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“ Trotting through generations”

“ Trotting through generations”

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“ Trotting through generations”

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  1. “Trotting through generations” Brian D. Kelley, CIO, CGCIO

  2. ”Its Complicated!”

  3. LRAD – Long Range Accoustical Device

  4. Beloit College “mindset List” ClaClass of 2014 ► Emerged as a post-email generation for whom the digital world is routine and technology is just too slow. ► Since "digital" has always been in the cultural DNA, they've never written in cursive and with cell phones to tell them the time, there is no need for a wrist watch. ► They are armed with iPhones and BlackBerries, on which making a phone call will be only one of many, many functions they will perform. Source :http://www.beloit.edu/mindset/2014/

  5. Beloit College “mindset List” ClaClass of 2014 18. Fergie is a pop singer, not a princess. 19. They never twisted the coiled handset wire aimlessly around their wrists while chatting on the phone. 20. DNA fingerprinting and maps of the human genome have always existed. 26. Unless they found one in their grandparents’ closet, they have never seen a carousel of Kodachromeslides. Source :http://www.beloit.edu/mindset/2014/

  6. Beloit College “mindset List” ClaClass of 2014 27. Computers have never lacked a CD-ROM disk drive. 31. The first home computer they probably touched was an Apple II or Mac II; they are now in a museum. 35. Once they got through security, going to the airport has always resembled going to the mall. 43. Russians and Americans have always been living together in space. 47. Children have always been trying to divorce their parents. Source :http://www.beloit.edu/mindset/2014/

  7. Beloit College “mindset List” ClaClass of 2014 62. Having hundreds of cable channels but nothing to watch has always been routine.  63. Their parents’ favorite TV sitcoms have always been showing up as movies. 65. They first met Michelangelo when he was just a computer virus. 68. They have never worried about a Russian missile strike on the U.S. 71. The nation has never approved of the job Congress is doing. Source :http://www.beloit.edu/mindset/2014/

  8. “GENERATION”…… • group of contemporaries: all of the people who were born at approximately the same time, considered as a group, and especially when considered as having shared interests and attitudes. Shared underlying values, or personal and lifestyle characteristics Source: http://encarta.msn.com/dictionary_1861674828/generation.html

  9. Generations defined Source 2011 Study: http://pewinternet.org/

  10. Generations and technology Source 2011 Study: http://pewinternet.org/

  11. Why is Understanding Generational Differences Important? • This is the first time in American history that • we have had four different generations working • side-by-side in the workplace.

  12. Why is Understanding Generational Differences Important? • Different generations are very different in • how they think, act, work, communicate, • and learn

  13. Why is Understanding Generational Differences Important? Each generation moves into the workforce, and eventually into positions of power and influence in society. The new generation then begins to make demands on the nation’s various institutions to change. They push for accommodation to their beliefs and values. The larger the generation, the more clout it has. Managing the Millennials: Discover the Core Competencies for Managing Today's Workforce, 2010 – by Espinoza, Ukleja, 7 Rusch

  14. Boomers vs. millennials BOOMERS LIVE TO WORK EARN BY WORKING HARD MILLENNIALS WORK TO LIVE EXPECT IT

  15. Why is Understanding Generational Differences Important? • More than 60% of employers say that they are • experiencing tension between employees from • different generations. – more than 70 percent of • older employees are dismissive of younger • worker’s abilities. Managing the Millennials: Discover the Core Competencies for Managing Today's Workforce, 2010 – by Espinoza, Ukleja, 7 Rusch

  16. Why is Understanding Generational Differences Important? • 50% of younger employees are dismissive of the • abilities of their older coworkers. • The tension is so thick in some organizations that it has become debilitating. Managing the Millennials: Discover the Core Competencies for Managing Today's Workforce, 2010 – by Espinoza, Ukleja, 7 Rusch

  17. The Millennials & You: The New Kids on the Block ‘ If we don’t like a job, we quit, because the worst thing that happen is that we move back home. There’s no stigma, and many of us grew up with both parents working, so our moms would love nothing more than to cook our favorite meatloaf” -Jason Ryan Dorsey (28 Years old) Managing the Millennials: Discover the Core Competencies for Managing Today's Workforce, 2010 – by Espinoza, Ukleja, 7 Rusch

  18. You’re So Special! Quotes From People Who Manage Millennials • ★ “They do not care about customers.” • ★ “If you correct them, they quit.” • ★ “They think there is always an excuse that • makes bring late ok.” • ★ “They want a trophy for simply showing up.” Managing the Millennials: Discover the Core Competencies for Managing Today's Workforce, 2010 – by Espinoza, Ukleja, 7 Rusch

  19. Maslow’s Hierarchy of needs Millennials Generation X Boomers Vets Managing the Millennials: Discover the Core Competencies for Managing Today's Workforce, 2010 – by Espinoza, Ukleja, 7 Rusch

  20. Why is Understanding Generational Differences Important? • All generations are adopting to the latest • technology and they are eager to communicate • with their government 24x7x365 online • E-government is a win-win!

