Wk 5, MHA 543: Part III Organizational Culture and Succession Planning
Mesamada
DianaNunezRamossTable.docx|
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Baby Boomers |
Generation X |
Generation Y/Millennials |
Generation Z/Boomlets |
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Birth Years |
1946 - 1964 |
1965 - 1980 |
1981 - 1994 |
1995 - 2010 |
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Current Age |
76 - 58 |
57 - 42 |
41 - 28 |
27 - 12 |
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# |
80 million |
51 million |
75 million |
~ 48 million |
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Influencers |
Civil Rights, Vietnam War, Sexual Revolution, Cold War/Russia, Space Travel
Highest divorce rate and 2nd marriages in history.
Post War Babies who grew up to be radicals of the 70’s and yuppies of the 80’s.
“The American Dream” was promised to them as children and they pursue it. As a result, they are seen as being greedy, materialistic, and ambitious.
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Watergate, Energy Crisis, Dual Income families and single parents, First Generation of Latchkey Kids, Y2K, Energy Crisis, Activism, Corp. Downsizing, End of Cold War, Mom’s work, Increase divorce rate.
Their perceptions are shaped by growing up having to take care of themselves early and watching their politicians lie and their parents get laid off.
Came of age when USA was losing its status as the most powerful and prosperous nation in the world.
The first generation that will NOT do as well financially as their parents did. |
Digital Media, child focused world, school shootings, terrorist attacks, AIDS, 9/11 terrorist attacks.
Typically grew up as children of divorce They hope to be the next great generation & To turn around all the “wrong” they see in the world today.
They grew up more sheltered than any other generation as parents strived to protect them from the evils of the world.
Came of age in a period of economic expansion.
Kept busy as kids.
First generation of children with schedules. |
Embracing technology, frequent communication, diversity acceptance, Interconnectedness, online and off, technology dependence. |
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Core value |
Anti-war Anti-government Anything is possible Equal rights Equal opportunities Extremely loyal to their children Involvement Optimism Personal Gratification Personal Growth Question Everything Spend now, worry later Team Oriented Transformational Trust no one over 30 Youth Work Want to “make a difference” |
Highly Educated High job expectations Independent Informality Lack of organizational loyalty Pragmatism Seek life balance Self-reliance Skepticism/Cynical Suspicious of Boomer values Think Globally Techno literacy Balance, Diversity Entrepreneurial, Fun.
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Achievement Avid consumers Civic Duty Confidence Diversity Extreme fun Fun! High morals Highly tolerant Hotly competitive Like personal attention Self-confident Social ability Members of global community Most educated generation Extremely techno savvy Extremely spiritual Now! Optimism Realism Street smarts |
A desire to find (or create) meaning A motivation to contribute to the world Being highly educated Cultural diversity A desire for their own personalized experience
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Attributes |
Ability to handle a crisis Ambitious Anti-establishments Challenge Authority Competent Competitive Consensus Leadership Consumerism Ethical Good communication skills Idealism Live to work Loyal to careers and employers Most educated as compared to other 3 generations Multi-taskers Rebellious against convention beginning with their conservative parents. Traditionally found their worth in their work ethic but now seek a healthy life/work balance Optimistic Political correctness Strong work ethic Willing to take on responsibility |
Adaptable Angry but don’t know why Antiestablishment mentality Big Gap with boomers Can change Crave independence Confident Competent Ethical Flexible Focus on Results Free agents Highest number of divorced parents High degree of brand loyalty Ignore leadership Independent Loyal to Manager Pampered by their parents Pragmatic Results driven Self-starters Self sufficient Skeptical of institutions Strong sense of entitlement Unimpressed with Authority Willing to take on responsibility Willing to put in the extra time to get a job done Work/Life Balance |
Ambitious but not entirely focused. Look to the workplace for direction and to help them achieve their goals. At ease in teams Attached to their gadgets & parents Best educated - Confident Diversity Focused - Multiculturalism Have not lived without computers Eager to spend money Fiercely Independent Focus is children/family Focus on change using technology Friendly Scheduled, structured lives Globalism (Global way of thinking) Greatly indulged by fun loving parents Heroism -Consider parents their heroes High speed stimulus junkies Incorporate individual resp. into their jobs. Innovative-think our of box Individualistic yet group oriented Invited as children to play a lead role in family’s purchasing and travel decisions Loyal to peers Sociable -Makes workplace friends “Me First “Attitude in work life Most doted upon of any generation@work Net-centric team players Open to new ideas Optimistic Parent Advocacy (Parents are advocates) Political Savvy (like the Boomers) Respect given for competency not title Respectful of character development Self –absorbed Strong sense of entitlement Techno Savvy - Digital generation Think mature generation is “cool” Want to please others Hope to make life contributions to world Very patriotic (shaped by 9/11) Seek responsibility early on in their roles |
