How to deal with Generational Differences Work

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How to deal with Generational Differences _at_ Work

• I wish I would have known this .. before I took
  this job

Joe Bontke EEOC Houston 713 209
3436 joe.bontke_at_eeoc.gov
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Whats in your backpack
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Its a First!
For the first time in history we have four
different generations working side-by-side in the
workplace.

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What is a Generation

• Generation is defined as the average period
  between the first of one generation and that of
  the next
  
• All people born and living at about the same
  time
  
• A group of people born about the same time who
  share the same historical experiences beliefs
  and attitudes

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Importance of Generations

• There are a variety of things that help shape our
  values ( its a backpack issue) and who we are
  including parents neighborhood friends..
  
• Historical events impact individuals and
  generations
  
• Differences in generations can create conflicts
  inside the home as well as at work

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Generational Groups
Traditionalists (prior 1945)
Baby Boomers (1946-1963)
Generation X (1964-1980)
Generation Y (1981-2000)
Note individuals may be a Cusper - born
between two generations and either identifying
strongly with one generation or sharing
characteristics with both
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US Workforce Demographics
22 (Gen Y)
7 (Trad)
11 million
33 million
43 million
63 million
29 (Gen X)
42 (Boomers)
Total Workforce 150000000
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Workplace Dynamics

• Generations X and Y currently make up the
  majority of the workforce approximately 51
  
• By 2010 Generation Y will likely outnumber
  Generation X in the workplace. (and the next new
  young generation will at their heels)
  
• Between 8 and 10 thousand Baby Boomers turn 60
  every day.
  
• Many Boomers are redefining aging and retirement
  challenging organizations
  
• More than 1 million Americans 75 years of age and
  older are still active in the workforce.
  
• Millions more between 65 and 74 are in the
  workforce.
  

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Workplace Dynamics

• Right now roughly 2 experienced workers leave
  the workforce for every 1 inexperienced worker
  entering the workforce
  
• Slow population growth between 1966 and 1985
  result
  
• By 2010 the number of prime workers 35 to 45
  year olds - from whom organizations draw the
  majority of their mid-level managers will
  decrease by 10 resulting in
• Shrinking pool of leadership candidates and
• Shrinking pool of skilled workers

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Discussion Questions

• Describe one major event that occurred while you
  were growing up
  
• Describe one memorable symbol from your formative
  years it could be a TV program movie song
  toy slogan etc.
  
• What do you find frustrating about the other
  generations in the workplace
  
• What do you appreciate about the other
  generations in the workplace
  
• In what ways can we better handle generational
  conflict in our workplace
  

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Eddie Haskell the Beaver Wally
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Introduction

• All organizations experience generational
  conflict. Most of this tension results from
  generational differences that exist because of
  contrasting values. We make choices and decisions
  based on our value system and differing values
  often lead to misunderstandings and
  misinterpretation. This in turn hampers our
  relationships and lessens the effectiveness of
  our work together.

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The Generations

• There can currently be 4 defined generations
  observed in modern society
  
• The Builders
• The Boomers
• The X-ers
• The N-Gen

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The Builders

• Born before 1946
• Experienced the Great Depression and World War
  II
  
• Valued financial security teamwork sacrifice
  delayed gratification and the government which
  got them through these ordeals
  
• Their values more closely resembled biblical
  values extended families were close and
  marriages lasted a lifetime

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The Builders

• HEROES
• Superman FDR Eisenhower Patton Churchill
  Babe Ruth Joe DiMaggio
  
• CULTURAL ICONS
• Mickey Mouse Flash Gordon Jukeboxes Kewpie
  Dolls
  
• FASHION
• conservative coats ties nylons neatly trimmed
  hair
  

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The Builders

• Values
• Hard work
• Organization
• Hierarchy
• Tradition
• Logic
• Family

• Honor
• Respect for authority
• Consistency uniformity
• Discipline

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The Baby Boomers

• Born from 1946-1964
• Arrived to postwar affluence and the indulgence
  of parents who wanted them to have a better life
  than theirs
  
