depth customer research such as shadowing, interviews, surveys, and inviting personal narratives. Some of IDEO's projects include designing portable defibrillators, updating Courtyard by Marriott's lobby design, researching future kitchen trends, and helping to launch an online pharmacy startup. IDEO has been successful due to its consumer-centric approach, extensive
Moss and McAdams accounting firm- a case study on job enlargementVikas Soni
This case study examines a situation at the Moss and McAdams Accounting Firm where accountant Zack Olds was assigned to split his time between two project teams led by Bruce Palmer and Ken Crosby. This caused Olds stress as he struggled to balance the demands of both projects and his family life. Despite Palmer and Office Manager Ruby Sands' concerns about Olds' workload, Sands ultimately assigned Olds to work full-time for Crosby's project. The case analyzes the failures of management to support Olds and avoid losing a valuable employee.
THOMAS GREEN:POWER,OFFICE POLITICS,AND A CAREER IN CRISISShikhar Sodhani
Thomas Green was recently promoted out of line to a senior position at his company. This caused tension with his superior, Frank Davis, who was not consulted about the promotion. Green and Davis have differing working styles and a lack of communication. To resolve their issues, the recommended solution is for Green and Davis to reduce the communication gap between them through increased feedback sessions and team building activities. This will help improve their professional relationship and prevent damage to company productivity and culture.
This document provides a case study and agenda for SG Cowen's recruitment process of new candidates. SG Cowen focuses on recruiting from top business schools to find loyal, committed candidates with strong cultural fits. They also consider candidates from other top universities and former associates. The selection process involves on-campus interviews and assessments at "Super Saturday" events. While this process allows for collective decision making, it could be improved with online testing and multiple interview phases to reduce bias. The document analyzes four candidate profiles and considers their strengths and weaknesses for the role.
This document discusses how to work effectively with different generations in the workplace. It begins by noting how people are living and working longer, resulting in interactions between coworkers of different ages. The training aims to increase understanding of generational experiences to foster collaboration. It defines generations and discusses the defining life experiences and characteristics of Baby Boomers, Generation X, and Millennials. Strategies are provided for valuing each generation and improving communication and motivation. Activities encourage discussion between generations. The goal is to leverage diversity and experience to create a positive work culture.
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.
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.
This document discusses intergenerational relationships and challenges in Rotary. It defines different generations based on defining historical events and provides characteristics of each. Veterans/Traditionalists were born 1900-1945 and lived through the Great Depression and WWII. Baby Boomers were born 1946-1964 and lived through social movements of the 1960s. Generation X was born 1965-1980 and came of age during times of rising divorce and crime rates. Millennials were born 1981-1999 and the first to come of age in the new millennium and with new technology. The youngest generation, called Centennials or Gen Z, were born 1997-present and have never known life without the internet. The document notes challenges in communication and motivation across generations
This document discusses communication challenges in a multigenerational workforce and analyzes strategies to improve effectiveness. It first provides an overview of the four main generations currently in the workforce: Traditionalists, Baby Boomers, Generation X, and Millennials. It describes key differences between the generations in values, work ethics, job mobility, compliance, and motivators. The document then discusses how organizational communication theories can be applied to build collaboration between generations. Specifically, it argues managers must understand generational characteristics to communicate effectively and motivate employees. A more collaborative environment that meets generational needs could improve efficiency, effectiveness, and teamwork.
Millennial employees make up around 28% of the Pakistani workplace. While there are some differences between Millennials and Generation X employees, the survey found they are more similar than different due to shared technological development and cultural changes in Pakistan over the last two decades. Both generations value work-life balance and prefer flexible work arrangements. To improve Millennial effectiveness, organizations should provide opportunities for growth, mentorship, and work that avoids monotony. Financial pressures can also negatively impact performance, so interest-free loans and benefits amortized into salaries were suggested.
Managing the Generation Gaps is a presentation about understanding the characteristics of different generations (Baby Boomers, Gen X, and Millennials) and how to communicate effectively with each generation. The document discusses the employment expectations and work ethics of each generation. Baby Boomers value hard work and loyalty to companies. Gen X values work-life balance and autonomy. Millennials want frequent feedback and meaningful work. Managing across generations effectively can improve employee motivation, productivity, and business success.
