...Traditionalists, Baby Boomers, Generation X, G eneration Y (and Generation Z) Working Together WHAT MATTERS AND HOW THEY LEARN? h ow different are they? fact and fiction Executive Office, Talent Management Team United Nations Joint Staff Pension Fund New York Secretariat Headquarters Overcoming Generational Gap in the Workplace Rational for Introducing the Generational Communication Gap into the Workplace Casey Carlson!& Deloitte & Touche Study ! Fundamental Questions! Where does your personal view fall in the following generational change spectrum? Level 5: “The generation of people in the top boxes is the only one that matters…the rest just need to grow up or shut up.” Level 3: “The generational change is an emerging issue within our organization but we haven’t done much about it.” Level 2: “We view generational change as an emerging opportunity.” Level 1: “We’re actively changing the work culture to harness! the power of generational change.” Differences in Opinion and Attitude “This generational stuff is just socially acceptable stereotyping…politically correct rationale offered for immature behavior” “When is someone going to ask me what I need?” “Doesn’t everyone want the same thing anyway?” “Even if this generational stuff were true, this is still planet earth and we know how our business needs to be run for it to be a success” “Can we go back to work now? These kids will either get with the program or they’ll leave just like they always...
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...A Facilitator's Conundrum: Facilitating in a Multi-generational Learning Environment Michele Hickman Sullivan University Managing Organizational Conflict CMM521X Dr. Susan Raines May 7, 2014 A Facilitator's Conundrum: Facilitating in a Multi-generational Learning Environment Introduction Learning and development are essential tools in talent management for the American workforce. The ability to learn and grow helps an organization recruit and retain top talent, as well as grow existing talent. These learning opportunities are presented to various individuals at various times. When new talent is hired, individuals with a variety knowledge, skills, and experiences are pulled together in one learning environment, a classroom, to learn the essential tasks required to perform their new role. These individuals are guided on their learning path by a facilitator. The facilitator’s role is to ensure knowledge transfer occurs to each individual in their classroom audience while maintaining an environment conducive to learning. Today’s classroom audience makes this responsibility even more challenging. The facilitator not only has to find the common denominator in knowledge, skills, and experiences; he/she also has to deliver the content simultaneously to a multi-generational audience. An audience with participants who has only heard of a typewriter or seen one in “historical” pictures to others who remember the major family purchase of a colored television and each...
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...Paige Weber Overcoming Barriers In Evidence-Based Practice University of Louisiana at Lafayette Overcoming Barriers in Evidence-Based Practice All healthcare organizations will experience some kind of change over time. When it comes to using evidence- based practice within a healthcare system, deciding on what to implement is the easy part. The hard part is implementing the practice and making it stick. There are many barriers for why implementing EBP is not easily attainable by nurses. Some of these barriers include, "lack of time, lack of value placed on research in practice, lack of knowledge about EBP, lack of technical skills to find evidence, lack of resource to access evidence, lack of ability to read research, resistance to change, and lack of organizational support for EBP” (Schmidt & Brown, 2015, p. 10-11). Personal Barriers A barrier that I can personally relate to is the resistance to change barrier. While orienting to a new job in labor and delivery, I was paired with a preceptor who was a far more experienced nurse than I was. She taught me the ins and outs of labor and delivery, as well as, explained to me why things are done the way they are done. Since she started as a labor and delivery nurse, there has been more research and more evidence-based practice strategies that have come out. My preceptor was resistant to these practices. She felt like there was no reason she should change the way she did certain things. Because she was resistant to change, I felt...
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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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...difficult to apply in the workforce. Human resource practices and policies may be influenced by the overall mindset of a company. The barriers that prevent women from achieving management and executive positions are the same barriers that prevent human resource policies and practices’ from being applied. The gaps in gender equality and wages, created by the barriers, can be discouraging to women from achieving high-level positions. Overcoming the barriers is a task in undoing the mindset that has been instilled deeply within society. Introduction Studies have shown that companies who promote female gender equality surpass their competitors on every measure of profitability, yet women are failing to attain high-level positions. Possible reasons for the persistent wage and gender gap between men and women in senior leadership positions can be found by reviewing current data on women in the workplace, studies on the correlation between gender diversity in senior management and company performance, and literature on gender behavioral differences in the workplace. Women play an increasingly significant role in today’s workforce. “Women make up almost 73 percent of the healthcare workforce, yet there still remains a significant gender gap in management and executive leadership positions” (Lantz, 2008). Even though women’s educational attainment and workforce ranks have increased, their advancements into the higher management ranks is plateauing. The four categories of barriers that prevent...
