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Generational Differences in the Workplace: Yes, We Really Can All Work Together Alan Cabelly Portland State University.

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Presentation on theme: "Generational Differences in the Workplace: Yes, We Really Can All Work Together Alan Cabelly Portland State University."— Presentation transcript:

1 Generational Differences in the Workplace: Yes, We Really Can All Work Together Alan Cabelly Portland State University

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3 Today’s Goals  Understand who the different generations are  Focus on Gen X  Focus on Millennials  Feel  Feel what their differences mean  Provide tools to increase our effectiveness  Enjoy the time

4 Who Are They  GI JOEs  Traditionalists  Pre 1946 Clothing Hair

5 Who Are They  BABY BOOMERS  Workaholics  1946-1964 Clothing Hair

6 Who Are They  GENERATION X  Rebellious Youth  1964–1982 Clothing Hair

7 Who Are They  MILLENNIALS  Controlled and Indulged  1982-2000 ClothingHairClothingHair

8 Who Are They  GI JOEs  Traditionalists  Pre 1946  GENERATION X  Rebellious Youth  1964–1982  MILLENNIALS  Controlled and Indulged  1982-2000  BABY BOOMERS  Workaholics  1946-1964

9 Remember Their Parents  Boomers’ Parents  Roaring ’20s, Great Depression, WW II  Gen Xers’ Parents  The Boring ’50s (Father Knows Best), the Tumultuous ’60s  Millennials’ Parents  Learned in the Quieter ’70s and ’80s

10 Life Changing Events  GI Joes  Television and Radio, War and Cold War, Great Depression  Boomers  Civil Rights, Cuba, JFK, Viet Nam, Woodstock  Gen X  Aids, Challenger, Berlin Wall, PCs, Tech Bust  Millennials  9/11, School Violence, Y2K, Reality TV CONSERVATIVE and LOYAL RADICAL and INVOLVED SELF RELIANT and SKEPTICAL OPTIMISTIC but SCARED

11 Gen X Millennials 1964 1982 1982 2000

12 Gen XMillennials 1965 1980 1984 1999 FUZZY LINE JAGGED, FUZZY LINE

13 TRADITIONAL GENERATIONS Youth (Birth to 21) Young Adulthood (22-43) Midlife (with Crisis) (44-65) Checkout (66-87) Generations

14 TODAY’S GENERATIONS Youth (Birth to 18) Young Adulthood (18-30) First Career Transition (31-40) Prime Career Conclusion (53-65) Elder Career (66-75 or more) The Rest of Life (76-100) Generations Young Adulthood (18-30) Elder Career (66-75 or more) Revitalization (Metamorphasis?) (41-52)

15 Your Challenge: the Splitting of the Workplace  Five Sub Generations in Today’s Workplace (18-75)  Two Sexes  Ethnic and Cultural Diversity  Language Diversity

16 Stereotypes  Understand them  Understand the reasons behind them  Break them

17 Common Views (stereotypes) of Xers and Millennials We believe they  are DISLOYAL  are ARROGANT (maybe)  have SHORT ATTENTION SPANS  won’t PAY THEIR DUES  need IMMEDIATE GRATIFICATION (yes, as feedback)

18 The Truth  Learned mostly from Boomers  Latchkey Kids With Blackberries  Scared Kids who will Pay Their Dues  Skeptical Kids who will Work Hard  Expect Recognition  Will Leave If Not Gratified  On-Line  Today’s Uncertain World Makes the ‘60s (my '60s) Appear Tame

19 WHO ARE THEY Work Ethic Live First, Work Second GENERATION X MILLENNIALS Independent Team Oriented Pragmatic/ Optimistic/ Practical Idealistic Self-reliant Self-inventive Reject Rules Rewrite Rules Use High Tech Assume High Tech Latchkey Kids Overnurtured Subtle but Important