I apologize for any confusion, but I am an AI assistant created by Anthropic to be helpful, harmless, and honest. I don't actually have social media accounts or personal relationships.
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” ...
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.
Wayne State University - Teaching to Today's StudentMichael Barbour
This document discusses generational differences in students and how to effectively teach today's students. It outlines the characteristics of different generations including Baby Boomers, Generation X, and today's students known as Millennials or Generation Y. These students have grown up with technology and are considered "digital natives". While technology skills are common, traditional lecturing remains prevalent in higher education. There is a mismatch between students' high expectations and the challenges they face. Effective teaching requires understanding generational traits and adapting pedagogy to engage digital learners beyond just introducing technology.
IVHS Fall 2008 PD - Digital Natives, Millennials and All that Crap: Examining...Michael Barbour
Barbour, M. K. (2008, October). Digital natives, millennials and all that crap: Examining what's real and what's.... Presentation at the Illinois Virtual High School Fall Meeting, Normal, IL.
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.
This document summarizes the key differences and similarities between Generation X and Generation Y employees. Both generations have different characteristics and leadership needs. Generation X values independence, work-life balance, and informality. They dislike rigid structures and micro-management. Generation Y expects frequent feedback, structure, and opportunities for teamwork and experiential learning. Effective leadership for both generations focuses on approachability, active listening, support for work-life balance, integrity, and flexibility.
This document summarizes the key differences and similarities between Generation X and Generation Y employees. Both generations have different characteristics and leadership needs. Generation X values independence, work-life balance, and informality. They dislike rigid structures and micro-management. Generation Y expects frequent feedback, structure, and opportunities for group work. Effective leadership practices for both generations include understanding their traits, providing the right amount of supervision, and implementing flexible work arrangements.
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.
Making the most of millennial talent webinar final (1)Lynn Miller
This document discusses strategies for attracting, developing, and retaining millennial talent. It begins by providing an overview of the different generations currently in the workforce. It then examines what millennial employees want from their companies and managers. The document outlines best practices for recruiting, onboarding, developing, and engaging millennial employees, such as providing meaningful work, ample feedback, and flexible work arrangements. It emphasizes that organizational changes may be needed to adapt to millennial expectations and that reverse mentoring can benefit both millennial and older employees. The goal is to implement next-generation development strategies to build a workforce prepared for the future.
Similar to Generations in the Workplace PPT (Final).pptx (20)
Analysis insight about a Flyball dog competition team's performanceroli9797
Insight of my analysis about a Flyball dog competition team's last year performance. Find more: https://github.com/rolandnagy-ds/flyball_race_analysis/tree/main
Enhanced Enterprise Intelligence with your personal AI Data Copilot.pdfGetInData
Recently we have observed the rise of open-source Large Language Models (LLMs) that are community-driven or developed by the AI market leaders, such as Meta (Llama3), Databricks (DBRX) and Snowflake (Arctic). On the other hand, there is a growth in interest in specialized, carefully fine-tuned yet relatively small models that can efficiently assist programmers in day-to-day tasks. Finally, Retrieval-Augmented Generation (RAG) architectures have gained a lot of traction as the preferred approach for LLMs context and prompt augmentation for building conversational SQL data copilots, code copilots and chatbots.
In this presentation, we will show how we built upon these three concepts a robust Data Copilot that can help to democratize access to company data assets and boost performance of everyone working with data platforms.
Why do we need yet another (open-source ) Copilot?
How can we build one?
Architecture and evaluation
06-04-2024 - NYC Tech Week - Discussion on Vector Databases, Unstructured Data and AI
Round table discussion of vector databases, unstructured data, ai, big data, real-time, robots and Milvus.
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Unleashing the Power of Data_ Choosing a Trusted Analytics Platform.pdfEnterprise Wired
In this guide, we'll explore the key considerations and features to look for when choosing a Trusted analytics platform that meets your organization's needs and delivers actionable intelligence you can trust.
2. Background:
People in the United States are
living longer than any
generation before them. This
means that individuals are
working later in life than ever
before. In your job you will find
yourself interacting with co-
workers that may be much older
or much younger than you.
Purpose:
This training will give you a
deeper understanding of
different generational
experiences and through this
deeper understanding create a
more collaborative working
environment for everyone
3. Learning Objectives
After completing this training you will:
o Be able to articulate the cultural influences and life
experiences of a generation different from your own
o Demonstrate how to work more collaboratively with a co-
worker from a generation different from your own
o Respond more empathetically to conflict with an individual
from a generation different from your own.
o Utilize the strengths of each generation to create a more
positive and effective work culture.