Less validation expectations More independent More entrepreneurial More communicative More competitive More motivated by security Driven by career/financial goals
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Dealing with money |
Buy now, pay later
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Cautious, Conservative Save, save, save |
Earn to spend
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Earn to spend |
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% of workplace |
45% |
40% |
10% |
6% |
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Work Ethic |
Driven Workaholic-60 hr work weeks Work long hours to establish self-worth and identity and fulfillment Work ethic = worth ethic Quality |
Balance Work smarter and with greater output, not work longer hours. Eliminate the task Self-reliant Want structure & direction Skeptical |
Ambitious What’s next? Multitasking Tenacity Entrepreneurial |
Generation Z has been making their mark in businesses by demonstrating new levels of digital competence, dedication, and drive to achieve a goal. As more Generation Zers influence the workforce, it will be important for business leaders to understand the work, and benefits that they must offer to best recruit and keep them. Young employees of the new generation are always important to recruit to your business, as they offer a fresh perspective and insight, as well as valuable skills.
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Technology |
Acquired |
Assimilated |
Integral |
Competence |
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Entitlement |
Experience |
Merit |
Contribution |
Individualiy |
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Workplace view on respect for authority |
Originally skeptical of authority but are becoming similar to Traditionalists-Time equals authority
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Skeptical of authority figures Will test authority repeatedly |
Will test authority but often seen out authority figures when looking for guidance.
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They also advocate to have a more balanced work/life experience to help them escape the burnout that has inflicted older generations, with 38% counting work/life balance as a priority when choosing an employer. |
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Workplace view on time at work |
Workaholics Invented 50 hr work week Visibility is the key |
Project oriented Get paid to get job done |
Effective workers but gone @5pm on dot. View work as a “gig” or something that fills the time between weekends. |
Gen Zers are driven by different needs than the generations that came before them—especially in comparison to the way boomers have assimilated into the workforce. Because of this, Gen Z tends to respond better to millennial-aged managers.
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Workplace view on skill building |
Skills are an ingredient to success but they are not as important as work ethic and “Face time”. |
Amassed skills will lead to next job, the more they know the better. Work ethic is important, but not as much as skills
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Training is important and new skills will ease stressful situations. Motivated by learning / want to see immediate results.
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or Gen Zers, their technological dependence is not necessarily considered to be an addiction, but rather that they view their mobile devices as “extensions” of themselves. They can even feel anxiety without them. They also use their devices to the extent that their use causes them to lose sleep, but that would appear to “come with the territory.
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Work assets |
Anxious to please Challenges the status quo Can creatively break down the big picture into assignments. Good at seeing the big picture Good team players Mission oriented Politically Savvy-gifted in political correctness Service oriented Will go the extra mile Works hard |
Adapt well to change Consumer mentality Direct communicators Don’t mind direction but resent intrusive supervision. Eager to Learn, Very Determined Good task managers Good short term problem skills Highly educated Multitaskers Not intimidated by authority Thrive on flexibility Technologically savvy Will do a good job if given the right tools Value “information” Want feedback |
Consumer mentality Collaboration Goal oriented Highly educated Multitask Fast Optimistic Positive attitude Technical; savvy Tenacious |
As a generation that grew up with high-speed internet and the openness to personal information sharing on social media, it should come as no surprise that Gen Z is well-known for being ever-connected online to their peers and social communities—they have shown an inclination for more intimate, immediate social networks such as Snapchat. Generation Z is also well known for using FaceTime instead of texting or calling, unlike previous generations and their utilization of social media and digital services.