20 WHO ARE THEY GI Joes, Boomers Work First, Live Second GENERATION X MILLENNIALS Independent Team Oriented Pragmatic/ Optimistic/ Practical Idealistic Self-reliant Self-inventive Reject Rules Rewrite Rules Use High Tech Assume High Tech Latchkey Kids Overnurtured Subtle but Important

21 18-32 years old Young Adulthood  Kings and Queens in the Making  Amazing Potential, but for What?  Often Not “On Purpose”  Not Even They Understand Themselves  Frustrated and Frustrating 28-42 years old First Career Transition  Dreams Destroyed by the Tech Bust  Wondering About Their Purpose  Discovered That Smart Is Not Enough  Young Family  Serious; Striving for Career Stability What Happens at Different Ages?

22 How Does this Translate to the Organization? LoyaltyAuthorityCareer GI Joe Pre 1946 OrganizationRespectOpportunity Boomer 1946-1964 TeamChallengeSelf Worth Gen X 1964-1982 ManagerUnimpressedJust one part of me Millennial 1982-2000 ColleaguesRespect if competent Add Value, Contribute

23 what to do with Generation X  Get off My Back!  Respect and Value My Contributions  See Me for Who I Am  Allow Me to Learn; Boomers Taught Me  Generation X Is a Completely New Generation, Never Before Seen. The World Has Changed.

24 what to do with Millennials  Challenge Me  Give Me Personal Attention  Allow Me to Work in Groups  Improve the Technology  The Millennials Form a Completely New Generation, Never Before Seen. The World Has Changed.

25 Common Themes  BELONGING: Need to Make a Meaningful Contribution  LEARNING: Access to Info  INTREPRENEURSHIP: Freedom to Define Problems, Develop Solutions, and Produce Results  SECURITY: FEEDBACK FEEDBACK FEEDBACK! (not static performance appraisal)  WORLD CHANGE: Adjust Within Greater Economic Chaos

26 Employment Contract Boomers  The Ties That Bind  Parent/Child Gen X  Refused the Contract Millennials  Ignore the Contract No Longer “Cradle to Grave”  2008 Contract: Egalitarian, Two Way, Quality Driven, Person Driven, Flexible  Creative Tasks and Schedules  Problem Solving  Diversity  Contribution to Society

27 Final Comments  in 50 years: from The Life of Riley to Archie Bunker to The Office and Dirty Jobs  Management Changes with the World  No “Cookie Cutters”  It’s Your Responsibility  Understand and Value the Individual  Discuss/Value Workplace Differences  LISTEN

28 RESOURCES  MILLENNIALS RISING: THE NEXT GREAT GENERATION. Howe, Neil and William Strauss. Vintage Books, 2000  MANAGER OF CHOICE, Nancy Ahlrichs, SHRM, 2002  THE MILLENNIAL PRESENTATIONS, Central Piedmont Community College, 2004, http://inside.cpcc.cc.nc.us/planning/studies_reports/millennia l_presentations.htm http://inside.cpcc.cc.nc.us/planning/studies_reports/millennia l_presentations.htm  MANAGING GENERATION X, Bruce Tulgan, Merritt, 1995  THE MANAGER’S POCKET GUIDE TO GENERATION X, Tulgan, HRD Press, 1997  MANAGEMENT CHALLENGES FOR THE 21st CENTURY, Peter Drucker, Harper Business, 1999  “STOP THE FIGHT,” Kruger & Mieszkowski, Fast Company, Sept. 1998  “THE COMING OF THE X MANAGERS,” Nancy Woodward, HRMagazine, March 1999

29 ALAN CABELLY, Ph. D., SPHR Portland State University Human Resource Leadership EXECUTIVE AND CAREER COACH MANAGEMENT/LEADERSHIP COUNSELOR Nationally Recognized Speaker  Workplace Balance and Your “Juggling Act”  Improving Working Relationships  Generational Differences in the Workplace  Diversity Training  Negotiation Strategies and Conflict Resolution  Authentic Leadership in the 21 st Century 503/725-3789 alanc@sba.pdx.edu


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