1 / 46

Generational Differences in the Workplace

Generational Differences in the Workplace. Antonio A. McLaren July 23, 2012 USDA/1890 National Scholars Orientation. Ideology. Your value system was shaped in first 10 years by family, friends, community, significant events, general “era” when you were born

tyler
Download Presentation

Generational Differences in the Workplace

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Generational Differences in the Workplace Antonio A. McLaren July 23, 2012 USDA/1890 National Scholars Orientation

  2. Ideology Your value system was shaped in first 10 years by family, friends, community, significant events, general “era” when you were born During 20th century, children experienced similar things because of increasing globalization Similarly aged people experienced similar events as children and were raised by parents with similar parenting views You’ll likely have similar value systems to this day Rachelle Vettern, Mark Schmidt, and Tom Hall NDSU Extension Service, North Dakota State University

  3. Yes or No Q&A’s • As much as you are ABLE, please stand if your answer to the questions is “yes”, and please remain seated if your answer to the questions is “no.” • This presentation is interactive. Participation is encouraged.

  4. Do you have a retirement plan (i.e. 401 K, TSP)?

  5. Do you see yourself retiring in the next 5 – 10 years?

  6. Do you have a will, a power of attorney, or an advance health care directive?

  7. Do you own an address book?

  8. Can you recite your best friend’s phone number?

  9. Do you own an i-pod, smartphone, or tablet? Did you program it?

  10. Silent Generation 1925 - 1942 Baby Boomers 1943 - 1962 Millennials 1982 - 2000 Generation X 1963 – 1981

  11. Silent Generation1925 – 1942 • Smallest segment of workforce • Respect for authority • Dedication and sacrifice • Hard working • Stay on track . . . Get it done! • Emphasis on hierarchy/career ladder • Conformity

  12. Characteristics of Silents Successful Inclusive Pragmatic Mentors Quiet, but industrious Cautious “Hip,” friendly style allows them to connect with young people

  13. Baby Boomers1943 – 1962 • Shrinking segment of workforce • Self-absorbed • Seek personal gratification • Individual and team oriented • Challenge traditions • Demand multiple options

  14. Characteristics of Boomers • Educated • Independent • Desire quality • Cause-oriented • Fitness conscious • Question authority • Groomed to explore inner world

  15. Generation X1963 – 1981 • 40%+ of the workforce • Self-reliant, practical • Informal, want to have fun • Free agents (3-5 years at one job) • Work to grow and learn (not retire) • Jobs must be skill opportunities • Information technology is key

  16. Generation X1963 – 1981 • Self-motivated • Require little oversight • Less organizational loyalty • Cynical of grand promises and big visions • Will manage and lead incoming Millennials

  17. Characteristics of Gen X Neglected by parents Self-reliant Survivors Serious about life Stressed out Loyal to relationships (relied on friends) Skeptical Highly spiritual Initiated “Casual Fridays”

  18. Millennials (Generation Y)1982 – 2000 • Sense of entitlement • Grew up with fully scheduled, adult-led lives • Technologically superior • High self-esteem • Global understanding • Appreciate diversity and other cultures

  19. Millennials (Generation Y)1982 – 2000 • Accomplishments are true measure of a person’s merit • Expect/demand: • Career tracks • Attentive supervisors • Regular appreciation • Regular advancement • Diverse • Optimistic • Question and debate

  20. Characteristics of Millennials • Optimistic/idealistic • Individualistic yet group-oriented • Short (very short) attention span • Busy spending their $ • Overscheduled • Entrepreneurial • Ambitious yet inexperienced • Acknowledge and admire some authorities

  21. Post-Millennials (Generation Z)2001 – 2020 • This is a generation in training • Characteristics are still yet to be determined!

