The generations that are in the workplace today

The generations that are in the workplace today: The Veterans, The Baby Boomers, Generation X and Generation Y: 

Dr. Balasubramanian. V The generations that are in the workplace today: The Veterans, The Baby Boomers, Generation X and Generation Y

Guess Who?: 

Guess Who?

Veterans (1922 – 1943)now between 61 – 82 years old Values and Work Ethic : 

Veterans (1922 – 1943)now between 61 – 82 years old Values and Work Ethic Dedication and Sacrifice Hard Work Respect for Authority Adherence to Rules Duty before Pleasure Work ethic influenced by manufacturing economy Obedience and conformity over individualism Seniority and age directly correlated Tend to respond well to directive leadership

Directive leadership Style : 

Much more comfortable with “scientific management” style Comes as result of the military background of this group Very conformist, little place for individual style Directive leadership Style

Baby Boomers (1944 – 1963)now between 41 – 60 years old Values and Work Ethic : 

Baby Boomers (1944 – 1963)now between 41 – 60 years old Values and Work Ethic Optimism Team Orientation Personal Growth Personal Gratification Health and Wellness Involvement Service Oriented Driven by the legacy of World War II Uncomfortable with conflict Can be overly sensitive to feedback Can be judgmental of those who see things differently

Management style for the Boomers?: 

While Organizational Behavioral modifications really began to sink in with the Boomers, they largely responded well (and still do) to “scientific”, directive style of leadership However, desire to see a more referent model begins to emerge Management style for the Boomers?

Looking around…: 

How many of you are described in the previous groups? Interesting in the fact that the values and work ethic of the Veterans and Boomers are natural outgrowths of the previous Looking around…

Now!: 

Now! Let’s focus our attention on the groups that our main discussion is based upon… Generation X Generation Y

Generation X (1964 – 1980) now between 24 and 40 years old Generation X – Values and Work Ethic: 

Generation X (1964 – 1980) now between 24 and 40 years old Generation X – Values and Work Ethic Diversity Thinking globally Balance Techno-literacy Fun Informality Self-reliance “differently oriented toward work” “just a job” Flexible hours, informal work environment, just the right amount of supervision Multi-tasking Give them lots to do and freedom to do it their way

What makes them tick?: 

They tend to avoid corporate politics – they have no orientation for this They are generally not very interested in traditional perks but (WARNING!!!) they will bail out if they see Boomers getting excessive perks They are usually motivated by the prospect of independence, the lack of corporate structure, a lack of rigidity, and the latest technological advances What makes them tick?

How do you teach, train and orient them?: 

Does your department or facility use Web-based training? This group is not afraid to ask questions Say at least 3 times – “We want you to have a life.” Stress upcoming dramatic organizational changes Encourage a learning inventory at the end of each day Stress the importance of training; however, keep the training materials brief and easy to read How do you teach, train and orient them?

The Myths surrounding Gen X : 

They’re materialistic . Many are struggling to make ends meet. This generation is probably the American generation that probably will not replicate or improve on their parents’ lifestyle. They worry that they will not have the money to pay for a house and children’s education. They want to get out of debt. While money is important to them, material wealth and status items are largely scorned. Adapted from Claire Raines, Beyond Generation X ( Menlo Park, CA: Crisp Publications, 1997) The Myths surrounding Gen X

The Myths surrounding Gen X: 

They’re whiners. Gen Xers face some rather daunting challenges – college loans, skyrocketing health care costs – yet most are philosophical about the problems they are inheriting. Adapted from Claire Raines, Beyond Generation X ( Menlo Park, CA: Crisp Publications, 1997) The Myths surrounding Gen X

The Myths surrounding Gen X: 

They have a “you owe me” attitude . No more so than any other generation. Adapted from Claire Raines, Beyond Generation X ( Menlo Park, CA: Crisp Publications, 1997) The Myths surrounding Gen X

The Myths surrounding Gen X: 

They’re not willing to work hard . In interviews, Gen Xers consistently tell us they are willing to work very hard. They don’t want to be taken advantage of, though. Many believe it’s unfair to expect a seventy-hour week for forty hours of pay. And, as a generation, they’re committed to having a life beyond work. Adapted from Claire Raines, Beyond Generation X ( Menlo Park, CA: Crisp Publications, 1997) The Myths surrounding Gen X

The Myths surrounding Gen X: 

They’re living on easy street . In the 1950s, young homeowners could make the monthly mortgage payment by using 14 percent of their income. Today it takes 40 percent. And today, folks older than sixty will get back about $200 for every $100 they put into Social Security. Gen Xers will lose more than $100 for every $450 they contribute. Adapted from Claire Raines, Beyond Generation X ( Menlo Park, CA: Crisp Publications, 1997) The Myths surrounding Gen X

Do not make the mistake of buying into the media stereotype of this group…: 

Once again, these are the latch-key kids all grown up… This group grew up with task lists to be completed with minimal supervision… “Quality time” is a part of their lexicon – make it worthwhile when you have their attention… Make it clear “what’s on the test?” Do not make the mistake of buying into the media stereotype of this group…

Style of management?: 

This group, while understanding a need for conformity in healthcare, and respectful of legitimate authority, wants to see referent power in action Style of management?

