...Generational Influences on Learning Myra R. Nickles Webster University Generational Influences on Learning Overview/Summary of Article written by Sandra Gibson: E N H A N C I N G: Intergenerational Communication in the Classroom: Recommendations for Successful Teacher-Student Relationships and article written by Lynn Lancaster and David Stillman: From World War I to the World Wide Web: traditionalists, baby boomers, generation Xers and Millennials at work. The article written by Lynn Lancaster and David Stillman: “From World War I to the World Wide Web: traditionalists, baby boomers, generation Xers and millennials at work” is an excerpt from a book written by Lancaster and Stillman entitled , “When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work.” This article discusses four separate distinct generations that make up the modern day workforce. The Traditionalists or individuals born between 1900 and 1945 make up approximately seventy-five million people. The largest population ever born in this country, the Baby Boomers, born between 1946-1964, total approximately eighty million. The smallest numbered group of approximately forty-six million, the Generation Xers, were born between 1965-1980, and the Millennials, born between 1981-1999, make up of approximately seventy-six million. Lancaster and Stillman, (2003). Sandra Gibson in her article, “E N H A N C I N G: Intergenerational Communication in the Classroom: Recommendations...
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...ABSTRACT This paper looks at the challenges of intergenerational as well as intercultural communication. It will examine where these challenges come from and how best to overcome them for effective workplace communication. Effective Communication Communicating Across Generational and Cultural Lines With people working later in their lives, there are more generations in any given workplace than ever before. The topic of intergenerational communication has moved to the forefront as it carries its own unique challenges and rewards. The International Encyclopedia of Communication refers to intergenerational communication as applying “to interactions involving individuals who are from different age cohorts or age groups” (Intergenerational Communication). Simply put, intergenerational communication means the way in which we communicate between different generations in the workplace. Currently there are four potential generations in the workplace. Each has their own unique set of values and way of working. Rieva Lesonsky defines each generation in her article Managing Different Generations in the Workplace: 1) Traditionalists – Born between 1922 and 1942 “These are the traditionalists, valuing hard work and commitment, loyalty to a cause and a company. "Whatever it takes" can be heard as their motto, and they will do just that to get a job done. However, Builders like things to be the way they've always been; what worked for them will work for others. They are...
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...Generational Diversity in the Workplace Managerial Communications 10/14/2011 Today, the workplace environment is comprised of people, both males and females from all different cultures and generations. For the first time in U.S. history there are four different generations out in the workforce. A generation can be defined as a group of individuals born within a term years having similar ideas, goals, attitudes and experiences. It can also be defined as the average period between the birth of parents and the birth of their children. Resources differ as to when some generations start and end; a generation is usually around 20 years long. generational differences are based on broad variations in values that develop based on the contrasting environment and social dynamics each generation experiences as they come of age. In the workplace, these differences seem to be generating clashes around work-life balance, employee loyalty, authority, and other important issues.Generational differences are based on broad variations in values that develop based on the contrasting environment and social dynamics each generation experiences as they come of age. In the workplace, these differences seem to be generating clashes around work-life balance, employee loyalty, authority, interpersonal relationships and other important issues (Notter, 2007). Sometimes contradictions and problems arise when identifying the characteristics of a generation. Some studies in the 1980’s described...
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...Managing the Generations Billy Henderson Prior Learning Essay Dr. David Williams February 28, 2012 Managing the Generations Managing employees can come easy to some managers, but one part of managing workers is a little more difficult than a manager figure, and that is managing the different generations. In August of 2011 I was able to attend training for supervisors and managers that showed them the difference in the generations in the workforce. This was the first part of a three part training that we will be required to attend. For the first time in the history of the U.S. there are four different generations in the workforce. (Zemke, Raines & Filipazak, 2000) The first thing that I am going to discuss is four basic managing styles. Autocratic management style was the first management style that we covered. The autocratic management style is considered the classical approach to management. With this style managers try to have and keep the authority and decision making themselves without depending on other workers. During the past 30 years this style of management has been criticized do to the higher turnover rate in organizations. These type of managers want things done their way with no questions asked, and do not want to listen to anyone, it is either their way or no way. This style is used in the Military and during crisis management situations where this style would work the best. (Foong) The next management style is a Bureaucratic Management Style. This...