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...for Positive Influence in the Workplace Influencing is committing oneself to work successfully with others. Influencing is using a range of skills to get work complete and maintain good relationships with others. This plan will address specific differences and how each difference influences behavior in the attitudes, emotions, personalities, and values of people to collaborate with in the workplace. Also, the differences will be addressed on how to effectively address these behaviors to positively influence the team. Differences Attitude is the way people feel about their work and the approach that is taken towards the work. Others can feel the belief through another’s attitude towards work. A positive attitude can be a transfer of feelings to others. Attitudes are focused around three components; beliefs, intentions, and feelings. Attitudes can be addressed by creating the proper workplace climate, establish rules of discipline, overcoming resistance to change, and dealing with age and cultural differences. A change in a person’s thinking is the best way to make a change in others people’s life and workplace. People’s attitudes are affected by organizational changes, life imbalances, less social interactions, and new technologies. These can affect a person’s attitude to be negative in the workplace. To address these stresses, organizations need to develop employees through training and group meetings. Emotions are experienced daily in workplace among all workers. These are...
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...females holding positions of power by creating authentic spaces for gender equality in which such barriers may be addressed. She acknowledges that it is important to move away from the negative perceptions of females in the workplace where being female is no longer synonymous with a request for special treatment or even lawsuits. It is Sandberg’s opinion that in addition to institutional barriers, there is less desire amongst females to strive for leadership positions because of the factors such as the social stigma...
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...A New Beginning Source: We Day, Partner Profiles, [Illustration] Retrieved from http://www.weday.com/what-is-we-day/our-partners-old/partner-profiles/ BUSM 4120 Organizations and Change October 5, 2014 “Founded in 1975, Second Cup is Canada's largest specialty coffee franchisor, operating more than 350 cafés across the country. As a proudly Canadian company, Second Cup celebrates its franchise's local ownership, and prioritizes the support of local businesses through daily deliveries from neighbourhood partners. Committed to caring for every guest, all 5,000 associates of Second Cup are Trusted Coffee Experts who sell 1,000,000 coffee and tea beverages every week1.” I have worked for second cup since March 2012 until August 2014. A couple of mouth before I left the organization, there were rumours that a new CEO was coming along and was planning for a big change. “A transformation could be in the works for Second Cup Ltd. with the hiring of new CEO Alix Box, who brings a marketing and retail pedigree to the coffee chain from executive roles at Holt Renfrew and Starbucks2.” Managers were shaken up by this change for two reasons: Alix came from Starbucks which is Second Cups direct competitor and because she had already started firing people from hire levels of the organization. “For the past six years, Alix has been a member of the senior leadership team at Holt Renfrew, most recently as Senior Vice President, Retail. During this period, she helped lead a strong...
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...The differences of groups and teams Team or group, can these words be interchanged and have the same meaning? Are there any differences in what team or group mean? Is it easier to form a group or a team? This paper will discuss the differences between a group and a team and the importance of workplace diversity and how this relates to team dynamics in the workplace. The best definition of a team is from the book Wisdom of Teams. "A team is a small group of people with complementary skills and abilities that are committed to a common goal and approach for which they hold each other accountable” (Katzenbach &Smith 1992). Teams may be difficult to form due to the fact that a team is comprised of members who have skills and abilities that complement the team's purpose. Not all members have the same skills, but together they are greater than the sum of their parts. On teams, members share roles and responsibilities and are constantly developing new skills to improve the teams. An example of a team would be a team that comes to investigate an accident scene. Each person is a member of the team but they each have a job or responsibility to do. One person could be questioning witnesses; another could be photographing the scene. The list of jobs could be endless but a team works together to get the job done. Teams have a diverse array of people who are brought together to work on a project. Working in a team setting it is also found that there is less conflict primarily because people...
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...The effect of cynicism can be disastrous, particularly if the cynic is a manager. The attitude of the cynical manager "leads to a workplace environment dominated by a feeling of temporariness, an absence of a lasting vision of what the company and its products ought to be." Cynical managers convey their attitudes by running the business only for the bottom line, treating long-term strategies as subordinate to those of the short-term, treating employees as "hands," and tolerating shoddy products. And in managing in a cynical fashion, they insidiously instill cynicism in their employees and organizational culture. None of this makes for effective member participation in organizational change efforts. Researchers convey that "it takes equal effort on the part of operators (non-managers) to overcome patterns, one of the most common being the fear and/or cynicism that this is just another 'program of the month'." Members perceive change as being done solely in the interest of management. Resulting lack of cooperation in organizational change efforts results in further insincerity and even anger from management, thereby entrenching the status quo and continuing to severely damage the organization. Cynicism leads to a generalized mistrust of authority, to disparagement of management communications and directions, and ultimately to denigration of the leadership and mission of the enterprise. This is directly counter to the requirements for several key aspects of effective organization...
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...How does an organization’s culture affect its ability to handle change? In any organization there is always change either its consistent or passive. There are many aspects that come into play when organizations go through change. Some of these changes are based off a company’s culture, their beliefs and values. These changes will have a direct impact to a company going through change. When there’s change in an organization comes temporariness. Companies are always trying to figure out ways to make them self’s better than there competitors, to making a better work place of their employs while. When going though changing environment there are goods and bad. Mangers must also learn how to Create and keep a positive work environment while changes occur. Companies like life, must learn to adapt and over come change in its organization’s culture. One good example of change from the text is Apple. Change will make or break a company. How would you describe the organizational culture of your workplace? I am in the United States Army, and I can tell you that organizational culture is huge, we are a very diverse and affiliative Army, we have many different people from many different countries, back rounds and beliefs. Because the environment that we are in professionalism is a must, and being a professional in today’s army is adapting and overcoming the change, we must learn to understand and respect the change because its our job to do so. The army strives on achievements...
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...they may be. What is a national initiative? These come under the sector of anti-discriminatory practices where they overcome discrimination if it takes place. There are three main national initiatives which cover anti discriminatory practice they are; Conventions, legislation and regulations. Code of Practice and charters as well as, the organisational policies and procedures. These initiatives are very important to society and towards health and social care sector as it ensures that each individual is treated equally and that there is no inequality created between individuals no matter what race, colour, gender, age, culture, disabilities, social class, cognitive ability or health status they may be. Since the 1st October 2006, in any workplace such as a health and social care setting like hospitals, care homes or hospices (there are many more), it has been against the law for employers and others to discriminate against someone just because of their age. Direct discrimination meaning treating someone not as well because of their age such as a company don’t employ someone because they are over 55. Indirect discrimination meaning there is a policy/ practice that puts people of a assured age...
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...ORGANIZATIONAL BEHAVIOR in Greek town Bank Final Course Project GM591: Leadership and Organizational Behavior INTRODUCTION The leadership’s role in an organization is specific in that they should demonstrate four leadership responsibilities directing, coaching, supporting and delegating. These specific responsibilities will not only lead a team but will be effective in the results the teamwork will display. Good leadership practice is a process that is learned and applied. The leader becomes to be more effective and productive as they work to direct and guide their staff towards the mutual accomplishment of goals and objectives. Greek town bank is well known amongst the regular customers for being friendly and personal the atmosphere is always upbeat and relaxed. The employees make the professional setting fun casual and inviting to everyone. At the bank I’m the teller supervisor. I oversea the operational issues and interact with daily customer transactions. I’ve been working in this position for 2 years. Within the last 8 months new management has come on board and changed the entire dynamics of the setting. The environment is cold and quiet, we work in silence and the interaction that customers enjoyed and became familiar with changed when employees left after new management came on board. David J. Prottas in “Relationships Among Employee Perception of Their Manager’s Behavioral Integrity, Moral Distress, and Employee Attitudes and Well-Being”...
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...organizational success. | |C |Communication skills are needed at all levels of employment. | |D |Communication skills are especially valuable in a gloomy economy in which hordes of job seekers vie for limited | | |openings. | PTS: 1 DIF: 3 REF: p. 3 OBJ: 1-1 NAT: AACSB: Tier 1 - Reflective thinking | AACSB: Tier 2 - Conclusion TOP: Communication Skills and You TYP: Conceptual 2. Which of the following statements about writing skills is most accurate? |a. |Writing skills in today's workplace are an advantage, but they are not a necessity....
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...The Video, Brilliant Public Speaking, relates to the topics this week as public speaking is an important part of communication, and a common need in the workplace, whether it be in front of small groups or large groups, public speaking is something that occurs on a fairly regular basis in the workplace. When listening to the different segments of this video, the section that applied to me the most was the section about overcoming nerves. Anytime that I have had to speak in front of large groups, I instantly am nervous. There are even points where I felt myself stuttering or using small words as filler while I thought about where I was on the subject matter as the nervousness caused my mind to go blank. Some of the techniques that were mentioned in this video that I would like to try to use the next time I have to give a presentation are to smile and practice in the room that I will be presenting in. In the video, it spoke about knowing your surroundings before giving a speech, and while most of the times I have had to do public speaking in a public setting it had been at the same location, I have never tried to practice there first. I feel that this could be a great asset to preparation. Another tool is turning the nerves into excitement by smiling. When I get nervous, I tend not to smile as I am so focused on trying to not be nervous, I forget the basics of facial expressions and how the audience reacts to this. If I had to give someone advice on how to effectively...
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