[PDF] - Old Guards to No Guards The Veterans (1922-1943) 52 million Baby PDF Document

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Management and Supervision Fall 2014 1

Generational Diversity in the Workplace

Presented by: Billy Bevill, MSN, RN

Old Guards to No Guards

The Veterans (1922-1943) 52 million Baby Boomers (1943-1960) 73.2 million Gen X (1960-1984) 51 million Millennials (1984-2004) 69.1 million Gen Z (2005-Present)

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Management and Supervision Fall 2014 2

The Veterans (1922-1943)

Core Values

 Dedication/sacrifice  Hard work  Conformity  Law and order  Respect for authority  Patience  Delayed reward  Duty before pleasure  Adherence to rules  Honor

Veterans on the Job

Stable Detail oriented Thorough Loyal Hard Working

Liabilities on the Job

 Inept with ambiguity

and change

 Reluctant to buck the

system

 Uncomfortable with

conflict

 Reticent when they

disagree

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Management and Supervision Fall 2014 3

Working the Veteran

Find Jobs That Require:

Resource Conservation Close attention to a timeline Close attention to detail

What Other Generations Say

Boomers: “They’re dictatorial” Gen Xer’s: “ They’re set in their ways” Nexters’: “ They are good leaders”

Baby Boomers (1943-1960)

Core Values

 Optimism  Team Orientation  Personal Gratification  Health and Wellness  Personal Growth  Youth  Work  Involvement

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Management and Supervision Fall 2014 4

Boomers on the Job

 Service Oriented  Driven  Willing to “go the

extra mile”

 Good at relationship  Want to please  Good team players

Liabilities on the Job

 Not budget minded  Uncomfortable with

conflict

 Overly sensitive to

feedback

 Process ahead of

product

 Judgmental  Self-centered

What Other Generations Say

Veterans: “They are self-absorbed” Gen Xers: “ They’re workaholics” Nexters: “They’re cool. They’re up to date

n the music we like”

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Management and Supervision Fall 2014 5

Recruiting Boomers

 Experience is valued  You can make a

difference here

 Show a warm and

humane workplace

 Show them how to

shine

 Show the history and

the future

Motivating the Boomers

 Personal approach  Recognition  Chance to prove themselves  Perks  Consensus  Rewards

Mentoring Boomers

1. Coach tactfully

2. If you are blaming, they’re not listening

3. Be nice, warm, & find opportunities for agreement and harmony

4. Think of yourself as a friendly equal

5. “Spoonful of Sugar . . .”

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Management and Supervision Fall 2014 6

Working the Boomers

Find Jobs that Require: Rolling with the punches Independent thinking The ability to conceive new

solutions

Honest feedback

Gen Xer’s( 1960-1984)

“It’s no wonder Xers are angst-ridden and

rudderless. They feel that America’s

greatness has passed. They got to the Cocktail party 20 minutes late and all that’s left are those little wieners and a half-empty bottle of Zima.”

Dennis Miller

Gen X

(Core Values)

 Diversity  Thinking Globally  Balance  Technoliteracy  Fun  Informality  Self-reliance  Pragmatism

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Management and Supervision Fall 2014 7

Gen X on the Job

Assets

 Adaptable  Technoliterate  Independent  Unintimidated by

authority

 Creative

Liabilities

 Impatient  Poor people skills  Inexperienced  Cynical

Recruiting Gen Xer’s

 Say “We want you to have a life” at

least 3 times during the interview

 Convince them that you evaluate on

performance not on years of service

 Make the workplace a fun and

relaxed place to work

 Show them your technology  Hands off management

Motivating Gen X

Multitasking Constructive Feedback Incorporate Fun in workday Leading edge technology

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Management and Supervision Fall 2014 8

Mentoring Gen X

Pitch politics as a way around rules Make them feel like insiders quickly Coach them to take responsibility for own

issues

What other’s Say

Veterans say: “They don’t follow

procedures”

Boomers say: “They’re slackers” Nexters say: “Cheer up”

Working GEN X

Look for Jobs that Require:

An entrepreneurial sprit High technological skills Trouble shooting

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Management and Supervision Fall 2014 9

Millennials (1980-2004)

Core Values

Optimism Civic Duty Confidence Achievement Sociability Morality’ Street Smarts Diversity