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...“Carmakers Target Gen Y” Jacob Jasper Barnes, III Strayer University – Lower Bucks County Campus Dr. Gary White MKT 505 – International Marketing August 12, 2012 1. Explain the strategy behind Asian automakers targeting Gen Y. Asian automakers have are targeting the young generational consumers referred to as the Gen Y for many different reasons. Amongst the many reasons is the sky-rocketing price of gas. The young generation is becoming more sensitive to cost than ever before. They want to spend less and get more, if possible. They have found that high priced gas guzzlers are not so popular anymore. With the price of gas being at an affordable standstill for years, it means that Asian automakers now have the opportunity to target young US consumers that are looking for small, reliable, and fuel efficient vehicles. According to a survey conducted by Consumer Reports National Research Center, 2012, it shows people are driving less and looking for more fuel efficient cars. Asian automakers understand that America is in a crunch so people are looking for more but for less. Their aim is to introduce lines of vehicles that are not only fuel friendly but are pocket friendly as well. As stated by consumer affairs “There are 64 million Gen Y buyers coming into the marketplace," stated by Jim Lentz, Toyota's group vice president and general manager. "We know when they come to market to buy a vehicle, new or used, they will spend on average about $15,000." So Asia figured...
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...#3: Case 7-2 “Carmakers Target Gen Y” Monique S. Kearson Dr. Bao MKT 505 February 12, 2012 Introduction Generation Y is a group of US citizens that were born in the early 1980’s and 2002. They are referred to as Gen Y and Eco Boomers, as they have been said to have a tremendous impact on the generation. With totals nearing 81 million the Gen Y era has been the largest of that since the Baby Boomer age. They hold great credit and spending standings with over 200 or more billion reported annually. The ages for the Gen Y range currently from 10 to 30 years of age. I myself can highly relate to many of these findings due to the fact that I am a part of this generation Y era and I do find it to be true and very accurate.(Generation Y) 1. Explain the strategy behind Asian automakers targeting Gen Y Asian automakers have sought out to target the Generation Y consumer for many reasons. They have found that high priced gas guzzlers are not so popular anymore. Gas has not been at an affordable standstill for years. What does this mean to Asian automakers? They have the opportunity to target young US consumers that are looking for small reliable and fuel efficient vehicles. Asian automakers understand that America is in a crunch so people are looking for more but for less. Their aim is to introduce lines of vehicles that are not only fuel friendly but are pocket friendly as well. As stated by consumer affairs “There are 64 million Gen Y buyers coming into the marketplace,"...
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...Much Needed Technology The article “Can You Hear Me Now” by Sherry Turkle talks about this generation’s obsession with technology. In my essay I will be talking about how adults and kids today always need to be using their phones, iPads, iPods, etc to get through their daily routine. We are so used to having technology at our fingertips, what would happen if we got it taken away? Would we be able to function? In Turkles writings the article states “We spend hours keeping up with our e-mails… “I look at my watch to see the time. I look at my Black Berry to get a sense of my life”(273). I agree with what Turkles is saying because we need to learn how to not be dependent on technology like it used to be. Technology does not have to be everything to us; it just needs to help us along the way. Today technology has essentially taken over; you can find anything you need for your everyday routine. From grocery stores, social networking, email, games, stocks and also the newspaper. In an article by Clay Shirky called “Traditional Newspapers are Becoming Extinct” states that “the problem newspapers face isn't that they didn't see the internet coming”(opposing viewpoints). Newspapers used to be such a big thing but now that the internet has arrived things like that are slowly disappearing. The world of technology is basically telling everybody that to get these things they need to have a piece of technology like an iPad, iPhone, laptop, or a regular desktop computer to just get these...
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...Using Social Networking for Performance Reviews Introduction Managers within any company are called upon to complete many tasks. One of their many tasks is to evaluate their subordinates work performance. Evaluating an employee’s work is critical to the company, department, and division. As a manager time has to be set aside for an employee’s performance review so that the manager can inform that employee of their performance over a specific time frame. If completed right, performance reviews will be a great tool to measure the effectiveness of all employees within any organization. Agree or disagree with this statement and provide reasons for your response. “If you have regular conversations with people, and they know where they stand, then the performance evaluation is maybe unnecessary.” Performance evaluations or performance appraisals are the process that assesses an employee’s job performance and productivity according to certain pre-established criteria and organizational objectives (Bacal, 2004). Some reasons for performance evaluations are performance improvement, promotions, terminations, and more (Noe, Hollenbeck, Gerhart, & Wright, 2011). Most performance evaluations are conducted annually but they can be conducted sooner if need be. Performance appraisals when conducted must be conducted correctly because there can be legal ramifications in not done right. To hold a regular conversation with people will never take the place of a performance...
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...X and Y in the Workplace In an age of hard economic times, two income families, and the offspring of the baby boomers, Generation X and Y learned to adapt to changes very early in their lives. Instead of coming home to mom sitting in the kitchen with cookies and milk, children were shuffled off to daycare facilities or baby sitters. Others called “latchkey” children, came home to an empty house with instructions to get their homework done, never answer the door, and wait until “mom and dad” came home. These individuals are independent, resourceful, and extremely clever with technology. As they enter the workforce the need to be extremely self-sufficient is a key to success and job fulfillment. The downturn of the current economy combined with corporate buyouts and layoffs, Generation X and Y find themselves working alongside an aging workforce with the belief that corporations do not value their contributions and hard work. This concept makes it difficult for these individuals to attain projected financial goals and be successful. Seeking to retire at an early age to enjoy life, Generation X and Y are optimistic of the future and thrive to find balance in their professional and personal lives. Expectations and Influences The expectations and influences of Generation X and Y impact the workforce differently in many ways because of life experiences and backgrounds. Generation X, born between 1965 and 1980 grew up in the shadows of the boomer generation. Generation Y, born...
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...PSY 302 The following 6 slides are an example (my writing) of how the introduction can be structured. If I were to use this as an actual introduction, it would be 2 paragraphs; I have broken it into 6 slides so that it is easier to see the separate pieces. Each of the slides has a note explaining its connection to the introduction. Paragraph 1 This slide shows the general introduction of the primary concept (selfperception), and a secondary topic (generational differences) to begin the paper. The so-called Millennial Generation, those born between 1982 and 2000, have often been characterized as narcissistic, self-serving, and because of social media sites such as Facebook, selfaggrandizing. There is plenty of evidence to suggest that this line of thinking is both fact and fiction. Indeed, some suggest that it is not generational, but rather developmental, meaning that the current age of the average millennial is somewhere in the 20s, which is a period when individuals often display inflated self-perceptions. Paragraph 1 This slide shows the beginning of the literature review. The underlined portion is the transition from the previous idea/paragraph. Trzesniewski et al. (2008) specifically asked this question, testing the hypothesis of whether there are crossgenerational differences in levels of narcissism among US college students. Their findings support the notion that the Millennials are no more or less narcissistic than previous generations of college...
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...Running head: CASE STUDY – HARPO Case Study – Harpo December 1, 2010 Case Background & Overview Xerox and other companies are getting worried that they will lose valuable knowledge with the retirement of the older workers of the baby boomer generation (Colquitt, J. A., Lepine, J. A., & Wesson, M. J., pg.283). What are the possible solutions to retain the information and keep the company successful? Case Study Are communities of practice, which tend to be technology-based, likely to bridge the generation gap and allow knowledge sharing between the generations of employees at Xerox (Colquitt, J. A., Lepine, J. A., & Wesson, M. J., pg.283)? Bridging the generation gap in business seems to be a difficult task. For a company to remain competitive and be successful, it must learn how to close the communication gap between generations. Communities of Practice (CoP) are groups that form to share what they know and to learn from one another regarding some aspects of their work (Nickols, 2003). The success of a particular Communities of Practice depend upon the issue, process, or practice area around which it is organized and upon which it is focused. In general, however, the mission or outcomes encompass: * stimulating interaction * fostering learning * creating new knowledge * identifying and sharing best practices Many young and energetic workers at Xerox are ready to take the reins from their older counterparts. Through technology and good communication...
