group presentations life transitions, career decisions, and the workplace age and generational...

Group Presentations

Life Transitions, Career Decisions, and the WorkplaceAge and Generational Influences

Generations and Career Aspirations (John, Stephen, Wendy, Jessie)

Success and Happiness (Tiffany, Laurie)

Motivation (Marjorie, Lee)

Women, Careers and Culture (Parul, Khurshid)Spiritual Intelligence at Work (Parul, Khurshid)

Technology and Work Satisfaction (Ledao)

Career Change / Transition (Patrick, Erin, Michelle, Maggie)

----------------------------------------------------

Women’s Work / Life PathMaslow’s Hierarchy of Needs


Career Contexts

Self

Role Social System


Multiple Systems

Family– Parents– Siblings– Relatives

Generation– Events– Social / Political History

Work– Roles– Culture

4

Generations in the Workplace

Gen Xers (1965 – 1980)

Baby Boomers(1946 – 1964)

Millenials / Gen Y(1980 – 1995)

Silent Generation(1922 – 1945)

5

Why the Focus on Generations?For the first time in the work place we are faced with managing four separate and distinct generations who are

required to:• Work as individual contributors

• Participate on cross functional teams

• Work more flexibly then ever before in our history

Studies from AARP, SHRM and Watson-Wyatt suggest that there will be:

• A gap in the number of available workers

• An increased need to retain and retrain older workers

• A higher level of interest in flexible scheduling

• Fewer young workers available to fill slots

6

Workforce Demographics

Demographics of the Generations

7580

46

76

0

10

20

30

40

50

60

70

80

90

Silents Boomers Gen Xers Millenials

Generations

Mill

ion

s


Managing Across GenerationsWhy Should Organizations Care?

Understanding generational differences can be helpful in:

• Recruitment

• Orientation to the Organization

• Providing Opportunities

• Development

• Motivation

• Management Style

• Constructing Work Groups and Teams

Generations and the Individual Career Experience

How might generational influences affect a person’s career experience?

– Criteria for professional success

– Level of aspirations

– Expectations about a job or organization

– Work culture preference

– Communication styles

– Styles of working



Factors Affecting Generational Differences

• Social and political events• Economic climate• Childhood and family experiences• Values of the previous generation


Your “Generational” Personality

What was Going on in the World When You Were Growing Up?

1. What social, political, or economic events have helped shaped your values and views about the workplace?

2. Who were the personalities (politicians, musicians, leaders, sports heros) that influenced you?

3. What compelling messages about work and education did you receive from your parents, friends, or the media.

11

Traditional / Silent Generation / Veterans (1922-1945)

– “World War– Great Depression / “Do Without” Era– Grew up during “hard times”– Grand Projects– Climbed the ladder – rung by rung– Hierarchical – clear roles and distinctions– Have strong work ethic and loyalty to organization– Known for pride in country and patriotism– Some were too young for WWII; to old to be “flower children”– Younger silents were members of the SDS, peace corps volunteers and

Civil rights leaders (MLK, Chavez and Gloria Steinem)

Cuspers (1943-1945)


The Veterans – Silents - Traditionals 1922-1945

Values and Characteristics

Dedication / sacrifice Patience

Hard work Delayed reward

Conformity Duty before pleasure

Law and order Adherence to rules

Respect for authority Honor

Consistency / Uniformity Discipline

Past Oriented / History Conservative spending


Veterans – Silents - Traditionals On-the-Job

Assets

• Stable

• Detail-oriented

• Thorough

• Loyal

• Hard-working

Liabilities

• Handling ambiguity and change

• Reluctant to challenge system

• Uncomfortable with conflict

• Reserved when they disagree

14

Baby Boomers (1946-1964)

– “Me Generation” – closely connected to work identity.– Child Focus / High Expectations– Known for their optimism– Change focused– Raised to believe that anything is possible, that they could and would

change the world. – Enjoy competition and often challenge authority. – Economic Expansion (later Downturn)– Civil Rights Movement, Woodstock, John F. Kennedy assassination.– Vietnam: Questioning Leadership– Are reinventing at an age when other generations were looking forward

to retirement.

Cuspers (1961-1964)


Baby Boomers1946-1964


• Optimism of infinite possibilities• Team orientation• Personal gratification• Health and wellness• Personal growth• Focus on meaning• Defined by Work “You’re valued here”• Proving themselves “You’re worthy” • Involvement “We need you”• Individuality


Baby BoomersOn-the-Job

Assets

• Service oriented

• Driven

• Willing to go “extra mile”

• Build relationships

• Want to please

• Team Players

Liabilities

• Uncomfortable with conflict

• Reluctant to go against peers

• Process before result

• Sensitive to feedback

• Self-centered

• Judgmental of those with different views

• Not budget-minded

17

Gen Xers 1965-1980

– Termed “latch key” kids

– Most unsupervised generation in out history.

– Independent, goal oriented, entrepreneurial

– Value work/life balance – need for face-time boggles them.

– Word often used to describe them is skepticism.

– Massive Layoffs

– Downsizing in the 90’s = realization that jobs were not permanent.

– Dual Income Families

– More Divorces

– MTV, AIDS and the Gulf War

– Watergrate

– Energy Shortage


Gen Xers1965-1980


• Diversity• Thinking globally• Balance• Informality• Self-reliance• Pragmatic• Survival (“Is it on the test?”)

