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ACTIVITY
ACTIVITY
Your team and you will build a structure. You will compete against the opposing team to build the highest structure. Highest structure after 10 minutes win. (It must stand up
itself without assistance to win)
USING ONLY
One Catch…
NO ONE ON YOUR TEAM CAN TALK
MULTIGENERATIONAL DIFFERENCES
OVERVIEW
Generations in the Workforce
The 4 Generations
Matures/Traditionalists Baby Boomers
Generation X Millennials
Matures/Traditionalists
Born prior to 1946 survived World War II, the
Korean Conflict, and The Depression
familiar with hardship, value consistency, and are disciplined and respectful of the law
“hard work is the key to success,” “the common good above all,” “be thrifty and save your money for a rainy day there are hard times ahead,” “authority deserves respect,”
CORE VALUES OF TRADITIONALIST
Dedication/Sacrifice Hard work Conformity Law and order Respect for authority Patience Honor
CORE VALUES OF TRADITIONALISTS (continued)
Delayed reward Duty before pleasure Adherence to rules
Baby Boomers
Born between the years 1946-1964
phenomenal impact on the country through politics, economics, socially, and culturally through their extensive numbers
Divorce, consumer debt, the Cuban missile crisis, the assassination of the Kennedys and Martin Luther King, Jr., and Vietnam
optimistic, remained willing to go into debt, remain process-oriented, and strive for convenience
CORE VALUES OF BABY BOOMERS
Optimism Team orientation Personal gratification Health and wellness Personal growth Youth Work Involvement
Generation X
Born between the years 1965-1980 most profound impact of
technological developments Watergate, anti-war protests,
excessive inflation, massive layoffs, the Challenger tragedy, the energy crisis, Three Mile Island, AIDS, and the EXXON Valdez
skeptical and mistrustful of established organizations, institutions, and traditions.
The concept of job security is a myth to this generation and as a consequence, they work to live, putting very little stock in future stability.
CORE VALUES OF GENERATION XERS
Diversity Thinking globally Balance Technoliteracy Fun Informality Self-Reliance Pragmatism
Millennials
Born between the years 1981 and 1994 The Net Generation, Generation Y,
Generation Why?, Nexters, the Nintendo Generation, and Internet Generation
Scored 15 points higher (raw intelligence) than children 50 years ago
Have an ability to multi-task which can be exemplified by their ability to listen to music, instant message friends, while completing their work
Extensive media exposure available to them has educated them to challenge any tradition, institution, value, and person
CORE VALUES OF GENERATION MILLENNIALS
Optimism Civic duty Confidence Achievement Sociability Morality Street Smarts Diversity
ON-THE-JOB CHARACTERISTICS OF MILLENNIALS
ASSETS LIABILITIES
-Collective action -Need for super-
-Optimism vision & structure
-Tenacity -Inexperience,
-Heroic spirit particularly with
-Multitasking capabilities handling difficult
-Technological savvy people issues
What Shaped the Millennials
They are impatient but smart. They expect results immediately.
Instant rewards associated with utilizing technology as the World Wide Web
Prefer technology that is portable
Unpredicted accessibility to events that occur worldwide
Grown up in a world where cell phones, pagers, the Internet, and the Web have always existed and are common place
Common Messages Provided To Millennials
Be smart. Leave no one
behind Connect 24/7 Achieve now Serve your
community
Some Facts
97% own a computer 76% use instant
messaging 15% of IM users are
logged on 24 hours a day/7 days a week
34% use Web sites as their primary source for news
28% own a blog and 44% read blogs
49% download music using peer-to-peer file sharing
75% have a Facebook account
What Do They Look For?
Need for Ongoing Learning
High Expectations of Employers
Goals, Goals, Goals Desire for Immediate
Responsibility Balance and
Flexibility
What Supervisors Need To Know
Provide structure Provide leadership and
guidance Encourage the
Millennial’s self-assuredness, “can-do” attitude, and positive personal self-image
Take advantage of the Millennial’s comfort level with teams. Encourage them to join.
What Supervisors Need To Know
Listen to the Millennial employee
Millennial employees are up for a challenge and change
Millennial employees are multi-taskers on a scale you’ve never seen before
Take advantage of your Millennial employee’s computer, cell phone, and electronic literacy.
What Supervisors Need To Know
Capitalize on the Millennial’s affinity for networking
Provide a life-work balanced workplace
Provide a fun, employee-centered workplace.
6 Principles of Millennial Management
You be the leader Challenge them Let them work with
friends Have fun Respect me Be flexible
Mentorship
Set up a reverse Mentor Program– Procter and Gamble
Siemens: tutoring middle-aged executives
– Jack Welch: GE: Knowledge that younger employees bring to the table assist in reverse mentoring their employers as well
Get Ready for the Millennials
Be Prepared For:– High expectations– Possible
involvement of parents
Don’t…– Expect them to pay
their dues– Throw a wet blanket
on their enthusiasm
Do…– Encourage them– Mentor them– Learn from them
Where Employers Go Wrong…
Not meeting their high expectations
Discounting their ideas for lack of experience
Allowing negativity Feeling threatened
by their technical know how
When The Door Opens…
75 million Millennials are preparing to join or are have joined the workforce.
The average Baby Boomer is in their late forties/fifties. They will be moving on/retiring sooner rather than later.
Half the school teachers plan to retire within five years
60% of all Federal workers who are Baby Boomers state they are on the verge of retirement
• The need to fill the void left by the extreme number of Baby Boomers leaving the workforce.
Overview of Millennial Characteristics
• Confident • Hopeful • Goal- and
achievement-oriented • Civic Minded • Inclusive • Tech savvy • Multi-tasking • Staying connected