Millennials on the Job

Assets

 Collective action  Optimism  Tenacity  Heroic spirit  Multitasking  Technological savvy

Libilities

 Need for supervision

and structure

 Inexperience

especially with handling difficult people

Recruiting Millennials

You will be working with experienced

people

Hard work and goal setting will help you

achieve here

Getting work done in teams

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Management and Supervision Fall 2014 10

Motivating Millennials

Have Veterans to mentor Provide adequate orientation Promote getting work done in teams “You and your coworkers can really

make a difference here”

You can be a hero here

Others say

Veterans: “They are smarty little critters” Boomers: “They need to learn to entertain

themselves”

Gen X: “Here we go again…another

generation of spoiled brats”

Working the Nexters

Look for jobs that require:

 Culturally sensitive viewpoints  An outspoken nature  Extended training  Advanced computer and other

technological skills

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Management and Supervision Fall 2014 11

Generation Z (2001 to Present) Generation Z: It’s all about the Parents

FDU Magazine Online Winter/Spring 2005 Greg Hammill

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Management and Supervision Fall 2014 12

FDU Magazine Online Winter/Spring 2005 Greg Hammill

Keeping the workforce in Synch

1. Accommodate generational differences as much as practical, from communications to performance appraisals

2. Invite input

3. Frame problem behaviors in terms

f generational values

The Blended Workforce

This image cannot currently be displayed. This image cannot currently be displayed.

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Management and Supervision Fall 2014 13

Want More Information?

Generations at Work; Managing the

Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace by: Zemke, Raines, & Filipczak (AMACOM)

When Generations Collide by Lancaster

and Stillman (Harper Business)

Learning Styles

Christian Weekday Education Conference A Modified Learning Style Inventory Read each set of words and mark the two that best describe you.

1. a. imaginative
b. investigative
c. realistic
d. analytical
2. a. organized
b. adaptable
c. critical
d. inquisitive
3. a. debating
b. getting to the point
c. creating
d. relating
4. a. personal
b. practical
c. academic
d. adventurous
5. a. precise
b. flexible
c. systematic
d. inventive
6. a. sharing
b. orderly
c. sensible
d. independent
7. a. competitive
b. perfectionist
c. cooperative
d. logical
8. a. intellectual
b. sensitive
c. hard-working
d. risk-taking
9. a. reader
b. people person
c. problem solver
d. planner
10. a. memorize
b. associate
c. think-through
d. originate
11. a. changer
b. judger
c. spontaneous
d. wants direction
12. a. communicating
b. discovering
c. cautious
d. reasoning
13. a. challenging
b. practicing
c. caring
d. examining
14. a. completing work
b. seeing possibilities
c. gaining ideas
d. interpreting
15. a. doing
b. feeling
c. thinking
d. experimenting

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Management and Supervision Fall 2014 14

CS

60 60 50 50 40 40 30 30 20 20 10 10 60 50 40 30 20 10 10 20 30 40 50 60 X 60 50 40 30 20 10 10 20 30 40 50 60 10 10 20 20 30 30 40 40 50 50 AR

CR X X AS

60 X 60

Gregorc Learning Styles

Perception – Concrete – Abstract Ordering – Sequential – Random

Gregorc Learning Styles

Concrete Sequential Abstract Sequential Abstract Random Concrete Random

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Management and Supervision Fall 2014 15

Concrete Sequential (CS) Admired Most For:

 Organization Attention to detail Completion of tasks Productivity Stability and dependability

Liked Least for:

Perfectionism “things” often seem more important than

“people

Tunnel vision Lack of adaptability impatience

Ten Commandments for Working With a “CS”

1. Be consistent

2. Be organized

3. Practice common sense

4. Pull your own weight

5. Remember I have feelings too

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Management and Supervision Fall 2014 16

Ten Commandments for Working With a “CS”

6. Give advance notice so I can prepare myself

7. Follow instructions

8. Tell me what you want

9. Take responsibility for your actions

10. Not deal in generalities

Abstract Sequential (AS) Most Admired for:

Ability to analyze before making a decision Talent for conceptualizing Intellect Precision Ready knowledge

“AS” Least Liked Qualities

Aloofness Not being in touch with reality Having to have an explanation for

everything

Highly opinionated Perceive things in numbers, not effect

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Management and Supervision Fall 2014 17

