This book, based on a very popular workshop that Abrams has presented across the U.S. and Canada, will address how all educators can look through a generational filter to be more effective communicators, teachers and administrators; to help ...
Author: Jennifer Abrams
Publisher: Corwin Press
Bridge the generation gap and achieve outstanding results! Age-related misunderstandings don’t arise just between teachers and students—in some schools, staff from four generations might work side by side. In this book, based on a popular workshop, educators can learn how to look past generational filters to improve communication and reap the benefits of collaboration. Focusing on the major contexts of recruitment, coaching, professional learning, and succession planning, the book offers: Tools, checklists, and recommendations for professional learning that meets multigenerational needs Professional development activities that cultivate understanding of generational differences and strengthen workplace culture Real-life stories and case studies
The Remix is an essential guide for anyone looking to navigate today’s multigenerational workplace, which is more diverse and varied than ever before.
Author: Lindsey Pollak
Category: Business & Economics
A Wall Street Journal and Financial Times book of the month Millennials have become the largest generation in the U.S. workforce, and Generation Z workers are right behind them. Leaders and organizations must embrace the new ways of working that appeal to the digital-first generations, while continuing to appeal to Baby Boomers and Generation X, who will likely remain in the workforce for decades to come. Within any organization, team, meeting, or marketing opportunity, you will likely find any combination of generations, each with their own attitudes, expectations, and professional styles. To lead and succeed in business today, you must adjust to how Millennials work, continue to accommodate experienced colleagues and pay attention to the next generations coming up. The Remix shows you how to adapt and win through proven strategies that serve all generations’ needs. The result is a workplace that blends the best of each generation’s ideas and practices to design a smarter, more inclusive work environment for everyone. As a leading expert on the multigenerational workplace, Lindsey Pollak combines the most recent data with her own original research, as well as detailed case studies from Fortune 500 companies and other top organizations. Pollak outlines the ways businesses, executives, mid-level managers, employees, and entrepreneurs can tackle situations that may arise when diverse styles clash and provides clear strategies to turn generational diversity into business opportunity. Generational change is impacting all industries, all types of organizations, and all leaders. The Remix is an essential guide for anyone looking to navigate today’s multigenerational workplace, which is more diverse and varied than ever before.
This book actually tackles the issue of properly integrating the newest generation - the 'Millennials', into the workforce and challenges the unrealistic belief that all that needs to happen is for younger generations to be 'changed' to ...
Author: Robert G. DelCampo
Category: Business & Economics
For the first time in history, four distinct and very different generations are working together. Generational conflict is one of the last bastions of acceptable discrimination in today's workplace. Each generation has different beliefs, expectations, values, learning styles, and desires. These result in a strong tendency for them to adopt different work habits. Managing employees of several generations is not an easy task, but it is the reality of the business world today. The creation of a culture and coordinating programs that foster communication and collaboration between all of the generations present in the workforce will help to alleviate the difficulties managers may encounter. In order to truly create a cohesive workplace, managers must encourage employees to view generational difference as a valuable strength rather than a weakness. Based on rigorous academic research, Managing the Multi-Generational Workforce identifies the characteristics of the different generations, considers their expectations and values, and how these influence the way they relate to each other. The authors then examine implications for organizational culture and structures, recruitment and retention tactics, training, and management styles and approaches. This book actually tackles the issue of properly integrating the newest generation - the 'Millennials', into the workforce and challenges the unrealistic belief that all that needs to happen is for younger generations to be 'changed' to conform to workforce norms. As younger generations enter the workforce, and eventually dominate it, workforce norms will change. Any firm or manager competing in today's war for top talent will find this book indispensable.
In this book, based on a popular workshop, educators can learn how to look past generational filters to improve communication and reap the benefits of collaboration.
Author: Jennifer B Abrams
Bridge the generation gap and achieve outstanding results! Age-related misunderstandings don't arise just between teachers and students--in some schools, staff from four generations might work side by side. In this book, based on a popular workshop, educators can learn how to look past generational filters to improve communication and reap the benefits of collaboration. Focusing on the major contexts of recruitment, coaching, professional learning, and succession planning, the book offers: Tools, checklists, and recommendations for professional learning that meets multigenerational needs Professional development activities that cultivate understanding of generational differences and strengthen workplace culture Real-life stories and case studies
This all-new edition of the seminal book on navigating the multigenerational workplace takes a fresh look at a growing challenge, now exacerbated by the youngest employees.
