john s - managing across gen
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MANAGING ACROSS
GENARATION“Understanding Our Value Diversity For Better Management Effectiveness”
John [email protected]
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Objectives
Show the advantages of generational diversity
in the workplace and Business.
Identify the impacts of generational
.Learn the characteristics of different
generations and how to adapt to and leverage
them.
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Agenda
• Introduction
• Across Generation at Business
• Multi Generation at Work
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GENERATIONINTRODUCTION
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A Challenge
Please Write
a One Sentence Definition of
“ ”
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Definition
A body of individuals born inapproximately the same time period
w o genera y s are s m ar e av orsand attitudes.
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Benefits of Understanding Generational
Differences
• More effective communication/less
misunderstandings.
• Increased recruitment and employee
.• More effective motivational methods.
• Better-formed expectations.
• Increased productivity
and teamwork.
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The Case of Understanding
There are now four (4) generations in the
workplace with different expectations,motivations, attitudes, and behaviors.
differences can equip one to handle
workplace situations with
increased insight.
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The Four Generations
Traditionalists/Veterans
(Born 1922-1945)
Baby Boomers
-
Generation X
(Born 1965-1982)
Millennials/Generation Y(Born 1983-1997)
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How the Generations Differ(1 of 3)
Social, Political, and Economic Influences.
Familial Structure and Influence.
Education.
Values.
Work Ethic.
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How the Generations Differ(2 of 3)
Preferred Leadership Approach.
Communication Style.
Motivational Buttons.
How They Interact with Others.
Preferred Approach to Feedback.
View toward the Company.
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How the Generations Differ (3 of 3)
Work Vs. Personal Life.
Desired Rewards.
Financial Behaviors.
Relationship with Technology.
Expectations.
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ACROSSGENERATION AT
BUSINESS
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What Technology Tell Us ?
Boomers :
The Assembly Line and TV
Xers :
Internet Yers :
iTunes, FaceBook, Twitter, Myspace, etc
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Now let’s look at what really change in our
generations
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How about the kid?
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Why across generation?
• To fulfill the market
segment from mass marketto fragmented and niche
– Fragmented segment and
niche segment includingLifestyle of different
generation (Baby boomers,
X, Y, digital)
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2020 T.I.M.E.A survey of technology thinkers and stakeholders shows they
believe the internet will continue to spread in a “flattening”and improving world. There are many, though, who think
major problems will accompany technology advances by 2020
742 respondents who completed this survey were varied; there is
general agreement about how technology might evolve
Janna Quitney Anderson, Elon University Lee Rainie, Director
T.I.M.E TELKOM sungguh tepat untuk menjawab perubahan jaman ini.
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In Indonesia?
Welcome to T.I.M.E
• Lifestyle gaps still wide between the urban and the
rural. Our job to empower the rural civilizations tocatch the urban.
• Indonesia go wireless faster than any countries.
Generations gaps between X,Y,Z get thinner. Thanksto social media.
• But there is different interest and different effect of
the digital to kids & teens and to youth & adult.• Druckers said : it is brand and innovation that make
company sustain
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Social Media Becomes a Basic Need
Fenomena social media di Indonesia, dengan jumlah 26.000.000 lebih,
Indonesia menempati peringkat ketiga negara dengan jumlah
pengguna Facebook terbanyak di dunia, di bawah Amerika Serikat dan
Inggris. Indonesia juga menempati jumlah pengguna terbesar Twitter
s a. a ar a u o a negara n ones a a an e a a m se aga
ibukota Tweet di Asia, bukan karena jumlah pengguna tetapi juga
kontribusi Trending Topic di Twitter dari Indonesia.
Source: retrieve from http://www.financeindonesia.org/content.php?279-Social-Media-World-Forum-Asia-2010
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Online and Offline Interaction
Online interaction increase “kopi darat” for “kongkow –
kongkow”
Orang Indonesia memang suka sosialisasi makanya facebook
dan twitter cepet naiknya. (bencana, gayus, koin prita dll sbg
contoh)
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GENERATION ATWORKS
MANAGING HUMAN RESOURCE :MULTI–GENERATION WORKFORCE
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ACROSS GENERATION ISSUES
SILENT GEN BABY BOOMER GENERATION X GENERATION YDIGITAL
NETWORK
1925 - 1945 1946 - 1964 1965 - 1977 1978 - 2000 2001 - Present
62 - 83 43 - 61 30 - 42 21 - 29 0 - 11USIA
Practical Optimistic Skeptical HopefulOUTLOOK
Dedicated Driven Balanced AmbitionsWORK ETHIC
Respectful Love / Hate Unimpressed Relaxed, PoliteVIEW OF
AUTHORITY
Hierarchy Consensus Competence AchieversLEADERSHIP
Personal
Sacrifice
Personal
Gratification
Reluctant To
CommitmentLoyalRELATIONSHIP
Civic Team Self CivicPRESPECTIVE
Sumber : Raines C (2003), Connecting Generations, Menlo Park, CA; Crisp Publication
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The MultiGeneration
WorkforceIssues
((7 of 237 of 23))
Source : www.Kellyservice.com
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Strategies for working Cross
GenerationBaby Boomers Gen X Gen Y
Communication
Development
and Job Design
Recruitment
Retention
Source : Aon Hewitt
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Strategies for working Cross
GenerationBaby Boomers Gen X Gen Y
Communication • Show respect
• Choose face-to-face
• Get to the point
• Use email but face-
to-face issue
• Orient them quickly
• Email and IM are
preferedDevelopment
and Job Design
• Acknowledge
accomplishment and
gratitude
• Create open work
• Give them space to
explore and find the
solution
• Lighten up work can
• Provide feedback and
respond quickly
• Challenge them
• Outline the end game
environment
be fun
to each task
Recruitment • Retain them • Go through social
networks
• Utilize technology
facebook, etc
Retention • Highlight value and
contributions to thecompany
• Get over the notion
of dues paying• Provide flexible
work solution
• Set out clear steps
to advance
• Find them a mentor
• Allow them tocontribute to the
community
• Introduce new
opportunities
frequently
Source : Aon Hewitt
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.: MARKET SEGMENT VS HR PLACEMENT :.
INDICATOR
MARKETSEGMENT
DESCRIPTION
FRONT END MID OFFICE BACK OFFICE
HR ISSUE
MASS•ALL•LOW INCOME
BABY BOOMER
GENEREATION X
GENEREATION Y
V
V
V
V
V
V
X
V
V
MIDDLE
AFFLUENT
•YOUNG PEOPLE•ENERGIC
•MATURE
•WEALTHY
•LIFESTYLE
GENEREATION X
GENEREATION Y
BABY BOOMER
GENEREATION X
GENEREATION Y
V
V
V
V
V
V
V
V
V
V
V
V
V
V
V
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