Upload
arlene-hodge
View
221
Download
0
Tags:
Embed Size (px)
Citation preview
Emerging Leaders: Resolving the Conflict between Generations
Deborah Blanks
Angela Strelka
Dave Celata
Generations in the Workplace
• Traditionalists (1925-1945)
• Baby Boomers (1946-1963)
• Generation Xers (1964-1980)
• Millennials (1981-2000)
Traditionalist Generation
• Formative Events: Great Depression, New Deal, WWII
• Characteristics: Loyal, Trusting, Duty-Conscience
• Examples: Martin Luther King, Elvis Pressley, Gloria Steinem
Baby Boomer Generation
• Formative Events: Suburbanization, Cold War, Civil Rights Movement, Vietnam
• Characteristics: Competitive, Rebellious, “Movers and Shakers”
• Examples: Bill Gates, Hillary Clinton, Bono
Generation X
• Formative Events: Reaganomics, Crack Epidemic, The fall of the Berlin Wall, AIDS
• Characteristics: Skeptical, Independent
• Examples: Kurt Cobain, Tiger Woods, Biggie Smalls & Tupac Shakur
Millennial Generation• Formative Events: Columbine,
September 11th, Hurricane Katrina
• Characteristics: Optimistic, Global, Team Orientated
• Examples: Prince William, Michael Phelps, Britney Spears
TABLE 1.1 TOP TEN VALUES, BY GENERATION
Silents Early Boomers Late Boomers Early Xers Late Xers
INTERGRITY 69% INTERGRITY 70% FAMILY 76% FAMILY 78% FAMILY 78%
WISDOM 60% FAMILY 60% INTERGRITY 72% INTERGRITY 60% LOVE 73%
SELF-RESPECT 59% WISDOM 57% ACHIEVEMENT 53% HAPPINESS 52% HAPPINESS 59%
FAMILY 53% SELF-RESPECT 48% COMPETENCE 50% ACHIEVEMENT 50% SELF-RESPECT 58%
COMPETENCE 47% COMPETENCE 48% LOVE 47% LOVE 49% FRIENDSHIP 53%
RESPONSIBILITY 41% ACHIEVEMENT 45% WISDOM 45% COMPETENCE 46% HELP OTHERS 46%
LOVE 40% LOVE 44% HAPPINESS 45% SELF-RESPECT 43% RESPONSIBILITY 41%
JUSTICE 38% HAPPINESS 40% SELF-RESPECT 41% BALANCE 43% LOYALITY 41%
ACHIEVEMENT 35% BALANCE 37% BALANCE 41% RESPONSIBILITY 37% INTERGRITY 39%
CREATIVITY 34% RESPONSBILITY 36% RESPONSIBILITY 39% WISDOM 36% WISDOM 34%
Deal, Jennifer J. Retiring the Generation Gap. John Wiley & Sons, Inc. San Francisco: 2007.
TABLE 4.1 TOP TEN LEADERSHIP ATTRIBUTES, BY GENERATION
Silents Early Boomers Late Boomers Early Xers Late Xers
CREDIBLE 65% CREDIBLE 74% CREDIBLE 75% CREDIBLE 71% LISTENS WELL 68%
LISTENS WELL 59% TRUSTED 61% TRUSTED 60% TRUSTED 58% DEPENDABLE 66%
TRUSTED 59% FARSIGHTED 57% FARSIGHTED 59% FARSIGHTED 54% DEDICATED 63%
FARSIGHTED 53% LISTENS WELL 55% LISTENS WELL 53% LISTENS WELL 51% FOCUSED 59%
DELEGATING 50% ENCOURAGING 50% ENCOURAGING 53% ENCOURAGING 46% TRUSTED 56%
ENCOURAGING 44% FOCUSED 39% DEPENDABLE 49% DEPENDABLE 46% ENCOURAGING 54%
DEPENDABLE 41% DEPENDABLE 38% A GOOD COACH 46% FOCUSED 43% CREDIBLE 48%
DEDICATED 38% PERSUASIVE 34% FOCUSED 44% A GOOD COACH 40% OPTIMISTIC 45%
EXPERIENCED 38% A GOOD COACH 33% EXPERIENCED 41% EXPERIENCED 36% EXPERIENCED 43%
A GOOD COACH 38% CREATIVE 33% PERSUASIVE 37% PERCEPTIVE 35% TRUSTING 40%
Deal, Jennifer J. Retiring the Generation Gap. John Wiley & Sons, Inc. San Francisco: 2007.
Key Lessons
• Employees from different generations have different characteristics, work styles, and personalities
• Despite the most obvious differences, there are some fundamental values that transcend the generations
• Consciously addressing generation gaps is necessary for organizational efficiency and long term sustainability