2010 pt 627 clinical semianr ii managing and motivating the generations.ppt final
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Julie Gahimer PT, HSDPTPP 506 Professional Issues
Spring 2010
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ObjectivesIdentify different generationsIdentify factors that influence and
motivate different groupsUnderstand each generations’
characteristics and habitsUnderstand learning styles and specific
preferences of different generationsDiscuss appropriate learning
environments and teaching strategies for different groups
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PERSPECTIVES
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PERSPECTIVES
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The Lost Generation
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The Lost Generation
May West
L. Armstrong
Al Capone
Pres. Truman
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The G.I. Generation
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The G.I. Generation
Doris Day Pres. Reagan
Judy Garland
John Steinbeck
Walt Disney
Nelson Mandela
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The Silent Generation
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The Silent Generation
Bill Cosby
Paul Simon
Colin Powell
Dr. KingAlvin Tofler
Empress Michiko
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The Boom Generation
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The Boom Generation
President Clinton
Stephen Spielberg
Bill Bennett
Spike Lee
Dr. Phil’s Agent
Bill Gates
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Generation X
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Generation X
Jesse Jackson, Jr.
Michael Andressen
Winona Ryder
Katie Holmes’ Husband
Cindy Crawford
Michael Dell
Jon Heder
Princess Diana
Paul Potts
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The Millennials
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The Millennials
Frankie Muniz
The Olsens
Tera Lapinski
The Hansens
Sanjya
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Which is the correct chronological order?1. The Lost Generation2. The G.I. Generation3. The Silent
Generation4. The Boom
Generation5. Generation X6. The Millennials
1. The Silent Generation
2. The G.I. Generation3. The Lost
Generation4. The Boom
Generation5. Generation X6. The Millennials
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The correct chronological order:1. The Lost Generation born 1883-
19002. The G.I. Generation born 1901-19243. The Silent Generation born 1925-19424. The Boom Generation born 1943-19605. Generation X born 1961-19816. The Millennials born 1982-now
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Points to PonderBy 2031, 61 million Americans will retire
Labor demands will exceed supply by 2013
International flavor of the workplace has increased by 4.7 million from 1995-2000
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Age Cohorts in Workplace
Name Born AgeGls, