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  • Bridging the Generation Gap: Cross Generational

    Communication in a High Risk Safety Environment

    ASSE SYMPOSIUM March 27, 2013 Presented By: Laurie French Human Resources Director Managed Care Systems, LLC/ GEMCare Health Plan, Inc.

  • Learning Objectives

    – Understand what shaped and influenced the four different generations.

    – Understand the characteristics of each generation.

    – Develop better communication when presenting safety related topics or providing coaching

    – Develop understanding of how the generations learn

  • Definition of Generation

    A generation is defined as an identifiable group that shares birth years, age, location, and

    significant life events at critical developmental stages.

  • “TALKIN BOUT MY GENERATION”

    http://www.google.com/imgres?q=world+war+1&start=162&hl=en&safe=active&biw=1920&bih=852&tbm=isch&tbnid=m_O31OPFnMlSKM:&imgrefurl=http://kehilalinks.jewishgen.org/tavrig/tavrig2.html&docid=ghU7ONiWk9PzaM&imgurl=http://kehilalinks.jewishgen.org/tavrig/Image2.jpg&w=441&h=293&ei=00ctUdfpFebmiwKV2oGQCQ&zoom=1&iact=rc&dur=359&sig=100361809914476781044&page=4&tbnh=136&tbnw=205&ndsp=59&ved=1t:429,r:14,s:200,i:46&tx=157&ty=74 http://www.google.com/imgres?q=1950&start=131&um=1&hl=en&safe=active&rlz=1R2ADFA_enUS496&biw=1920&bih=852&tbm=isch&tbnid=2oLpQoP9iok7tM:&imgrefurl=http://williamsrlwlgw.blogspot.com/2012/09/welcome-to-1950s.html&docid=tZhG7t7n04n_GM&imgurl=http://2.bp.blogspot.com/-57VLPcr3bIg/UFD_xH_UO5I/AAAAAAAAKaI/8M03brAJWc0/s1600/1950familyDM1811_468x424.jpg&w=468&h=424&ei=juwsUfTnBMPOiwLjroCQDg&zoom=1&iact=hc&vpx=213&vpy=375&dur=110&hovh=214&hovw=236&tx=107&ty=150&sig=100361809914476781044&page=3&tbnh=137&tbnw=152&ndsp=72&ved=1t:429,r:93,s:100,i:283

  • Which generation does this describe?

    “Our youth now love luxury. They have bad manners, contempt for authority; they show disrespect for their elders and love chatter in

    place of exercise; they no longer rise when elders enter the room; they contradict their parents, chatter before company; gobble up

    their food and tyrannize their teachers.”

    Quoted by Socrates (369-499 B.C.)

  • EXERCISE

    Identify as many societal, political, economical events that shaped each generation.

     1909 – 1945 Age 25 1934 - 1970

     1946 – 1964 Age 25 1971 - 1989

     1965 – 1980 Age 25 1990 - 2005

     1981 – 1998 Age 25 2006 - 2023

  • Traditionalists – 1909-1945

    Characteristics • Raised in child-centered, over protective environment • Very pro-American; want to win • Stable and Loyal • Follow all the rules; sacrifice, discipline and schedules are important • Born to lead • Uncomfortable with ambiguity, conflict or change. • Cost conscious; believe in maximizing resources • Their word is their bond-agreements through handshakes • Work comes first • Believe in a strong chain of command-command & control

    leadership

    Reached Age 25 1934 - 1970

    http://www.google.com/imgres?q=world+war+1&start=162&hl=en&safe=active&biw=1920&bih=852&tbm=isch&tbnid=m_O31OPFnMlSKM:&imgrefurl=http://kehilalinks.jewishgen.org/tavrig/tavrig2.html&docid=ghU7ONiWk9PzaM&imgurl=http://kehilalinks.jewishgen.org/tavrig/Image2.jpg&w=441&h=293&ei=00ctUdfpFebmiwKV2oGQCQ&zoom=1&iact=rc&dur=359&sig=100361809914476781044&page=4&tbnh=136&tbnw=205&ndsp=59&ved=1t:429,r:14,s:200,i:46&tx=157&ty=74

  • Baby Boomers – Born 1946 - 1964

    Characteristics • Highly competitive - workaholics • Everyone has to pay their dues-promotions are earned by

    putting in time-ambitious. • Need to feel they are making valuable contributions • Raised to respect authority figures/elders • Willing to go extra mile • Expect to lead • Want teamwork and cooperation • Can be technically challenged • Loyal to employer • Care deeply what others think • Need to win but fair and square • Equate work/career with self worth