Generation Y (1980 - ) now 24 years old and younger Generation Y – Values and Work Ethic: 

Generation Y (1980 - ) now 24 years old and younger Generation Y – Values and Work Ethic Optimism Civic Duty Confidence Achievement Sociability Morality Street smarts Diversity Collective action Tenacity Heroic spirit Multi-tasking Technological savvy Have difficulty dealing with difficult people issues

What makes them tick? : 

They love a challenge They function well as team members – a bit different from their older siblings in Gen X They want to be heroes They want to be surrounded by bright, creative people They want it – right now What makes them tick?

How do you teach, train, and orient them?: 

Allow plenty of orientation time Create a clear, realistic picture of the work environment – good and bad Spell out expectations and goals Take the time to find out their goals and help them define a strategy for meeting them Take note that gender roles of the previous generations do not apply How do you teach, train, and orient them?

The Myths surrounding Gen Y: 

The youth of today are “going to hell in a handbasket.” Experts believe this is a fine group of young people who will make heroes of themselves. Adapted from Claire Raines, Beyond Generation X ( Menlo Park, CA: Crisp Publications, 1997) The Myths surrounding Gen Y

The Myths surrounding Gen Y: 

Today’s kids are getting a great education. Not all of them. Gregory Schmidt of the Institute for the Future, Menlo Park, CA, says, “Tomorrow’s haves and have-nots are already diverging in today’s third grade classrooms as they either advance into the information age or fall behind for lack of reading and math skills or access to computers.” ( Wall Street Journal , 2/9/97) Adapted from Claire Raines, Beyond Generation X ( Menlo Park, CA: Crisp Publications, 1997) The Myths surrounding Gen Y

The Myths surrounding Gen Y: 

Kids need to spend more time reading and less time watching TV and playing video games. Kids are spending more time reading. Business Week reports that surveys show video games cut into TV, not reading time. (4/19/97) Adapted from Claire Raines, Beyond Generation X ( Menlo Park, CA: Crisp Publications, 1997) The Myths surrounding Gen Y

Some takeaways for this generation: 

They are a unique mix – a very independent group politically They are not as conservative as their older siblings in Generation X; however, are not as liberal as their Baby Boomer parents were when they were that age They are religious, but not in a traditional sense Some takeaways for this generation

Don’t forget… : 

These are the children who grew up with Ronald Reagan as “The Great Communicator” Their morality is an outgrowth of being raised in more conservative times They have largely known prosperous times (despite a few hiccups in the early ’90s) They desire a good education so that they can make their mark Really, they are the Veterans in a different generation Don’t forget…

What will make them seek out greener pastures? : 

They respect legitimate authority, but they will follow referent authority Work does not bother them, but it needs to be meaningful, not just busy work Overemphasis on outward appearance – not overall neatness, but picky on insignificant matters Perceived disrespect of their youth What will make them seek out greener pastures?

How can we keep them? : 

Retention “scholarships” – in exchange for a year of employment, we reimburse them for tuition, books, uniform expenses, and a couple of coins ( towards the American Registry of Radiologic Technologists registry examination ) Immediately involve them in QC/PI initiatives in the department, and give feedback to their contribution towards meeting organizational goals Rotating opportunities to be a part of a peer interviewing group How can we keep them?

What was the impact of this group? : 

Created “90 Day Party” for all employees of the service, where the employee is thanked for being one of our care partners, and gives opportunity for folks to interact with others and department leadership Continued emphasis on good communication – instrumental in creating e-mail accounts for all service partners, and also creating the parameters to make sure that they are being appropriately utilized What was the impact of this group?

What is the impact…(cont’d)?: 

This group was not afraid to ask tough questions or tackle tough subjects – questioned Human Resources on creating a more coordinated recruiting effort; questioned the VP of Human Resources on the provision of domestic partners’ benefits; grilled the senior department leadership on various subjects Most importantly, they injected fun into the service again! What is the impact…(cont’d)?

So, what have we learned?: 

Forget scientific management – the days of “I tell, you do”, are over Referent leadership, with appropriate balance between boss and team member Give the kids the chance to succeed, with the appropriate tools needed to get the job done, and they will do it If you believe the stereotypes and media hype, you will miss out on the next great generation of hard workers, willing to sacrifice and make contributions – however, take consideration of their values Create your own practical approach to applying OB to your folks, and don’t miss an opportunity to let them know how much they are appreciated So, what have we learned?

PowerPoint Presentation: 

QUESTIONS?

Thank you, and enjoy WORKING with generation next! : 

Thank you, and enjoy WORKING with generation next !