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Why cant we all just get along

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Diversity: Bridging the Generation Gap by Ben Berry, CIO Oregon Department of ... is understanding the Generational Gap important, especially with organizations ... – PowerPoint PPT presentation

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Title: Why cant we all just get along


1
Why cant we all just get along?
Ben.Berry_at_ODOT.state.or.us Chief Information
Officer, Oregon Department of Transportation
May 19, 2009
2
l
3
The Workforce Generations
Gen Y 1981-2000 (15 30)
Yrs.
Gen X 1965-1980 (31 45)
Yrs.
Boomers 1946-1964 (45 63)
Yrs.
Mature Gen 1925-1945 (64 83)
Yrs.
4
(No Transcript)
5
Ok, so why is understanding the Generational Gap
important, especially with organizations
undergoing CHANGE?
6
CIOs Value Proposition Driving Change through
the Organization

Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 6
7
Service Excellence Goals should drive EEO/AA and
Valuing Diversity Alignment
C H A N G E
8
t
If we can all just get along, then our
organizations can realize.

Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 8
9
Traditionalist (Silent Mature) 1925-1945
75 million people
  • Oldest Child
  • Dedication /Sacrifice
  • Duty before pleasure
  • Respect trust for authority
  • Faith in religion companies

Formative Events
  • The Great Depression
  • Leaders Roosevelt/Eisenhower
  • Won World War II

10
Personal and Lifestyle Characteristics by
Generation Traditionalists (1925-45)
11
Boomers 1945-1963
80 million people
  • Older Child
  • Outwardly, hard working
  • More serious live to work
  • More expected of them

Formative Events
  • Salk vaccine (Polio), civil rights
  • Kennedy elected, assassinated
  • Vietnam War, Woodstock, Hippies womans rights

12
Personal and Lifestyle Characteristics by
Generation Baby Boomers (1945-63)
13
Gen X 1965-1980
46 million people
  • Middle Child
  • Drive to differentiate selves
  • Want involvement in decisions
  • More independent, resilient
  • Works to live not live to work!

Formative Events
  • Watergate scandal
  • Challenger disaster
  • Fall of Berlin Wall

14
Personal and Lifestyle Characteristics by
Generation Generation X (1965-80)
15
Gen Y (Millenials) 1981-2000
76 million people
  • Youngest Child
  • Everything is taken care of them by their
    helicopter parents
  • Technologically savvy
  • More fluid work style
  • Used to having a voice

16
Personal and Lifestyle Characteristics by
Generation Gen Ys - Millenials (1981-2000)
17
Driving Change through the Organization Okay,
so how do generational differences influence the
Clarity message?
18
Change Differentiator Clarity
Making the Case for Change
CHANGE
Leadership
Goal Orientation
19
Working with Different Generations of Employees
  • Dedication sacrifice
  • Respect for authority
  • Duty before pleasure
  • Detail oriented
  • Conformist

Clarity Something to Talk About Links!
Silent Traditionalist Generation
20
Change Differentiator Clarity
ODOT 2009 GenGap Survey
21
Change Differentiator Clarity
ODOT 2009 GenGap Survey
22
Driving Change through the Organization How do
generational differences influence the message of
Community?
ODOT 2009 GenGap Survey
23
Change Differentiator Community
Change Advocacy
CHANGE
Engaged Opinions
Stakeholder Inclusion
24

Working with Different Generations of Employees
  • High expectations
  • Hard working
  • Personal gratification
  • Health wellness
  • Optimism

Baby Boomers

Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 24
25
Change Differentiator Community
ODOT 2009 GenGap Survey
26
Change Differentiator Community
27
Change Differentiator Community
ODOT 2009 GenGap Survey
28
Driving Change through the Organization Okay,
so how does generational Commitment affect
organizations in change?
ODOT 2009 GenGap Survey
29
Differentiating Commitment Levers
Commitment vs. Compliance
CHANGE
Beliefs, Philosophies Values
Inclination for Protection
30

Working with Different Generations of Employees
  • High expectations
  • Hard working
  • Personal gratification
  • Health wellness
  • Optimism

Baby Boomers

Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 30
31
Change Differentiator Commitment
ODOT 2009 GenGap Survey
ODOT 2009 GenGap Survey
32
Change Differentiator Commitment
ODOT 2009 GenGap Survey
33
Commitment Survey Levers
ODOT 2009 GenGap Survey
  • Commitment vs. Compliance
  • The general perception is that Generation Y wants
    a flexible schedule, and is reluctant to sit in
    an office all day. But the data shows the
    opposite!
  • Generation X and Baby Boomer groups are more
    likely to focus on the work product independent
    of when and where the work is performed.
  • The survey supports that older generations are
    more committed and feel stronger about their
    organizations reputation and success. Generation
    X and Y seem less engaged with their
    organizations.

34
Commitment Survey Levers
ODOT 2009 GenGap Survey
Beliefs, Philosophies Values
  • Generation X and Y care most about the work
    environment, salary and work / life balance plus
    career opportunities.
  • Mature and Baby Boomers care about the benefits
    package, work / life balance, salary and where
    they live and work.
  • In a tight job market, younger generations have
    become risk adverse. Only 21 of Generation Y
    are willing to take more risks for higher
    rewards.
  • More than half of the people from each age group
    are willing to work in teams. However, the Baby
    Boomers (90) and Mature generation (91) are the
    most likely to collaborate in multi-generational
    groups.
  • Generation Y are good team players, but compared
    with other generations, they are less willing to
    work with people of different generations.

35
Inclination for Protection
Commitment Survey Levers
ODOT 2009 GenGap Survey
  • Mature generation seems least willing to accept
    organizational changes. Only 36 of people from
    this group believe people who challenge the
    status quo should be rewarded.

36
Driving Change through the Organization Whats
the affect of Communication and generational
differences?
37
Change Differentiator Communication
Constructive Support
CHANGE
Comfort Level
Multi-level Communication
38

Working with Different Generations of Employees
  • High expectations
  • Hard working
  • Personal gratification
  • Health wellness
  • Optimism

Baby Boomers

Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 38
39
Change Differentiator Communication
ODOT 2009 GenGap Survey
40
Change Differentiator Communication
ODOT 2009 GenGap Survey
41
If we can all just get along, then we can
realize.

Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 41
42
The Workforce Generations
Gen Z 2001-Ongoing (8 ??)
Yrs.
Gen Y 1981-2000 (15 30)
Yrs.
Gen X 1965-1980 (31 45)
Yrs.
Boomers 1946-1964 (45 63)
Yrs.
Mature Gen 1925-1945 (64 83)
Yrs.
43
Gen Z (iGeneration) 2001 - ????
  • Youngest Child
  • Lives in the virtual world
  • Limited public speaking skills
  • Poor interpersonal skills

Formative Events
  • Green ecology movement, save the planet!
  • Government debt may play a part in their future
    outlook

44
Bridging the Generation Gap
Why cant we all just get along?
This presentation was supported by Debbie Ho,
Gabriela Pop and Howie Pham - Second Year MBA
Students at Willamette University who served as
interns of the Oregon Department of
Transportation (2008 - 2009) and Shurell Davis on
rotation assignment from the ODOT Public Transit
Division. For more information contact Ben Berry
at Mailtoben.berry_at_odot.state.or.us
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