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Work liabilities |
Expect everyone to be workaholics Dislike conflict Don’t like change Challenge Authority of Traditionalists Judgmental if disagree Not good with finances Peer loyalty “Process before results” Self-centered |
Built “portable” resume Cynical;skeptical Dislike Authority Dislike rigid work requirements Impatient Lack people skills No long term outlook Respect Competance Mistrusts Institutions Rejects rules Don’t understand the optimism of Boomers and Gen Y |
Distaste for menial work (they are brain smart) Inexperienced Need supervision Need structure Lack discipline High expectations Lack of skills for dealing with difficult people Impatient Lack of experience Respond poorly to those who act in an authoritarian manner and/or who expect to be respected due to higher rank alone. |
Managers have had to learn how to communicate with Gen Z on their level in this environment and have proven that successful management and nurturing of teams is possible in a virtual world. However, that doesn’t mean that Gen Z only wants to exist virtually. For many, the ideal is a hybrid approach that gives them the opportunity to work from home some days and in the office on other days. The more companies can continue to foster this kind of approach, the better chance they have of keeping the Gen Z talent they have—and attracting more.
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Communication |
Diplomatic In person Speak open – direct style Use body language to communicate Present Options (flexibility) Use E-Comm’s/face-to-face Answer questions thoroughly and expect to be pressed for details Avoid Manipulative/controlling language Like the personal touch from Managers Get consensus-include them or they may get offended Establish a friendly rapport OK to use first names Learn what is important to them Emphasize the company’s vision and mission and how they can fit in |
Blunt/Direct Immediate Use straight talk, present facts Use email as #1 tool Learn their language & speak it Use informal communication style Talk in short sound bites Share info immediately and often Has the potential to bridge the generation gap b/w youngest and oldest workers. Don’t micro-manage Use direct, straightforward approach Avoid buzz words and company jargon Tie your message to “results” Emphasize “WIIFM” in terms of training and skills to build their resume |
Polite Use positive, respectful, motivational, electronic communication style. (Cell phones, email, IM, text)>these are “fun” Communicate in person if the message is very important Use email and voice mail as #1 tools Don’t talk down-they will resent it Show respect through language and they will respect you Use action verbs Use language to portray visual pictures Be humorous-show you are human Be careful about the words you use and the way you say it(they are not good at personal communication because of technical ways of communicating) Be positive Determine your goals and aspirations and tie message to them Prefer to learn in networks, teams using multi-media while being entertained and excited |
Despite (or perhaps because of) the influence that toxic political differences and economic volatility have had on them, Gen Zers are much more tolerant of other races, cultures, and genders, as well as much more interconnected with them all. Many younger generations like millennials and Generation Zs have a sense of social justice, making diversity a must in the workplace.
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Work and family life balance |
No balance “Live to work” At this point in their lives, they are interested in flexible hrs. and are looking to create balance in them lives. They have pushed hard, all work and no play and they are beginning to wonder if it was worth it. |
“Work to live” Balance is important. They will sacrifice balance, but only occasionally. They work to live, not live to work. |
“Work to live” Balance is important. They will sacrifice balance, but only occasionally. They value their lifestyle over upward mobility. If presented with a work promotion that will throw their life out of balance, they will choose their lifestyle |
As the Covid-19 pandemic has shown us, remote work is possible with the right support. Gen Z embraced the remote workplace ahead of many companies long before they were forced to. Remote work embraces many of the tenets that appeal to Gen Z: technological interconnectedness that supports work and communication, a good work/life balance, and the freedom to continue to pursue their side hustle without the fear of burnout.
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Reference
Reference
USF. 2020. Generational differences chart. https://www.usf.edu/hr-training/documents/lunch-bytes/generationaldifferenceschart.pdf