Author: Ron Zemke
Publisher: Amacom Books
Category: Business & Economics
At no point in history have so many different generations of employees worked side by side, and they're not always happy about it. This guide explains the differences in values, ways of working and thinking of four distinct generations.
Author: Society for Human Resource Management (U.S.)Publish On: 2010-04-01
Illustrating the opportunity HR leaders have in their respective industry sectors to create competitive success, this handbook demonstrates how generational differences can be strategically managed in terms of differing experiences, values, ...
Author: Society for Human Resource Management (U.S.)
Publisher: Society for Human Resource
Category: Business & Economics
Illustrating the opportunity HR leaders have in their respective industry sectors to create competitive success, this handbook demonstrates how generational differences can be strategically managed in terms of differing experiences, values, and expectations. Covering a wide spectrum of pertinent issues, this guide provides a unique perspective on how, for the first time in history, four generations are working side-by-side—Traditionalists, Baby Boomers, Generation X, and Millennials. Emphasizing how each group brings different work styles and strengths to the workplace, this analysis offers recommendations on how organizations can benefit from this diverse and broad base of knowledge.
Although every individual responds differently to different types of management techniques, the intent of this book is to provide management techniques specifically intended to motivate the millennial generation and bridge generational gaps ...
Although every individual responds differently to different types of management techniques, the intent of this book is to provide management techniques specifically intended to motivate the millennial generation and bridge generational gaps between baby boomers, gen Xers, and millennials. Issues with managing people from different age groups can create challenges because of differing ideologies between the generations. In the case of the USPS, when new employees are hired the attrition rate has been as high as 40% or more. Many times, it is because there is an underlying animosity or disagreement on how work should be conducted. This can be linked to previous generations perception that millennials have a inferior work ethic than them and is considered a substantial characteristic that promotes conflict between the generations in the workplace. The general beliefs about the generations are that the Generation X'ers were considered the "Slacker" generation, Baby Boomers were considered workaholics, and Millennials are considered entitled, lazy, and narcissistic These preconceived stereotypes can have an effect on how management deals with the newcomers and how the interactions are perceived.
Author: Management Association, Information ResourcesPublish On: 2019-07-05
Five Generations and Only One Workforce: How Successful Businesses Are Managing a Multigenerational Workforce examines pivotal issues surrounding generational differences and management in the workplace including challenges in employee ...
Author: Management Association, Information Resources
Publisher: IGI Global
Category: Business & Economics
Due to more individuals retiring at a later age, today’s workforce consists of five generations of workers with various educational backgrounds, ages, experience levels, and skills. Managers and business owners are now faced with the challenge of providing a work space that encourages the new ideals of millennials while also balancing the needs and desires of older employees. As such, new methods and strategies of working and managing efficiency in the workplace need to be explored. Five Generations and Only One Workforce: How Successful Businesses Are Managing a Multigenerational Workforce examines pivotal issues surrounding generational differences and management in the workplace including challenges in employee engagement, project management, and training. Highlighting a range of topics such as generation gap, workforce diversity, and senior workers, this publication is an ideal reference source for business practitioners, managers, executives, professionals, human resources managers, and researchers who are seeking more information on managing a multigenerational workforce.
Solving the talent challenges of our time will require developing a high-functioning multigenerational workplace. A workplace with the flexibility to contain contradictions, support multiple value sets, and allow for mass-customization.
A few years ago, demographic forecasts showed mass retirement of baby boomers, coupled with predictions of labour shortages and an arriving, unruly crowd of millennials with completely different workplace values. But the reality of the transition is significantly more complex and nuanced. The future that many expected is being altered by changing labour laws around retirement and age discrimination, the rise of the gig economy, new collaborative work models, and the looming disruption of knowledge work due to Artificial Intelligence and machine learning. There is also a persistent tendency to underestimate the demographic of employees with young families, and the way this can impact employee priorities and attraction/retention strategies for organizations. Solving the talent challenges of our time will require developing a high-functioning multigenerational workplace. A workplace with the flexibility to contain contradictions, support multiple value sets, and allow for mass-customization.