Ten Commandments for working with an “AS”

1. Have specific goals when dealing with me

2. Use logic and reason

3. Listen to what I have to say

4. Give me a job, leave me alone, and let me do it

5. Be complete and thorough

Ten Commandments for working with an “AS”

6. Be deliberate

7. Keep issues factual

8. Give me time to research projects for the best approach

9. Make certain I understand the purpose of the project

10. Don’t expect and immediate response- I

need time to think and research

ABST ABSTRACT CT RAN RANDOM (AR) (AR) ADMIR ADMIRED MOST FOR: D MOST FOR:

SPONT

SPONTAN ANEITY

CONCERN FOR

CONCERN FOR OTHERS OTHERS

SOCI

CIABILITY ABILITY

ADAPTA

ADAPTABI BILITY TY

ABILI

ABILITY TO TO UNDERS UNDERSTAND HOW HOW OTHERS FEEL OTHERS FEEL

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Management and Supervision Fall 2014 18

“AR AR” LIKE LIKED LEAS LEAST FOR: FOR:

BEING UNPRE

BEING UNPREDICTABLE

NOT TAKI

NOT TAKING NG A A STAND STAND

BEING OV

G OVERLY S LY SENS NSITIVE T ITIVE TO CR CRITICISM ICISM

NOT

NOT BEING AWAR BEING AWARE OF E OF TIM TIME LIMITATIONS MITATIONS

SMOOTHIN

SMOOTHING OVER PROBLEMS OVER PROBLEMS RATHE RATHER THAN SOLVI THAN SOLVING THE G THEM

TEN COMM TEN COMMANDMENTS FO FOR R WORK WORKING WIT WITH AN AN “AR AR”

1.

1. GIVE

GIVE ME AN ME AN OPPORT OPPORTUNI UNITY TO TO HELP HELP OTHE OTHERS RS

2.

2. GIVE

GIVE ME FEEDB ME FEEDBACK CK (+/-) (+/-), LET LET ME ME KNOW WHER KNOW WHERE I I STAND STAND

3.

3. DON

DON’T T BE TOO SERI BE TOO SERIOUS

4.

4. DON

DON’T NITPI T NITPICK

5.

5. SHOW APPRE

SHOW APPRECIATION

TEN COMM TEN COMMANDMENTS FO FOR R WORK WORKING WIT WITH AN AN “AR AR”

6.

6. REALI

REALIZE THAT I E THAT I WILL GET WILL GET THINGS DONE-EVE THINGS DONE-EVEN IF N IF IT IT’S NOT S NOT YOUR WAY YOUR WAY

7.

7. DON

DON’T PUT ME T PUT ME IN IN THE MIDD THE MIDDLE OF CONFLICT OF CONFLICT

8.

8. ALLO

ALLOW ME TO W ME TO BE BE SPONT SPONTAN ANEOUS US

9.

9. DON

DON’T M MISTAKE H STAKE HAPPINESS NESS FOR L FOR LACK CK OF INT OF INTELLIGENCE LLIGENCE

10 10 KNOW THAT

KNOW THAT ALL IS ALL IS NOT NOT

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Management and Supervision Fall 2014 19

Concrete Random (CR) Liked Best for:

Sense of humor Multidimensional

personality

Intuition Creativity Independence

“CR CR” Liked Liked Least For: Least For:

Unc

Uncompromising mpromising

Stubb

Stubborn

Not a team

Not a team play player

Ask to

Ask to many many “whys whys”

impu

impuls lsiv ive Ten Commandments for working with “CR”

1.

Have a sense of humor

2.

Keep me involved (we need responsibility and input)

3.

Be open to change

4. 4.

TE TELL ME LL ME “WHA WHAT” NOT NOT “HOW HOW”

5.

Point me in the right direction, then let me go

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Management and Supervision Fall 2014 20

Ten Commandments for working with “CR”

6.

6. Be Flexible

Be Flexible

7.

7. Tell me

Tell me wha what I I did did righ right, not not wha what I I did did wro wrong 8.

8. Know you limi

Know you limits – then push then push them them

9.

9. Don

Don’t be be th threat atened by ened by ent enthusiasm sm

10. Why ten?