• Seek sense of family• Non-traditional view of time

and space• Adventure outside the

workplace• Job vs. “Career”• Look for development

“Do it your way”“There aren’t a lot of rules here”


Gen XersOn-the-Job

Assets

• Adaptable

• Technologically literate

• Independent

• Casual approach to authority

• Creative

Liabilities

• Impatience

• People skills need development

• Skeptical

20

Millenials (1980-1995)

– High level of social consciousness– Grown up with more diversity than any other generation

and have high expectations for it to be a part of their workplace.

– Believe education is key to success.– High level of optimism for the future– More knowledgeable about the world than other

generations– Wired since they learned how to talk.– Impacted by Oklahoma City and Enron

(Adapted from Managing the Generation Mix, Carolyn Martin and Bruce Tulgan (2002))

21

Cuspers

• Those born between 1940 and 1945 value the traditionalist work ethic, but also have challenged the status quo.

• Those born between 1960 and 1965 saw the success of the boomers, but experienced the recession of their Generation X cohort. They didn’t have computers in their classrooms until they went to college and don’t like to be called Boomers.

• Those born between 1975 and 1980 have a mix of skepticism and optimism and are very comfortable with technology.

22

Generational Differences

• Loyalty

• Getting Rewards

• Rules

• Authority

• Individuality

• Expectations about Economic Success

• Work Ethic

• Career Growth• Changing Jobs or

Organizations• Risk and Job Security• Personal Satisfaction• Leadership Style• Work / Family Boundaries• Optimism / Pessimism

Generations of workers sometimes show differences about the following dimensions:

23

Motivations and Rewards

Take a few minutes to answer the following questions:

• What motivates me?

• How do I like to be recognized?

• What do I see as a meaningful reward for a job well done?

24

Motivations and RewardsBrainstorm 2-3 suggestions for how Traditionalists, Boomers, Gen Xers and Millennials might like to be motivated, recognized and rewarded.

Generation Motivate Recognize and Reward

Traditionalists

Baby Boomers

Gen Xers

Millenials

25

What Matters Most in the Workplace

Silents / Traditionalists– Work that is satisfying

– Making a contribution to the organization

– Ability to use their skills and expertise

– Learning new skills that will help them be effective and valued in their current roles

– Working with strong leaders who have proven track records

– Are seeing some value in slowing down, but are looking to do it gradually

26

What Matters Most in the WorkplaceBoomers

• R-E-S-P-E-C-T

• Recognition for their contributions

• Opportunities for self-improvement

• Environments that are compatible with their newly recognized need for work/life balance

27


Gen Xers– Informal work environment

– Ability to set own work schedules

– A lot to do and the freedom to do it

– See change as an opportunity – to grow, develop new skills and feel motivated

– Moving sideways is on par with moving up

– Like to be mentored – for some it replaces lack of parenting in early years

28


Millenials• Attention and structure from strong, respectful leadership

• Time for orientation

• A clear picture of the environment including the good and the bad

• Opportunities that interweave personal development goals with job performance

• Mentoring from seasoned people in the organization – they are used to, and expect, mentoring

• Solid training programs to help them with continued education and skill development

What Groups Are Relevant?


By Generation

Young Adult – Middle Aged Adult – Older Adult

Early Career – Mid-Career – Late Career

Is the Generational Lens Viable?

• What is age based?

• What is truly generation based?

• How do we get beyond the stereotypes?

------------------------------------------------------------------

• A gateway to discussing age in the workplace

• Initial focus was on differences among generations

• Opportunity to respect age diversity in the workplace

• Getting beyond the stereotypes

http://www.youtube.com/watch?v=ZGhttp-VB5xb6KM

http://www.youtube.com/watch?v=ZG-VB5xb6KM

http://www.youtube.com/watch?v=ZG-VB5xb6KM

32

Communicating Across the Generations

33

Generational AssumptionsList some of your assumptions about the communication style of each of the generations in the workplace

GENERATION STYLE PREFERENCES

Traditionalists

Baby Boomers

Gen Xers

Millenials

34

Discussion

In your group discuss the following questions.

• How do your assumptions impact the way you communicate with or manage co-workers from the different generations?

• What does effective communication look like for each generation?

• What are examples of ineffective communication?

35

Communicating Across Generations

GENERATION MANAGERS WHO COMMUNICATE

EFFECTIVELY…….

MANAGERS WHO DO NOT COMMUNICATE

EFFECTIVELY……

Traditionalists

Baby Boomers

Gen Xers

Millenials

36

Case Discussion Given what you know about your team and have learned about the styles

and motivators of the different generations answer the following questions:

• What is the best way to help them understand the importance of their participation in this meeting?

• How should you present the agenda and goals for the meeting?

• How will you structure the meeting so all voices are heard and know they’ve been heard?

• How can you be sure they walk away with a clear understanding of their roles and responsibilities?

37

Guidelines for Successful Mixing of Generations in the Workplace

• Talk with each other about generational differences.

• Engage people in conversations about their needs and preferences.

• Adapt your style to the generational differences.

• Recognize and build on individual strengths.

• Be open to and look for different perspectives.

• Offer options.

group presentations life transitions, career decisions, and the workplace age and generational...

Documents

generational influences

career decisions

workplace age

work parul

generational personality

work groups

work place

individual career experience