As the topic of age diversity in the workplace becomes increasingly important, this book is the first to show how organizations can provide learning and development opportunities and activities for a mixed generational workforce, and how to ...
Author: Angela Mulvie
Category: Business & Economics
As the topic of age diversity in the workplace becomes increasingly important, this book is the first to show how organizations can provide learning and development opportunities and activities for a mixed generational workforce, and how to deal with the issues arising from such a strategy. Going beyond the theory, the book uncovers how learning and development for a multigenerational workforce works in practice and provides case studies throughout. Key themes include: • how organizations can determine the learning and development needs of a multigenerational workforce, and the psychology of learning for different groups; • how a strategy for learning and development for a mixed generation workforce can be established and delivered; • the resource implications of this provision and how organisations dealing with them to ensure flexibility; and • how the outcomes and impact of such provision can be measured. With both research-based and practical content, the book is suitable for both Master’s level programmes in HRM and HRD, and for learning and development professionals.
The author has brought the cutting edge of reality to the reader in his latest book in which he examines the challenges of multi-generational workforce issues and the diversity understanding required for resolution.
Author: Audrey Aubert
The author has brought the cutting edge of reality to the reader in his latest book in which he examines the challenges of multi-generational workforce issues and the diversity understanding required for resolution. His insight explodes onto the written page and brings into clear focus the answers for these challenges as all generations continue to seek viable solutions to be able to work together to achieve the mission statement of their organization and the pursuit of excellence as a team, despite differences. Examples of typical workforce scenarios and corresponding responses from multi-generational levels and perspectives are provided by the author.
But the conventional wisdom is wrong. It isn't so complicated, and it doesn't have to be so difficult. InUs vs. Them, Jeff Havens offers a simpler, more intuitive model – and actionable solutions.
Author: Jeff Havens
Publisher: Ft Press
Category: Business & Economics
Discover a simpler, smarter way to understand generational differences in the workplace - and overcome them! For 30 years, discussions about generational differences at work have grown increasingly complex and frustrating. Beginning with Generation X, experts have identified three, then four, and now even five distinct generations operating side by side - each allegedly unique and requiring their own management approach. If you buy all that, the more generations that share a workplace, the tougher it is to collaborate productively. But the conventional wisdom is wrong. It isn't so complicated, and it doesn't have to be so difficult. In Us vs. Them, Jeff Havens offers a simpler, more intuitive model - and actionable solutions. Think of two generations, not five: older, more experienced workers, and their younger, less experienced counterparts. Suddenly, you can frame generational issues in a more straightforward and sensible way - and find simple solutions that were previously intractable. Packed with statistics, historical analyses and real-world examples, Us vs. Them addresses each root cause of generational tension at work, including differing attitudes toward loyalty, innovation, change, career advancement, and continuing education. Havens cuts through stereotypes, offering surprising (and evidence-based) insights about both older and younger employees. Once you see your workplace in this simpler, more accurate way, it's easy to master Havens' powerful strategies for tackling generational issues. From planning career advancement and succession to managing the pace of innovation, you can put Havens' ideas to work right now - and for the rest of your career. Whether you're an executive, HR pro, talent strategist, or entrepreneur, if you want to get the most out of your people regardless of their age, you need Us vs. Them.
This book also identifies areas of further research e.g emotional intelligence to deal with the upcoming challenges in the workplace due to a multi-generational workforce.
Author: Dimpy Satija
The book starts with the objective of exploring the influence of a multigenerational workforce on the training process in software firms. The secondary research explores the concepts, various needs, objectives and methods of training and also highlights the differences between the traits of different generations. The research explores the role of training in coping with the challenges created at workplace because of a multigenerational workforce. Qualitative and quantitative data collection methods are used to collect the primary data for this research. Research findings correlate with both the primary and secondary sources of data to establish a link between the training and learning styles of different generations. The findings strongly suggest that modifying the training programs according to learners' needs and their learning style can actually prove to be quite beneficial in dealing with the multigenerational workforce's challenges. This book also identifies areas of further research e.g emotional intelligence to deal with the upcoming challenges in the workplace due to a multi-generational workforce.