    Reached Age 25 1971 - 1989

    http://www.google.com/imgres?q=1950&start=131&um=1&hl=en&safe=active&rlz=1R2ADFA_enUS496&biw=1920&bih=852&tbm=isch&tbnid=2oLpQoP9iok7tM:&imgrefurl=http://williamsrlwlgw.blogspot.com/2012/09/welcome-to-1950s.html&docid=tZhG7t7n04n_GM&imgurl=http://2.bp.blogspot.com/-57VLPcr3bIg/UFD_xH_UO5I/AAAAAAAAKaI/8M03brAJWc0/s1600/1950familyDM1811_468x424.jpg&w=468&h=424&ei=juwsUfTnBMPOiwLjroCQDg&zoom=1&iact=hc&vpx=213&vpy=375&dur=110&hovh=214&hovw=236&tx=107&ty=150&sig=100361809914476781044&page=3&tbnh=137&tbnw=152&ndsp=72&ved=1t:429,r:93,s:100,i:283

  • Generation X – Born 1965 - 1980

    Characteristics • Self-reliant – extremely independent-prefer to work alone

    • Skeptical of leaders until they prove themselves

    • Enjoy new opportunities to learn new skills and grow professionally

    • Want to balance work and personal life-strong sense of community

    • Risk takers – not afraid of change

    • Ruled by sense of accomplishment not the clock

    • Must have a mission/purpose

    • Technologically savvy

    • Intolerant to “fluff” and ceremony

    • Value changing projects and responsibility

    • Not overly loyal to employers

    • Strong feeling of loyalty to friends and family

    Reached Age 25 1990 - 2005

  • Millennials /Gen Y - Born 1981-1998

    Characteristics • Technologically savvy

    • Grew up in a child-focused world with a lot of structured activities

    • Desire more balanced flexible life

    • Want meaningful work - must have a mission/purpose

    • Require and seek out feedback from supervisors.

    • Seek out mentorship by elders who show interest and respect towards them

    • Challenges status quo

    • Prefer working in small groups-teamwork

    • Socially minded – Global perspective

    • Less process focused

    • Strong interest in learning

    • Poor conflict resolution skills

    • Value diversity and change

    Reached Age 25 2006 - 2023

  • Common Characteristics TRADITIONALIST 1909-1945 BABY BOOMER 1946-1964

    • Raised in child-centered, over protective environment

    • Very pro-American; want to win

    • Stable and Loyal

    • Follow all the rules; sacrifice, discipline and schedules are

    important

    • Uncomfortable with ambiguity, conflict or change.

    • Cost conscious; believe in maximizing resources

    • Born to lead

    • Their word is their bond-agreements through handshakes

    • Work comes first

    • Believe in a strong chain of command-command & control

    leadership

    • Highly competitive - workaholics

    • Everyone has to pay their dues-promotions are earned by putting

    in time-ambitious.

    • Need to feel they are making valuable contributions

    • Willing to go extra mile

    • Expect to lead

    • Want teamwork and cooperation

    • Can be technically challenged

    • Loyal to employer

    • Care deeply what others think

    • Need to win but fair and square

    • Raised to respect authority figures/elders

    • Equate work/career with self worth

    GENERATION X 1965-1980 GENERATION Y/MILLENNIALS 1981-1998 • Self-reliant – extremely independent-prefer to work alone

    • Skeptical of leaders until they prove themselves

    • Must have a mission/purpose

    • Ruled by sense of accomplishment not the clock

    • Risk takers – not afraid of change

    • Want to balance work and personal life-strong sense of

    community

    • Technologically savvy

    • Enjoy new opportunities to learn new skills and grow

    professionally

    • Intolerant to “fluff” and ceremony

    • Value changing projects and responsibility

    • Not overly loyal to employers

    • Strong feeling of loyalty to friends and family

    • Technologically savvy

    • Grew up in a child-focused world with a lot of structured activities

    • Desire more balanced flexible life

    • Want meaningful work - must have a mission/purpose

    • Require and seek out feedback from supervisors.

    • Challenges status quo

    • Prefer working in small groups-teamwork

    • Socially minded – Global perspective

    • Less process focused

    • Strong interest in learning

    • Poor conflict resolution skills

    • Value diversity and change

    • Seek out mentorship by elders who show interest and respect

    towards them.

  • GROUP DISCUSSION

    How do the characteristics of each generation pose a safety risk.

    How can we use these characteristics to create a safe work environment.

  • Training the Generations

  • Training A Traditionalist Training Environment for Tr