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UNDERSTANDING CULTURAL DIFERENCES

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MULTIPLE GENERATION WORKPLACES Understanding the different generations in the workplace in order to improve our communication skills, increase our productivity, and ... – PowerPoint PPT presentation

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Title: UNDERSTANDING CULTURAL DIFERENCES


1
Officer Richard Neil (retired)
Community Diversity Part 7
2
MULTIPLE GENERATION WORKPLACES
  • Understanding the different generations in the
    workplace in order to improve our communication
    skills, increase our productivity, and
    collectively be more effective in the performance
    of our duties and management of the offender
    population
  • Individual people who think, talk and approach
    work differently

3
SPO 13 FOUR GENERATIONS IN THE WORPLACE
  • Veterans born before 1943
  • Baby Boomers 1944-1964
  • Xers 1965-1980
  • Millennials/Y 1981 2000

4
VETERANS (Greatest Generation)
  • Comfortable with a vertical, para-military,
    chain-of-command type of hierarchy
  • Respect authority / position and seek clear lines
    between bosses and subordinates
  • Very dependable, will not, per se, rock the boat
  • Had parents who survived the great depression and
    are, themselves, very frugal
  • Family unit is intact, divorce is a rarity

5
VETERANS (Greatest Generation)
  • Loyal to the agency, in a job for the long haul,
    sacrifice for their employer
  • Grew up in a largely segregated and sexist
    society which directly causes certain opinions
    about minorities, women, etc
  • Diversity in the workplace is a new concept
  • Small percentage are college graduates
  • Education might have included a high school
    education, however was not the norm. Many only
    went as far as the eighth grade
  • Military enlistment was common

6
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7
BABY BOOMERS
  • Love / Hate relationship with authority
  • Partially believe you should pay your dues
    before moving up the ladder. Tends to cause
    problems when younger staff member is promoted
    over older/tenured staff
  • Due to events of their time, question authority
    Vietnam, other actions by government leaders
  • Very driven could be considered workaholics
  • Loyal to the organization, almost to the
    detriment of their personal lives

8
BABY BOOMERS
  • Personal value is determined by the position they
    hold (Feel have not been successful unless they
    hold a significant position in the organization
    by the time they retire or before
  • Saw country divided over the Vietnam conflict
    however, were influenced by civil rights and
    womens movements
  • Tend to seek equality, fairness, and be consensus
    builders
  • Women began to have choices and began to enter
    the workforce
  • Independence was reflected in the home, divorce
    rates began to increase
  • Percentage earned college degrees with a
    percentage receiving post graduate degrees going
    directly into the workforce

9
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10
XERS
  • Very task oriented
  • Children of the boomers, talk a lot about
    quality time with the kids but never really
    actualized it because (Boomer parents) were so
    busy working
  • Do not want to do the same thing with their
    children (The Millennials)
  • Want best of both worlds good job and great
    family

11
XERS
  • Motto 8 and the gate. (Meaning to put in eight
    hours of work and leave no extra additional
    initiatives spent)
  • Indifferent to the chain of command hierarchy is
    meaningless
  • Believe recognition for your skill, and based on
    merit- not tenure (Clashing point between XERs
    and Boomers)
  • Will stay on job as long as they are learning
    something
  • Loyalty to oneself comes first, based upon need
    to balance work and home to remain competitive in
    the job market

12
X-ERS
  • Grew up with a great awareness and tolerance
  • Women in traditionally male jobs raises few
    eyebrows with the generation
  • Representative of the two cohorts that begin to
    live in a color blind world
  • Higher percentage that the Baby Boomers have
    college degrees, larger percent have post
    graduate degrees

13
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14
MILLENNIALS/Gen Y
  • Newest group to enter the workforce
  • Determined work diligently if they have a say
    in how the work is done
  • Thrive on creative opportunities
  • Believe to establish a career path they must
    continually move around and expand their skills
    lateral transfers not out of the question
  • See themselves as short term employees in as much
    that they are more interested in doing as much as
    then can to make themselves more marketable, more
    diverse

15
MILLENNIALS/Gen Y
  • Grown up with friends who have two parents, were
    adopted and come from all ethnic groups
  • Unimpressed by rank, age, tenure respect
    co-workers who demonstrate knowledge/expertise in
    a given area
  • Closely linked to that of Veterans (i.e. 9/11/01
    patriotic the first since the Vets to witness
    an attack on American Soil)
  • Work diligently if they feel they have a say in
    how the work is done and if opportunities exist
    for innovation and creativity
  • Increased percentage have college degree over the
    XERS to include post graduate degrees

16
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17
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18
Officer Richard Neil (retired)
www.officerneil.com
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