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The Different Generations. Generations GenerationsVETERANBOOMER GEN XER GEN YER Dates Between 1 1922-19431920-1945 Between 1943-1960 1946-1964 Between.

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Presentation on theme: "The Different Generations. Generations GenerationsVETERANBOOMER GEN XER GEN YER Dates Between 1 1922-19431920-1945 Between 1943-1960 1946-1964 Between."— Presentation transcript:

1 The Different Generations

2 Generations GenerationsVETERANBOOMER GEN XER GEN YER Dates Between Between Between Between

3 Other names Traditionalists, Matures, Silent, Loyalists, G.I.Joes, Seniors, Build ers, and War Generation Beat Generation, Hippies, Yippies, Yuppies Baby Busters, Slackers, Twentysom ethings, Post- Boomers, The Thirteenth Generation, Gold Collar Workers Generation Y, Internet Generation, Nintendo Generation, Nexters, Echo Boomers, Generation 2001, N-Gen Generations GenerationsVETERANBOOMER GEN XER GEN YER

4 Outlook “Tempered by war, disciplined by a hard and bitter “Tempered by war, disciplined by a hard and bitterpeace.” “To boldly go where none has gone before.” “Age is a state of mind. You are only as old as you think.” “It’s not what you know but who you know.” “Be careful out there. It’s a dangerous world.” “Always ask, ‘Why?’” “I want to have a life.” : “There are no absolutes.” “What’s the scoop on getting along with the teacher?” Generations GenerationsVETERANBOOMER GEN XER GEN YER

5 Values Dedication/sa crifice; hard work; law and order; consistency and conformity; respect for authority; duty before pleasure; adherence to rules; honor. Optimism; team orientation; personal gratification; health and wellness; personal growth; youth; work; involvement. Diversity; thinking globally; balance; technolitera cy; fun; informality; self- reliance; pragmatism. Optimism; civic duty; confidence; achievement; sociability; morality; street smarts; diversity. Generations GenerationsVETERANBOOMER GEN XER GEN YER

6 Behavior Pluses: Stable; detail- oriented; thorough; loyal;hardworking; reliable. Minuses: Uneasy with ambiguity and change ;reluctant to buck the system; uncomfortable with conflict; reticent when they disagree. Will adapt behavior as requested, but not their attitude. Used to “hurry up and wait” situations, in which killing time with idle chatter and socialization are acceptable, and independent initiative is not Pluses: Service- oriented; driven; willing to “go the extra mile;” good at relationship; want to please; good team players. Minuses: Not naturally “budget- minded;” uncomfortable with conflict; reluctant to go against peers; may put process ahead of result; overly sensitive to feedback; judgmental of those who see things differently Pluses: Adaptable; technoliterate ; independent; unintimidated by authority; creative; ability to multitask. Minuses: Impatient; poor people skills; inexperience d; cynical. Pluses: Collective action; optimism; tenacity; heroic spirit; multitasking capabilities; technological savvy; resilience. Minuses: Need for supervision and structure; inexperience, particularly with handing difficult people issues. Generations GenerationsVETERANBOOMER GEN XER GEN YER

7 Mind-set Civic-minded, with a focus on secular achievement and reward. Idealistic, with a focus on vision and values Reactive, with a focus on survival and adventure. Civic- minded, with a focus on secular achievement and reward. Generations GenerationsVETERANBOOMER GEN XER GEN YER Drawn from generations at work, by Ron Zemke, Claire Raines and Bob Fillpczak (New York: AMACOM. 2000) pp Bridging the Generation Gap 10 © Laurel and Associates, Ltd. 2005

8 Preferences Knowing what to expect, what the policies are, and who’s who. Work environments that are democratic, humane, and casual. Managers who treat their employees as equals, and let them feel they are in charge of something- or at least empowered to dabble in ev erything ure.suite101.com/arti cle.cfm/bridging_the _generation_gap ev erything A fun, flexible, educational, non- micromanag ed work atmosphere with a variety of projects to keep them engaged. Avoid corporate politics and have a life. Attention and structure from the authority figure. For employees to be treated like customers Generations GenerationsVETERANBOOMER GEN XER GEN YER

9 VETERANBOOMER GEN XER MILLENNIAL OutlookPracticalOptimisticSkepticalHopeful Work Ethic DedicatedDrivenBalancedDetermined AuthorityRespectfulLove/HateUnimpressedPolite

10 LeadershipHierarchyConsensusCompetence Pull Together RelationshipsPersonalSacrifice Personal Gratification Reluctant to Commit Inclusive TurnoffsVulgarity Political Incorrectness Cliche, Hype Promiscuity

11 How to Manage a Younger Generation of Workers Lazy Lack of loyalty Unrealistic aspirations Constant feedback

12 The Veterans, born Their earliest memories and influences are associated with the Great Depression and World War II. The Baby Boomers, They were raised in an era of extreme optimism, opportunity and progress. Generation Xers, They came of age in the shadow of the Boomers. Generation Nexters, Those born of the Baby Boomers and early Xers and into the current high-tech, robust economy

13 5 ways to avoid confusion and conflict According to Generations at Work Zemke, Raines and Filipczak recommend five ways to avoid confusion and conflict at work: 1.Accommodate employee differences. 2.Create workplace choices. 3.Operate for a sophisticated management style 4. Respect competence and initiative. 5.Nourish retention

14 Myths about older workers Here are some of the more common misconceptions: Older workers resist change and are slow to learn Older workers resist change and are slow to learn new skills. new skills. Older workers are less energetic and have excessive Older workers are less energetic and have excessive health problems. Older workers do not have many productive years Older workers do not have many productive years remaining before retirement. remaining before retirement.

15 Studies about older workers (veterans and boomers) A recent study by the American Association of Retired Persons showed that older workers are rated much higher than other age groups on qualities such as experience and work ethic. They were rated highly on judgment, commitment to quality, attendance, punctuality and low turnover. Older workers also bring the important elements of maturity, including a sense of humor and perspective. A recent study by the American Association of Retired Persons showed that older workers are rated much higher than other age groups on qualities such as experience and work ethic. They were rated highly on judgment, commitment to quality, attendance, punctuality and low turnover. Older workers also bring the important elements of maturity, including a sense of humor and perspective.

16 Years of employment experience means that older workers bring an ability to work effectively both in a team environment and independently. Similarly, they bring excellent communication and interpersonal skills. Older workers are dependable and less likely to need leaves for sabbaticals, family responsibilities, caring for elderly parents or childbirth. The challenge for older workers is in overcoming the bias that often is found in the workplace. The challenge for employers is to acknowledge the barriers and knock them down. There is an ever-growing workforce out there waiting to be tapped. Years of employment experience means that older workers bring an ability to work effectively both in a team environment and independently. Similarly, they bring excellent communication and interpersonal skills. Older workers are dependable and less likely to need leaves for sabbaticals, family responsibilities, caring for elderly parents or childbirth. The challenge for older workers is in overcoming the bias that often is found in the workplace. The challenge for employers is to acknowledge the barriers and knock them down. There is an ever-growing workforce out there waiting to be tapped.

17 Successfully harnessing the energies and talents of subordinates regardless of age n a challenge to all of us especially to leaders like you. It can only be accomplished if we build bridges between the generations to help them more effectively collaborate and communicate Linda Gravett and Robin Throckmorton. Bridging the Generation Gap Book-mart press. New Jersey 2007

18 According to Gravett and Throckmorton we can work together if we have common values and mutual respect

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