  22. Do you see yourself in your generational group?

  23. What significant events might help to define who we are within our generational group?

  24. Silent Generation1925 – 1942 • Hitler and Mussolini consolidate power (1930s) • Rise of communism (1920s and 1930s) • Great Depression (1930s) • Pearl Harbor – World War II (1940s) • Atomic bomb (1945)

  25. Baby Boomers1943 – 1962 • Threat of nuclear war • Cold War – Iron Curtain • Space/arms race • Cuban missile crisis • Korean & Vietnam Wars • Civil rights movement • Assassinations (JFK,MLK,RFK) • “Woodstock generation” • Women’s liberation

  26. Generation X1963 – 1981 • Watergate (1972) • Vietnam War ends (1975) • Iranian hostage crisis (1979) • President Reagan and Pope John Paul II shot (1981) • America’s War on Drugs (1980s) • Challenger disaster (1986) • Chernobyl nuclear accident in USSR (1986) • Iran-Contra scandal (1987) • Black Monday on Oct. 19 (Dow drops 508 points – 2nd worst fall in history) (1987) • Berlin Wall comes down/Cold War ends (1989) • Operation Desert Storm (1990)

  27. Millennials (Generation Y)1982 – 2000 • Oklahoma City bombing (1995) • Princess Diana dies in Paris (1997) • Monica Lewinsky affair (1998) • Columbine massacre/schoolroom violence (1999) • 9/11 • Iraq War / War on terror • VA Tech massacre (2007)

  28. Post-Millennials (Generation Z)2001 – 2020 • Hurricanes Katrina and Rita (2005) • U.S. Economic Crisis (2008) • Dow drops 778 points (9-29-08) • U.S. elects first African American President (2008) • Others???

  29. What are some assets that provide incentives in today’s workplace across all generational groups?

  30. Organizational Policies • Flex time • Telecommuting • Results versus time-in-the-office • Cutting edge information technology • Advancement – promotions • Award systems

  31. Mentoring and oversight • Learn the environment • Help to understand workplace culture • Help to process feedback • Build networks and interpersonal relationships • Finding internal motivation and satisfaction

  32. Training • Assists us during self-discovery process • How to give and receive feedback • Accepting constructive criticism • When/how to be formal in communications • Self-management/accountability

  33. Training (continued) • USDA AgLearn Portal • Offers a wide variety of courses for professional development • Assists in developing the IDP • Facilitates training requests • Prints your learning plan history for you • Great for conveying accomplishments for performance evaluations

  34. Professional Development • Shadowing • Detail • Leadership Development Program (i.e. Aspiring Leaders Program) • SES Program • Special Assignments (Agency committees, Volunteering, CFC, exhibiting at conferences and meetings)

  35. Career Planning • Where are you now? • Where do you want to be? • Develop Goals • Specific, Realistic, Timely, and Measurable • Develop strategies to meet leadership needs • Individual Development Plan (IDP)

  36. What are some strategies or tools for improving dynamics in the workplace?

  37. Communication • Verbal and written • Sometimes, different generations communicate differently.

  38. Technology • New technology is helping us do our job faster…but is it better? • E-grants • E-mail • Videoconferencing • AgLearn • Are we becoming more efficient or dependent (or lazy…)? • What are the costs/benefits of new technology?

  39. Succession Planning • How do we adequately train our new employees for the actual job? • Mentors/”go to person” • Attainable information about the agency, partnerships, funding authorities, federal grants assistance • Intranet Page • Documentation of day-to-day operations, tasks, and responsibilities that you perform

  40. Succession Planning • How are we preparing current staff to handle extra duties? (i.e. vacancies, professional development activities) • How do we train new employees to do the job when someone retires? • How do you contact your stakeholders, peer panelists, and grant reviewers?

  41. What is a major challenge in dealing with generational differences?

  42. Ageism • Definition: Stereotyping and prejudice against individuals or groups because of their age. • Subordinate groups: Less than 35 years of age, and over 65 years of age. • Dominant groups: Between 35 and 65 years of age.

  43. Ageism Questions • Can someone be “too young” or “too old” for a particular job? • Age versus experience: Is there a real issue here, or is it all in our heads? • Is it disrespectful for the “millenials” to go against the grain? • Does respect come with age? • Does wisdom come with age?

  44. Ageism in the Real World • Presidential Election • Can someone be too young or too old for the job? • Rising up the career ladder • Can someone be too young to be a GS-15? • Conflicts in supervision • Can a supervisor be too young or too old to provide benefits to his/her employees?

  45. Food for Thought • If you were to retire tomorrow, what information would you pass to your successor for overall career achievement?

  46. Closing Question: How can we improve our understanding of generational differences?

More Related