Bridge the generation-communication gap It's hard to believe. Almost three decades can separate your youngest staff members from the oldest. While the 20-something, "Generation Y" nurses are concerning themselves with flexible scheduling and paid time off, their over-60, "Traditional" counterparts are light years away--worrying about pension plans and professional recognition. In between, you have to contend with "Generation X" staffers and "Baby Boomers" who are clamoring for an entirely different set of needs and priorities. Whatever you call them--Generation Y or Millennials; Traditionals or Silents; Generation X, Baby Boomers--managing your multigenerational staff can add up to a very gnarly problem.Don't let generation gaps lead to miscommunication and staff conflict In order to manage a multigenerational workforce successfully, the nurse manager has to take into consideration each generation's unique priorities, motivators, skills, communication styles, and experiences. That's a tall order for any manager--but especially in today's stressful hospital environment. Until now, help has been hard to find. Judith "Ski" Lower RN, CCRN, CNRN, MSN, a well-known and highly respected nursing expert, addresses the problem head-on in her new book, "A Practical Guide to Managing the Multigenerational Workforce: Skills for Nurse Managers." Drawing on her many years of experience successfully managing across the generation gap, Lower's helpful new book will show you how to: Identify generational differences Identify the main characteristics and formative years of the Traditional Generation (The Silents), Baby Boomers, Generation X, and Generation Y so you can understand their reactions and what motivates them. Recognize educational styles that work for each generation Online? Classroom? Self-paced? Hands-on? Discover different educational methods that appeal to multiple generations. Identify and provide the feedback each generation wants and needs Silent Generation nurses may have little interest in annual performance reviews, while Generation X nurses want feedback instantaneously. Understand how to provide personal feedback and effective performance reviews. Illustrate improved scheduling by understanding generational needs Silent Generation nurses may prefer a consistent schedule. Generation Y nurses may require flexibility to meet the needs of their young families. Understanding your staff's needs will help you create schedules that work for all. Formulate retention strategies that work for every generation Generation X nurses may respond best to promotions or pay increases. Baby Boomer nurses may be motivated by recognition and service awards. Learn what feedback works best for each member of your staff. Develop policies to embrace differences to manage more effectively Gain a better understanding of each generation's motivators and learning styles along with proven strategies to facilitate communication and encourage respect. Who should read this book? Nurse managers, directors of nursing, chief nursing officers, VPs of nursing, nursing home administrators, HR directors, staff educators and RNs.Table of contents: Chapter 1: The Silent Generation Chapter 2: The Baby Boomers Chapter 3: Generation X Chapter 4: Generation Y Chapter 5: Schedules Chapter 6: Balancing work and life Chapter 7: Learning Chapter 8: Participation and involvement Chapter 9: Performance reviews, feedback, and promotions Chapter 10: Working together Chapter 11: Retention and Recognition Chapter 12: What will the future look like?Learning Objectives List the names of the four generations currently in the workforce Identify key events that shaped the Silent Generation's formative years Evaluate how social and family circumstances affected the Silent Generation's characteristics Describe key events that shaped the Baby Boomer's formative years Evaluate the impact that social and family circumstances had on Baby Boomers Identify key events that shaped Generation X's formative years Discuss how social and family circumstances affected Generation X's characteristics Identify key events that shaped Generation Y's formative years Explain how social and family circumstances affected Generation Y's characteristics Discuss why disagreements between the generations may arise over scheduling Determine strategies for planning schedules that meet the needs of all generations Discuss what different generations want in terms of work/life balance Identify holiday and vacation options that meet the needs of all generations Recognize the different learning styles of each generation Identify orientation strategies that can help Generation Y nurses become successful Explain why Silent and Baby Boomer generation nurses are often the only ones to sign up for committees Discuss how managers can encourage all generations to become involved in committees, task forces, and meetings Describe strategies for ensuring that performance appraisals meet the needs of all generations Develop strategies for the provision of ongoing feedback Examine the barriers that prevent effective multigenerational communication Discuss strategies a manager may use to encourage social interaction and team work Identify programs for helping older nurses remain in the workforce Develop programs for helping Generation Y achieve work/life balance Discuss strategies for enhancing the workplace of the future Faculty Disclosure Statement HCPro Inc. has confirmed that none of the faculty/presenters, planners, contributors, or their partners/spouses have any relevant financial relationships to disclose related to the content of this educational activity.