• More aware of political and social issues and
  became more and more disillusioned with
  government big business traditional religion
  and parents
• Other issues affecting their values were the
  increasing divorce rate working mothers and the
  sexual revolution
  
• Values included self-fulfillment individualism
  and material wealth

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Boomers

• Values
• Fairness
• Optimism
• Team orientation
• Personal Growth
• Personal Gratification
• Service
• Family

• Personal Approach
• Youth
• Work Ethic
• Involvement
• Consensual Leadership
• Recognition of Achievement

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Boomers

• HEROES
• Gandhi MLK JFK Jackie John Glenn
• CULTURE ICONS
• Ed Sullivan poodle skirts Slinkies TV dinners
  peace sign
  
• FASHION
• designer glasses designer suits vintage wines
  cell phones

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The X Generation

• Born form 1965-1976
• Grew up in a difficult time financially and
  socially
  
• The struggling economy increase in single-parent
  households created many latch-key kids
  
• While parents were striving for self-fulfillment
  and monetary success their children were feeling
  abandoned
  
• Became skeptical of big organizations through
  things like Watergate and environmental pollution
  
  
• AIDS threatened shortages of natural resources
  and a lack of good jobs influenced their
  worldview

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Gen Xers

• Values
• Diversity
• Self-reliance
• Questioning Authority
• Thinking Globally
• Balance
• Techno-literacy

• Fun
• Informality
• Pragmatism
• Family
• Entrepreneurial Spirit

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Gen Xers

• HEROES
• None
• CULTURAL ICONS
• ET Cabbage Patch dolls The Brady Bunch The
  Simpsons
  
• FASHION
• Body piercings tattoos functional clothing

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The Net Generation

• Born from 1977 to 1997
• Growing up with the Internet incredible skills
  in accessing applying information giving them
  a sense of competence and optimism about their
  future
• Growing up with more positive relationships with
  their parents
  
• Just starting to enter
• the workforce

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Nexters Generation

• Nexters (AKA Net Generation Millennials
  Generation Y Nintendo Generation)
  
• Born between 1977-2000

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Clash In Values
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Mothers and Families

• Builders- stay at home mothers contributed to
  close families
  
• Boomers- working mothers and higher divorce rate
  led to more dispersed families
  
• Xers- single and working mothers lead to
  latchkey kids who raise themselves
  
• N-Gen - growing in and witnessing diverse family
  situations (single father/mother joint custody
  etc.) open to a looser family structure

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Marriage Patterns

• Builders- married only once
• Boomers- fast paced self-serving values led to
  divorce becoming a solution to difficult
  relationships
  
• Xers- level of divorce in boomers leads to Xers
  being more conservative and waiting longer or
  living together before getting married
  
• N-Gen - no established marriage pattern yet

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Hair Clothes and Music

• Builders- short hair (based of military style of
  WWII) formal clothing big band and swing
  
• Boomers- long hair (rock influence) casual
  clothing ( rejection of parents clothing) rock
  n roll
  
• Xers- short and long hair combined baggy
  clothes chains leather (reaction to boomers
  dress) alternative and rap
  
• N-Gen - different colors diverse clothing
  diverse music

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Money

• Builders- save money because they experienced the
  Great Depression
  
• Boomers- spend money because they were raised in
  a time of economic prosperity
  
• Xers- raised in difficult financial times but
  have all the desires the boomers have Boomers
  control the share of the job market which has
  kept Xers from receiving jobs they feel they
  deserve
• N-Gen - grew up in economic prosperity with a new
  tool of the internet for even more immediate
  gratification

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High Tech

• Builders- lived without or saw the birth of many
  technical innovations seen as necessities today
  