4. What is a Generation?
Generation Cohort Theory:
“A generation is defined as a group of
individuals born and living contemporaneously
who share common knowledge and
experiences that affect their thoughts,
attitudes, values, beliefs and behaviors”
(Clark, pg. 379 2017)
5. Why is this so important?
• Employee Retention
• Costly to recruit, hire, and train new employees
• Research on Generational Differences is mixed by
there is evidence that these differences in
experience, values and beliefs do impact the
workplace
• Without empathy and understanding between
the generations, conflict can get in the way!
Becton, J. B., Walker, H. J., Jones-Farmer, A. (2014). Generational differences in
workplace behavior. Journal of Applied Social Psychology, 44, 175-189.
6. Generations Most Common In the
Workplace
Name: Born:
Baby Boomers 1946 - 1970
Generation Jones (late Boomers) 1953 - 1969
Gen X 1970 – 1980
Oregon Trail/MTV Generation
(overlapping subset)
1974 – 1983
Millennials (aka Gen Y) 1980 – 2000
Gen Z or ? 2000 to ?
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
*The birth dates vary depending on your source
8. Boomers – Historical Perspective
• Women’s Rights movement
• Civil Rights movement
• Disability Rights movement
• Growing numbers of women entering the
workplace
• Higher divorce rate & 2nd marriages than
parents
• Rock & Roll
• Hippies and drug culture
• Huge Growth in Healthcare and longer
lifespans (example: Polio vaccine)
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
9. Boomers Grew Up With:
• Post WWII—huge baby boom, large families
• Moved out of parent’s house at age 18 or after
college
• Typically married at age 18 to early 20’s
• Emergence of the strongest middle class in
history (GI-Bill)
• Hi-fi’s and stereos (no personal computers)
• Analog phones (with cords!!)
• Grew up without seatbelts in cars
• Started working age 14 (min wage $3.65-1973)
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
10. Boomer Worker Characteristics
• Have a strong work ethic and will work long hours. They
tend to be defined by their careers.
• Boomers are good a collaboration and are adept and
working closely with peers and prefer team projects
• Financial success is very important to this generation and
they enjoy a more affluent lifestyle
• They balance their desire for financial success with a
motivation toward organizations who have a more
democratic style or humanitarian mission.
Weston (2001). Coaching Generations in the Workplace. Nursing Administration Quarterly, 88, 11-21.
11. Weston (2001). Coaching Generations in the Workplace. Nursing Administration Quarterly, 88, 11-21.
Valuing Them
Allow for Flexible Work
Schedules
Leverage their knowledge
and Experience
Offer opportunities for
collaboration and teamwork
Supervision
Democratic (not hierarchical) Flexible Work Schedules
Communication
Face to face Treat them as an equal
Inspiring and Motivating Baby Boomers
12. If You Want to Recruit / Retain Baby Boomers
According to a 2009 Pew Research
Survey,
• “…the typical boomer does not
believe old age starts until 72” (Gilbaldi,
2013 pg. 50)
• “68% [baby boomers] deemed that
feeling useful and productive was an
important factor” (Gilbaldi, 2013 pg. 51)
• Boomers are the largest cohort
heading toward retirement, many
are asking for “working retirements”
Consider
Phased
Retirement
Options
Gibaldi, C.P. (2013). Changing the trends of retirement: Baby Boomers leading the charge. Review of Business, 34, 50-57.
13. Face-to-Face Time with A Boomer: Activity
Find a Baby Boomer to Pair Up with and
ask the following questions:
• What I miss most about life when I was a kid?
• If you could offer advice to someone starting
there work or career what would it be?
• What experience, in your life, shaped you or
made you who you are today?
• BOOMERS BORN 1946-1968
15. Generation X
• Gen X born: 1970 – early 1980’s
• Grew up during pop culture of the '70s
and 80s
16. Gen Xers
• In 2018 they will range in
age from 38 – 48 yrs.
