For the first time since the industrial revolution, there are four different generations with four different approaches to the world of work. These differences may be useful to the organization or it can create great conflict within the workforce. The first step to minimize the use of these differences and conflicts in order to understand the differences. The following is a brief recap of each generation: Veterans (1922-1943) • Sets the workplace for military or religiousHierarchy. • Respect for authority, with clear rights on any given level in the organization. • Calculate and deliver no-nonsense performance. Baby Boomers (1943-1960) • Self-esteem and happiness are the driving factors. • Driven by passion and must make a difference. • Desire for social / team environment with a personal appreciation for their hard work. • They believe in the vision of an organization, they become 110% self-employed in the hours and commitment. (If you do not see them do it,out.) • 60-hour week and "Thank God It's Monday imagination. Generation X (1960-1980) • Desire for independence and "hands off" management. • demand balance between work and private life. • Think of yourself as an equal partner in all age groups. • Vote on merit not seniority • Respect is not the hierarchy of competence will be assessed. NEXT (1980-current) • Expect economic prosperity. • Recognize they are in high demand because it is not enoughthem. • be used in a global world. • Technically well-versed. • Can access and use of information and knowledge quickly. • If value of new knowledge and a fast paced environment. As you review the differences, you can meet the challenges of mixing of the different ways of thinking within an organization. Awareness allows the players to identify the differences and to work proactively to positive conflict resolution.
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