This book is the first to address the creation of multigenerational strategies in the higher education workplace based upon substantial empirical studies and qualitative research.
Author: Edna Chun
The higher education literature on workplace diversity has overlooked the development of multigenerational workforce strategies as a key component of an inclusive talent proposition. While race, gender, sexual orientation, disability and other demographic attributes have gained considerable attention in diversity strategic planning, scant research pertains to building inclusive, multigenerational approaches within the culture and practices of higher education. Now more than ever, there is an urgent and unmet need to identify actionable strategies and approaches that optimize the contributions of multigenerational talent across the faculty, administrator, and staff ranks. With the goal of enhancing workforce capacity and creating more inclusive workplaces, Leveraging Multigenerational Workforce Strategies in Higher Education offers an in-depth look at multigenerational strategies that enhance institutional capacity and respond to educational needs. This book is the first to address the creation of multigenerational strategies in the higher education workplace based upon substantial empirical studies and qualitative research. Drawing on in-depth interviews with faculty and administrators, the book examines the broad "framing" of generations that consists of stereotypes, narratives, images, and emotions. Through the lens of these narratives, it describes how ageist framing is magnified by other minoritized statuses including race/ethnicity, gender, and sexual orientation, and can result in structural inequality, process-based discrimination, and asymmetrical behavioral interactions in the higher education workplace. A major feature of the book is its focus on best-in-class HR and diversity policies and strategies that institutional leaders can deploy to overcome generational and ageist barriers and build an inclusive culture that values the contributions of all members. Due to its practical and concrete emphasis in sharing leading-edge policies and practices that comprise a holistic multigenerational workforce strategy, the book will serve as a concrete resource to boards of trustees, presidents, provosts, deans, diversity officers, department chairs, faculty, academic and non-academic administrators, diversity and human resource leaders, and diversity taskforces in their efforts to create strategic, evidence-based multigenerational workforce approaches. In addition, the book will be utilized in upper division and graduate courses in higher education administration, diversity, human resource management, educational leadership, intergenerational issues, gerontology, social work, and organizational psychology.
With the possibility of managing five generations in the workplace, today's leader faces both the frustrations and benefits that multigenerational teams present.
Author: Jamie B. Gelbtuch
The English writer George Orwell famously said, "Each generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it." The existence of five generations in today's project management workplace can bring brilliant synergies and frustrations at the same time. We continue to wrestle with typical project management work issues on a daily basis -- timelines, quality control, cost issues, risk management. Yet, we also find the need to develop additional leadership competencies as part of The PMI Talent Triangle(TM). Managing multigenerational teams has come to the forefront of many discussions about organizational success as one of these competencies. This paper will explain why "generational competence" is a critical added leadership skill in the project manager's toolbox. By comparing generational cultures to national cultures, it will help project managers understand the key drivers that shape the five generations in today's workplace and how those impact values and behaviors, particularly in the areas of leadership, time management and prioritization, and communication. It will also identify how, why, and where generations may differ across cultures and suggest best practices for managing multigenerational project teams.
These are some of the values shaping the workplace today.
Author: John Baptist Izzo
Publisher: Fairwinds Press
Category: Business & Economics
These are some of the values shaping the workplace today. Over the past five years there has been a marked difference as to why people stay at one company and not another. An understanding of this changing dynamics is essential for business leaders who want to continue to attract and keep the very best employees. Values Shift defines how and why our work ethic has and will continue to change. It focuses on the six major values people expect the workplace to honor. As well, it offers practical ideas on what companies and managers can do to retain and inspire the people they need and value. Book jacket.