• Boomers- calculators black and white TV first
  computer space program
  
• Xers- computers become affordable enough that
  they begin to be found in the home Xers often
  possess many computers skills used in businesses
  
• N-Gen - born into a golden age of technology
  this makes the N-Generation particularly savvy
  with technology as well as making it particularly
  easy for them to learn with new technologies
  rely heavily on computers to do work

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Work Style

• Builders- work in teams committed to fulfilling
  the task at hand
  
• Boomers- look for personal fulfillment in work
  workaholics as Boomers have matured and risen to
  senior leadership positions they have taken on
  more Builder like work values
• Xers- in response to Boomers Xers place much more
  value in family then work also bitter that
  boomers control much of the job market not
  allowing Xers upward mobility
• N-Gen definite trends have yet to develop but
  N-Geners dont seem to care a great deal for
  authority of bureaucracy the N-Gen respects
  competency not position

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War

• Builders- values mirror other builder values
  team work competency of government patriotism
  (stems from WWII era)
  
• Boomers- Vietnam War and popularity of protesting
  and coverage of protesting on TV led boomers to
  question war
  
• Xers- less impact on Xers few fought in the
  short conflicts that occurred during their time
  believe a war is something that happens over a
  period of weeks and months
• N-Gen until recently the N-Gen believed war was
  something that was read about in history books
  it is difficult to determine the affect the
  current conflict in Iraq will have on them

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Morals

• Builders- traditional puritan ethics
• Boomers- reacted to builders shaping their own
  morals to be more conducive to self fulfillment
  
• Xers- common belief that there are no absolutes
  in life but that one must take care of ones self
  
• N-Gen raised in time of political correctness
  they have become the most tolerant generation yet

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What does all this mean for you _at_ work
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What is Truth
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Finished files are the re- sult of years of scien
tif- ic study combined with the experince of man
y years
of experts.
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Finished files are the re- sult of years of scien
tif- ic study combined with the experince of man
y years
of experts.
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Is your perception . Sometimes your truth

• Sometimes we have to take another look at what we
  think we know

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Resolving Differences

• Generational clashes due to value differences
  can be minimized through understanding
  
• acceptance and
• forgiveness.

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Understanding

• Understanding other points of view and
  allowing for differences helps people communicate
  and get along. If a Boomer leader understands
  that his X-er coworker values relationships more
  highly than organizational goals hell
  understand why the X-er doesnt want to put in
  long hours or work overtime to accomplish those
  goals. Its not because hes lazy or doesnt
  care which might be the Boomers natural
  assumption. Its because he puts family
  relationships first and doesnt want to
  compromise.

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Acceptance

• Acceptance is crucial to every relationship
  and a basic need for healthy self-esteem.
  Acceptance of someone doesnt mean we have to
  approve of what he believes or does. We can
  accept someone as having worth even if we cant
  always agree. Sometimes acceptance involves trust
  and even some risk.

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Forgiveness

• Forgiveness provides great freedom both for
  the forgiver and the forgiven. Many times value
  differences lead to conflicts that damage
  relationships. To keep communication open and
  relationships healthy we need to be able to
  forgive. As we work toward resolving differences
  that divide us it may be the most important of
  these three key elements but comes more easily
  when it follows the other two.

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Conclusion

• The workplace will be more harmonious when we
  strive to understand each others frame of
  reference and values. When we recognize that many
  issues are matters of preference not morals
  well avoid critical attitudes. By being open to
  trying new things or doing them differently we
  may discover more effective ways to manage and
  co-exist in the workplace. We need to accept each
  other as human beings and learn to agree to
  disagree on noncrucial issues. Each generation
  has strengths to offer building on them and
  being quick to forgive their weaknesses will help
  to make a happy healthy work environment.

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any questions comments concerns or complaints

• Joe Bontke
• EEOC
• Outreach Manager and Ombudsman
• 713 209 3436 office
• 713 907 2855 cell
• joe.bontke_at_eeoc.gov