  21. InfluencingEvents Millennials Veterans Boomers Gen X • 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” thy • 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. • Kept busy as kids First generation of children with schedules • WWII, Korean War, Great Depression, New Deal, Rise on Corporations, Space Age, • Raised by parents that just survived the Great Depression. • Experienced hard times while growing up which were followed by times of prosperity. Civil Rights, Vietnam War, Sexual Revolution, Cold War/Russia, Spac 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. • 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.

  22. Gen Z will move to where the work is, rather than expect to find employment in their home town. Relentlessly tested from nursery school onwards, they will see constant appraisal and feedback as the norm, not the exception. Diversity and equality will be a fundamental way of doing business, not a feel-good perk. High salaries will be less crucial as mortgages, bank loans and even private car ownership is consigned to the history books.L WHAT’S NEXT……GEN Z!

  23. Life will be lived primarily via the web and for those who find work less than satisfying, a virtual or second life will become their comfort blanket. Loyalty to employers and engagement at work will become an urgent priority as young workers switch jobs and locations more WHAT’S NEXT……GEN Z!

  24. Managing Millennials

  25. Sensitivity to work-life balance Space to do their job Taken seriously A fun work environment Rewards Frequent constructive feedback Career counseling and development An advocate What millennials expect from their managers

  26. What millennials expect to give…. • Energy • Fresh perspective and ideas • Technological expertise • Honest opinions and feedback • High productivity

  27. Managing the Millennials: Discover the Core Competencies for Managing Today's Workforce, 2010 – by Espinoza, Ukleja, 7 Rusch

  28. Managing the Millennials: Discover the Core Competencies for Managing Today's Workforce, 2010 – by Espinoza, Ukleja, 7 Rusch

  29. Generational Adoption of Technology

  30. Source: http://www.retrevo.com

  31. Source: http://www.retrevo.com

  32. Source: http://www.retrevo.com

  33. Source: http://www.retrevo.com

  34. Generational Use of Technology Cell phones are by far the most popular device among American adults, especially for adults under the age of 65. Some 85% of adults own cell phones overall. Taking pictures (done by 76% of cell owners) and text messaging (done by 72% of cell owners) are the two non-voice functions that are widely popular among all cell phone users. Desktop computers are most popular with adults ages 35-65, with 69% of Gen X, 65% of Younger Boomers and 64% of Older Boomers owning these devices. Source 2011 Study: http://pewinternet.org/

  35. Generational Use of Technology Millennials are the only generation that is more likely to own a laptop computer or netbookthan a desktop:  70% own a laptop, compared with 57% who own a desktop. While almost half of all adults own an mp3 player like an iPod, this device is by far the most popular with Millennials, the youngest generation—74% of adults ages 18-34 own an mp3 player, compared with 56% of the next oldest generation, Gen X (ages 35-46). Source 2011 Study: http://pewinternet.org/

  36. Generational Use of Technology Game consoles are significantly more popular with adults ages 18-46, with 63% owning these devices. 5% of all adults own an e-book reader; they are least popular with adults age 75 and older, with 2% owning this device. Tablet computers, such as the iPad, are most popular with American adults age 65 and younger. 4% of all adults own this device. Additionally, about one in 11 (9%) adults do notown any of the devices we asked about, including 43% of adults age 75 and older. Source 2011 Study: http://pewinternet.org/

  37. Source 2010 Study: http://pewinternet.org/

  38. Source 2010 Study: http://pewinternet.org/

  39. Source: http://pewsocialtrends.org/files/2010/10/millennials-confident-connected-open-to-change.pdf

  40. Source 2010 Study: http://pewinternet.org/

  41. Source 2010 Study: http://pewinternet.org/

  42. Source 2010 Study: http://pewinternet.org/

  43. Attracting & Retaining the Next Generation Workforce

  44. · Provide Leadership and Feedback.Millennials look to their leaders as role models and have a strong desire to learn from them. They work hard to achieve the goals their managers set for them and expect to receive honest and constructive feedback based on their performance. Establishing a clear career track which is supported by a performance review process helps employees understand how they are doing in their job and encourages them to keep improving and moving forward in the organization. · Offer Unique Benefits. Although this generation wants to be financially compensated for their efforts, they also value non-traditional benefits. Millennials are attracted to organizations that offer unique benefits such as: a game room, an exercise room or healthcare membership reimbursement, peer nominated awards, casual dress or free movie tickets, to name a few. Attracting & Retaining the next generation workforce Source: http://www.phillyjobs.com/articles/the-next-generation-workforce-5111-article.html

  45. · Promote Team Collaboration.Millennials like working with people they get along with and enjoy being friends with co-workers. Employers should create an office space that allows co-workers to share ideas and interact with each other and promotes teamwork. Some ideas to encourage employee interaction include: building an office with low cubicles, establishing strategic teams to focus on various projects and tasks or utilizing a company instant messaging system. · Give Back to the Community. Many members of the Millennial generation are showing an interest in community involvement and environmentally-friendly initiatives. When searching for a job, many of these professionals are attracted to employers who have community service projects in place. Employers should establish a community service program that fits within their company culture and make sure to communicate it to potential employees on the company’s website, in job ads, interviews and company collateral. Attracting & Retaining the next generation workforce Source: http://www.phillyjobs.com/articles/the-next-generation-workforce-5111-article.html