• 41 - 65 million of them
(depends on who you ask)
• Compare to 77 million
Baby Boomers and 83
million Millennials
Generational Cohort Population
Gen X Boomers Millennials
Becton, J. B., Walker, H. J., Jones-Farmer, A. (2014). Generational differences in workplace behavior. Journal of
Applied Social Psychology, 44, 175-189.
17. Gen X– Historical Perspective
• Roe V. Wade 1973
• Watergate 1974
• AIDS Epidemic 1980s
• Rodney King 1991
• Columbine Shooting 1999
• 9/11—2001
• Dot Com Boom 1990s-early 2000s
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
18. Gen X
(smallest cohort)
• The birth control pill, introduced in the early 1960s
• Declining birth rates evidenced in this generation.
• During this Generation the U.S., increased
immigration rates
– Generation X an ethnically and culturally diverse
demographic cohort.
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
19. Gen X
• Gen Xers are a highly educated generation
– 29% obtaining a bachelor’s degree or higher (6%
more than the previous cohort).
• Exerted caution around starting families,
preferring to ensure there would be 2 parents
and financial stability due to high rate of divorce
their parents (and they as children) experienced
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
20. Gen X
• This generation straddled analog and
internet—huge technology boom
• They grew up seeing the economy go
from strong to far less secure
– Huge dot com company boom
– with companies downsizing
– jobs exported
– inflation
– Huge College Loan Debt
Becton, J. B., Walker, H. J., Jones-Farmer, A. (2014). Generational differences in workplace behavior. Journal of
Applied Social Psychology, 44, 175-189.
21. Gen Xers are Independent Thinkers
• Huge boom in double
income households--
latchkey kids.
• Divorce rate rose in the
1970s
• First to adopt and
innovate new
technologies
Becton, J. B., Walker, H. J., Jones-Farmer, A. (2014). Generational differences in workplace behavior. Journal of
Applied Social Psychology, 44, 175-189.
22. Gen X’s as Consumers
• 82% (high percentage) are home owners
• 74% use the Internet for banking, 81%
have made purchases online.
•
• 62% read newspapers, 48% listen to radio
and read magazines, and 45% regularly
consume TV programming online.
• 95% have a page on Facebook and 25%
regularly post to Twitter
Becton, J. B., Walker, H. J., Jones-Farmer, A. (2014). Generational differences in workplace behavior. Journal of
Applied Social Psychology, 44, 175-189.
23. Gen Xers as Employees
• Gen X respondents ranked workplace
flexibility as the most important perk
– (21%) and are more likely to walk away from
their current job if flexibility isn’t available.
– 66% of Gen X women
– 55% of Gen X men
• Almost a quarter have been with the same
employer for fifteen years or longer.
• Gen Xers want a more casual supervision
style from a boss who invests in them
personally
• Work-life balance is key to Gen-Xers
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
24. Valuing Them
Create opportunities for
career advancement
Reward them with free time
and flexible work schedules
Create a diverse staff team
and work environment
Supervision
Supervisor who cares about their personal
goals and ambitions
Seek fun and innovative supervisors who
trust them and value their independence
Communication
Less Formal/Casual Communication
Allow them time to figure things out
independently and then process solutions
Inspiring and Motivating Gen Xers
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
25. Break-Time With A Gen Xer
Since Gen Xers prefer a more casual approach
to work time, let’s join them! The Trainer will
set out some special snacks, take yours to a
casual place inside or outside the classroom.
Spend some time chatting about below:
• What do you love about your life outside of work?
• What are your personal goals and ambitions?
• Tell me a little about the best job you ever had or
an ideal job you really want to have?
• Gen Xers born 1969-1979
27. Millennials
(born between 1980 – 2000)
• They are the most technologically advances
generation cohort
• They are predicted to occupy almost half the
working population by 2020.
• First Generation born into a digitally
connected and globalized world.
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
28. Millennials are the most racially & ethnically
diverse adult generation:
• 57% are caucasian
• 21% are Latino
• 13% are black
• 6% are Asian.
• Each older generation is less diverse.
Caucasians = 61% of Generation X, 72% of
Baby Boomers and 78% of the Silent
generation.
Or racially mixed
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
29. Why are Millennials getting so much attention now?
• Largest generation in the U.S. workforce
• Fastest-growing generation of customers in the
marketplace
• Different attitudes towards employment, sales, and
marketing; and
• Challenging conventional strategies and approaches.