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...Q1. Argue for the most relevant segment criteria to be used in the international market selection process? Red bull has consistently worked on growing international sales. Red bull has a well developed network of local subsidiaries set up in key markets to oversee distribution in any given region. Instead of targeting largest distributors with greatest reach, red bull targets small distributors who often become exclusively red bull distributors. Small independent venues are also the first targets. Red Bull does not use traditional market the local subsidiaries are responsible for local marketing content such as oral marketing, bill boards and radio. Q2.Which changes would you suggest for red bull’s future global marketing mix in order to make future challenges? Have an ability to gain new customers and retain current customer loyalty: With Red Bull’s target market currently aimed at the Generation Y’s (15 – 30 year olds) there is the question of whether this generation will continue to drink Red Bull as they grow older. And will the next upcoming generation accept this product as their own. They should segment the market in two difeernt ways, one relating to the youth. Second to the older generation Have Health and Social Implications: Due to growing pressure on organisations in society, Red Bull now promotes their product with current societal and health issues in mind. Childhood obesity and type 2-onset diabetes has become a major issue across western developed nations...
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...The traditionalists, also called “Veterans, Matures, the Silent Generation and the Greatest Generation,” were impacted by many significant experiences including World War 2 and the Great Depression (WCF, n.d.). Living through those difficult times characterized this generation as hard workers that respect authority and have a strong sense of duty. Having this no nonsense approach to life can affect their career sensibilities. It is common for traditionalists stay in the same job throughout their lifetimes. This also means that they expect the organization to treat them with respect and dignity in return. Personal fulfillment in a job may not be as high of a priority for this generation, but they expect to be compensated and treated fairly. Baby Boomers The Baby Boomers came to rise as veterans returned from World War 2 and wanted to get back to normal life. It is a large generational group and currently makes up 50 percent of the workforce (Gesell, 2010). They grew up in a time that people were known for challenging authority, seeking reform, and confrontation. As this generation entered the workforce they broke out of the more autocratic style of their parents. They seem to prefer to meet in person and one-on-one contact with coworkers (WCF, n.d.). Baby Boomers also tend to seek recognition through their organizational role and compensation level. Working hard to get that recognition is a common practice for this generational group. It is because of their...
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...Macro environment Demography environment Vitamins are very scarce in our everyday diet. This caters to many people including myself. What Nike Vita-fuel can offer to those who aren’t familiar is a new exciting way to boost energy and stay healthy. It is definitely a new trend to go to the gym and stay healthy, but this product allows all types of people to gain its benefits, ranging from bodybuilders, the average person, and even people who are out of shape and trying to start a better lifestyle. Millennials (Gen Y or echo boomers) are a new type of age group who are constantly interacting via facebook and instagram where pictures are the main source of entertainment. As sad as it sounds, people have never been more superficial and thus want to look good to impress others. With the brand equity Nike has, it will attract a plethora of customers. Natural environment Natural environment is one of our strongest marketing assets. Large problems like raw materials and pollution are irrelevant and an advantage for us. We do not consume raw materials for our production and have no negative affect to the pollution in our planet. This can be used to the many people who are realizing our environment is slowly deteriorating from many companies and will be up for our natural way of producing our product. We can strategize to market to eco-friendly customers who are at an all time high. • Technological environment Technology has never been better, and everyone...
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...Redesign of Hershey’s Performance Management System Hershey Company employs diverse groups of employees to include baby boomers and millennial workers. Hershey has redesigned their performance management system to appeal to both generations focusing on knowledge workers, employee empowerment and teamwork. Hershey Company benefits from both its baby boomers and millennial workers because they represent its knowledge workers. According to Noe, Hollenbeck, Gerhart, & Wright (2011), “ Knowledge workers are employees whose main contribution to the organization is specialized knowledge, such as knowledge of customers, a process, or a profession” (p.35). Baby boomers and millennial workers’ specific knowledge is important to the successful operations of Hershey. Hershey’s redesigned performance management system appeals to both generations in terms of employee empowerment. Hershey Company has a mentoring program in place where the baby boomers are paired with millennial workers to develop a professional relationship between the new millennial workers and the experienced baby boomers. In this mentoring program, baby boomers feel empowered because they are able to advise and guide the younger generation to Hershey’s corporate practices and processes by sharing their own experience and knowledge acquired from working at Hershey. Hershey challenges the younger generation with special projects to help them develop thinking skills and talent, which makes them feel involved and...
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