# Presentation: 904133

## GENERATIONAL DIFFERENCES IN THE WORKPLACE

- Marci M. B. Tarrant, AA, BPA, MBA
- EEO & Diversity Program Manager
- Alternative Dispute Resolution Coordinator

## OBJECTIVE

- To heighten awareness and understanding of the generalized differences among generations, in order to decrease  misunderstandings, conflicts, stress, discomfort, frustration, and miscommunication.  And, to increase effectiveness in the workplace without reinforcing stereotypes.

## GENERATION

- A group of people defined by age boundaries (those who were born during a certain era),
- they share similar experiences growing up, and
- their values and attitudes tend to be similar.

## GENERATIONAL DIVERSITY

- Dealing with diversity in the workplace means understanding and relating effectively with people who are different from you.

- Another slice of diversity that is not always included in typical diversity training is generational diversity.
- In any large organization, you are bound to find divisions, units, or work teams where at least four distinct generations are working side by side.

## GENERATION GAP

- A generation gap describes a vast difference in cultural norms between a younger generation and their elders.
- The gap occurs when older and younger people do not understand each other because of their different values, attitudes, experiences, opinions, habits, behavior, interests, and communication styles.

## The once linear nature of power at work, from older to younger, has been dislocated by changes in health, wellness and life expectancy, lifestyle, technology, and knowledge base.

**TIMES HAVE CHANGED**

## AGE DISCRIMINATION

- The Age Discrimination in Employment Act of 1967 protects people 40 and older from discrimination in hiring and on the job.
- Age discrimination complaints are on the rise (up 14.5%, 7 year high), due to more older employees in the workplace (baby boomers).

## THE POWER OF FOUR

- This is the first time in American history that we have had four different generations working side-by-side in the workplace.
- Each generation has distinct attitudes, behaviors, expectations, habits, and motivational buttons.

- These four generations often collide, as their paths cross.
- They have different values, different ideas, different ways of getting things done, and different ways to communicating in the workplace.

## TODAY’S GENERATIONAL WORKFORCE

**Veterans (Matures)** – born from 1922 – 1945 (5% of the national workforce) (**currently 60 – 83 y/o**)
**Baby Boomers** – born from 1946 – 1964 (45% of the national workforce) (**currently 41 – 59 y/o**)
**Generation X** – born from 1965 – 1980 (40% of the national workforce) (**currently 25 – 40 y/o**)
**Generation Y** – born from 1981 – 2000 (10% of the national workforce) (**currently 5 – 24 y/o**)

## BENEFITS OF A MULTI-GENERATION WORK TEAM

- The team is more flexible.
- Decisions are stronger because they are broad-based.
- The team is more innovative
- The team can meet the needs of a diverse work environment.

##  STATEMENT FOR DISCUSSION

- As each generation replaces another, in the work environment, the overall work environment becomes something new altogether -  fundamentally changing the workers’ morale, mood and behavior.

## 	EKHCS AGE GROUPS

## EKHCS AVERAGE AGE OF PERMANENT EMPLOYEES

| Average Age (all) | 49.6 |  | 1509 total | April, 2005 |  |
| --- | --- | --- | --- | --- | --- |
|  |  |  |  |  |  |
| Men | White | Af. Amer. | Hispanic | Asian | Nat. Amer. |
|  | 51.2 | 49.4 | 50.7 | 56.2 | 42.8 |
|  |  |  |  |  |  |
| Women | 48.6 | 48.9 | 47.3 | 50.4 | 52.0 |

## COMMENT FOR DISCUSSION

- Baby Boomers often consider Generation Xers as being disrespectful, scornful, wanting instant gratification, and lacking employer loyalty.  In other words, “Xers couldn’t care less! (negative generational stereotype).

## EXAMPLE # 1

- Scenario: At appraisal time, a manager from the Veterans Generation gives a nice bonus to a Generation X employee.  The Generation X employee is ungrateful and says, “Why didn’t I get this six months ago when the project was completed?”

- Solution:  Explore reward plans geared to the different generations and giving monetary rewards and recognition at the time when it is earned.  Generation Xers want instant gratification, but Veterans are happy to get money or recognition at anytime.

## EXAMPLE # 2

- Scenario :  A Generation X manager tells a Boomer that he has been working too hard and should take a vacation.  Instead of saying thanks, the Boomer replies, “I work to get ahead, to get a promotion, not for a vacation.”

- Solution:  The next time that this situation comes up, the Generation X manager might elect to give the Boomer a bonus, rather than suggest that he take a vacation.

## THE KEYS TO OVERCOMING THE DIFFERENCES THAT DIVIDE US

**Understanding **– the more we understand others’ point of view and allow for differences, the better we can communicate.
**Acceptance** – We should try to accept someone as a person of worth, even if we can’t agree.
**Forgiveness** – To keep the lines of communication open, it is imperative that we learn to forgive.

## CLASS EXERCISE

- What generation do you consider yourself to be a member of?
- What do you like about your generation?
- What do you wish other generations understood about your generation?
- What challenges do you face at work that may have to do with your generation?

## EMPLOYER OF CHOICE

- Requires a work culture that recognizes and appreciates a variety of perspectives, styles, and opinions.
- Differences in perspectives are sought out, valued, respected, and put to use.
- Management taps into the best (productivity and creativity) of everyone.

## VALUING DIVERSITY

- Each of us has our own unique characteristics.  But, it is our differences that make our lives together interesting and rewarding.  Everyone has something to contribute.  We all need to remember to accept others for who they are and look for the best that they have to offer.  That is what valuing diversity is all about!