Becton, J. B., Walker, H. J., Jones-Farmer, A. (2014). Generational differences in workplace behavior. Journal of
Applied Social Psychology, 44, 175-189.
30. Millennials– Historical Perspective
• The Rise of Social Media
• Cell phones/Smart Phones
• War (Iraq/Afghanistan)
• Massive College Debt
• Housing Collapse (depression)
• Dating Online
• Increase in School/Mass Shootings
• First African American President
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
31. Millennials are:
• Extremely open-minded and excited about their career
opportunities
• Goal-oriented and great multi-taskers
• Skilled collaborators who crave open, honest relationships
with managers
• Desire to genuinely enjoy their jobs, as well as the people
they work with
• Tech-savvy, with an innate understanding of how to leverage
technology solutions
• Rely heavily on digital means of communication
Clark, K. R. (2017). Managing Multiple Generations in the Workplace. Radiologic Technology, 88, 379-398.
32. Millennials
• Millennials started entering the work force after
the 2008 crash and have faced bleak prospects
for professional advancement and many
anticipate staying at any given job for less than
three years.
Lawson, M. (2017). Shifting to the next generation workplace. Public Management, 14-18.
33. Valuing Them
Leverage their technical
saavy
Coach and mentor them
Think globally help them
connect to the bigger picture
Supervision
Connect them with how they are making an
impact (one world, community, etc)
Foster collaboration and allow them to multi-
task roles and responsibilities
Communication
Text, IM, Snapchat, Social Media (other new
communication innovation)
Prefer trainings virtually and connection to
information virtually
Inspiring and Motivating Millennial
Lawson, M. (2017). Shifting to the next generation workplace. Public Management, 14-18.
34. Digital Connection With A Millennial
Guess what? It’s ok, for this exercise, to use your cell
phone. Find a millennial and talk together about
how you want to digitally communicate. Maybe
text, email, snapchat or other confidential medium.
If you don’t have a cell phone handy you can chose
to a one-to-one conversation. Chat about:
• Where do you want to travel in your life?
• What is their dream job?
• How do you want to make a difference in the
world?
37. Multi-Generational Work Environment
• Foster a work environment that respects and values
differences— rather than downplaying or punishing
them.
• Remember the research is still showing that individual
differences outweigh generational differences. We
need to take generational cohort experiences into
consideration but policy should not be developed
SOLELY on these generalized differences
Becton, J. B., Walker, H. J., Jones-Farmer, A. (2014). Generational differences in workplace behavior.
Journal of Applied Social Psychology, 44, 175-189.
38. Boomers Gen X Millennials
Communication Face-to-Face or Phone Voicemail or email IM or Text
Acknowledgement Show personal appreciation Reward with free time or
opportunities
Awards and
Certificates
How to Show
Respect
Treat them as equals Support training &
growth
Value civic duty
Supervision Style
That Works Best
Democratic not hierarchical Give them freedom Be collaborative
How to Motivate Tell them “we need you” because Think globally Offer coaching &
support
How they work
best with teams
They are motivated to collaborate
but needs to know how this fits
the mission of the agency
Give them individual
assignments and don’t
micromanage
Provide flexibility in
assignments and
participation
Feedback Ask for and hear their input Give timely and specific
feedback
Tell them how they
make a difference
Professional
Developmental
Needs:
Offer flexible schedules or phased
retirement
Care about their personal
goals
Provide the latest
technology
What they want
from the Org.
Leverage their knowledge Make it fun Promote
volunteerism
They value Teamwork Diversity Technical
39. Employers Should Consider
• Formal or informal organization-wide
mentoring program. Nurture, nurture,
nurture!
• Team-building activities whenever a new
person is hired into the team
• MINIMIZE criticism of other generations
40. References
Becton, J. B., Walker, H. J., Jones-Farmer, A. (2014). Generational
differences in workplace behavior. Journal of Applied Social
Psychology, 44, 175-189
Clark, K. R. (2017). Managing Multiple Generations in the
Workplace. Radiologic Technology, 88, 379-398.
Gibaldi, C.P. (2013). Changing the trends of retirement: Baby Boomers
leading the charge. Review of Business, 34, 50-57.
Lawson, M. (2017). Shifting to the next generation workplace. Public
Management, 14-18.
Weston (2001). Coaching Generations in the Workplace. Nursing
Administration Quarterly, 88, 11-21.