Management and Supervision Fall 2014 Generational Diversity in the Workplace Presented by: Billy Bevill, MSN, RN Old Guards to No Guards The Veterans (1922-1943) 52 million Baby Boomers (1943-1960) 73.2 million Gen X (1960-1984) 51 million Millennials (1984-2004) 69.1 million Gen Z (2005-Present) 1
Management and Supervision Fall 2014 The Veterans (1922-1943) Core Values Dedication/sacrifice Patience Hard work Delayed reward Conformity Duty before pleasure Law and order Adherence to rules Respect for authority Honor Veterans on the Job Stable Detail oriented Thorough Loyal Hard Working Liabilities on the Job Inept with ambiguity and change Reluctant to buck the system Uncomfortable with conflict Reticent when they disagree 2
Management and Supervision Fall 2014 Working the Veteran Find Jobs That Require: Resource Conservation Close attention to a timeline Close attention to detail What Other Generations Say Boomers: “They’re dictatorial” Gen Xer’s: “ They’re set in their ways” Nexters’: “ They are good leaders” Baby Boomers (1943-1960) Core Values Personal Growth Optimism Youth Team Orientation Work Personal Gratification Involvement Health and Wellness 3
Management and Supervision Fall 2014 Boomers on the Job Service Oriented Driven Willing to “go the extra mile” Good at relationship Want to please Good team players Liabilities on the Job Not budget minded Uncomfortable with conflict Overly sensitive to feedback Process ahead of product Judgmental Self-centered What Other Generations Say Veterans: “They are self-absorbed” Gen Xers: “ They’re workaholics” Nexters: “They’re cool. They’re up to date on the music we like” 4
Management and Supervision Fall 2014 Recruiting Boomers Experience is valued You can make a difference here Show a warm and humane workplace Show them how to shine Show the history and the future Motivating the Boomers Personal approach Recognition Chance to prove themselves Perks Consensus Rewards Mentoring Boomers Coach tactfully 1. If you are blaming, they’re not listening 2. Be nice, warm, & find opportunities for 3. agreement and harmony Think of yourself as a friendly equal 4. “Spoonful of Sugar . . .” 5. 5
Management and Supervision Fall 2014 Working the Boomers Find Jobs that Require: Rolling with the punches Independent thinking The ability to conceive new solutions Honest feedback Gen Xer’s( 1960-1984) “It’s no wonder Xers are angst-ridden and rudderless. They feel that America’s greatness has passed. They got to the Cocktail party 20 minutes late and all that’s left are those little wieners and a half-empty bottle of Zima.” Dennis Miller Gen X (Core Values) Diversity Fun Thinking Globally Informality Balance Self-reliance Technoliteracy Pragmatism 6
Management and Supervision Fall 2014 Gen X on the Job Assets Liabilities Adaptable Impatient Technoliterate Poor people skills Independent Inexperienced Unintimidated by Cynical authority Creative Recruiting Gen Xer’s Say “We want you to have a life” at least 3 times during the interview Convince them that you evaluate on performance not on years of service Make the workplace a fun and relaxed place to work Show them your technology Hands off management Motivating Gen X Multitasking Constructive Feedback Incorporate Fun in workday Leading edge technology 7
Management and Supervision Fall 2014 Mentoring Gen X Pitch politics as a way around rules Make them feel like insiders quickly Coach them to take responsibility for own issues What other’s Say Veterans say: “They don’t follow procedures” Boomers say: “They’re slackers” Nexters say: “Cheer up” Working GEN X Look for Jobs that Require: An entrepreneurial sprit High technological skills Trouble shooting 8
Management and Supervision Fall 2014 Millennials (1980-2004) Core Values Optimism Sociability Civic Duty Morality’ Confidence Street Smarts Achievement Diversity Millennials on the Job Assets Libilities Collective action Need for supervision and structure Optimism Inexperience Tenacity especially with Heroic spirit handling difficult Multitasking people Technological savvy Recruiting Millennials You will be working with experienced people Hard work and goal setting will help you achieve here Getting work done in teams 9
Management and Supervision Fall 2014 Motivating Millennials Have Veterans to mentor Provide adequate orientation Promote getting work done in teams “You and your coworkers can really make a difference here” You can be a hero here Others say Veterans: “They are smarty little critters” Boomers: “They need to learn to entertain themselves” Gen X: “Here we go again…another generation of spoiled brats” Working the Nexters Look for jobs that require: Culturally sensitive viewpoints An outspoken nature Extended training Advanced computer and other technological skills 10
Management and Supervision Fall 2014 Generation Z (2001 to Present) Generation Z: It’s all about the Parents FDU Magazine Online Winter/Spring 2005 Greg Hammill 11
Management and Supervision Fall 2014 FDU Magazine Online Winter/Spring 2005 Greg Hammill Keeping the workforce in Synch Accommodate generational 1. differences as much as practical, from communications to performance appraisals Invite input 2. Frame problem behaviors in terms 3. of generational values The Blended Workforce This image cannot currently be displayed. This image cannot currently be displayed. 12
Management and Supervision Fall 2014 Want More Information? Generations at Work; Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace by: Zemke, Raines, & Filipczak (AMACOM) When Generations Collide by Lancaster and Stillman (Harper Business) Learning Styles Christian Weekday Education Conference A Modified Learning Style Inventory Read each set of words and mark the two that best describe you. 1. a. imaginative 9. a. reader b. investigative b. people person c. realistic c. problem solver d. analytical d. planner 2. a. organized 10. a. memorize b. adaptable b. associate c. critical c. think-through d. inquisitive d. originate 3. a. debating 11. a. changer b. getting to the point b. judger c. creating c. spontaneous d. relating d. wants direction 4. a. personal 12. a. communicating b. practical b. discovering c. academic c. cautious d. adventurous d. reasoning 5. a. precise 13. a. challenging b. flexible b. practicing c. systematic c. caring d. inventive d. examining 6. a. sharing 14. a. completing work b. orderly b. seeing possibilities c. sensible c. gaining ideas d. independent d. interpreting 7. a. competitive 15. a. doing b. perfectionist b. feeling c. cooperative c. thinking d. logical d. experimenting 8. a. intellectual b. sensitive c. hard-working d. risk-taking 13
Management and Supervision Fall 2014 CS 60 60 50 50 40 40 30 30 20 20 10 10 X 60 50 40 30 20 10 10 20 30 40 50 60 X X CR AS 60 50 40 30 20 10 10 20 30 40 50 60 10 10 20 20 30 30 40 40 50 50 60 X 60 AR Gregorc Learning Styles Perception – C oncrete – A bstract Ordering – S equential – R andom Gregorc Learning Styles Concrete Sequential Abstract Sequential Abstract Random Concrete Random 14
Management and Supervision Fall 2014 Concrete Sequential (CS) Admired Most For: Organization Attention to detail Completion of tasks Productivity Stability and dependability Liked Least for: Perfectionism “things” often seem more important than “people Tunnel vision Lack of adaptability impatience Ten Commandments for Working With a “CS” 1. Be consistent Be organized 2. Practice common sense 3. Pull your own weight 4. Remember I have feelings too 5. 15
Management and Supervision Fall 2014 Ten Commandments for Working With a “CS” Give advance notice so I can prepare 6. myself Follow instructions 7. Tell me what you want 8. Take responsibility for your actions 9. 10. Not deal in generalities Abstract Sequential (AS) Most Admired for: Ability to analyze before making a decision Talent for conceptualizing Intellect Precision Ready knowledge “AS” Least Liked Qualities Aloofness Not being in touch with reality Having to have an explanation for everything Highly opinionated Perceive things in numbers, not effect 16
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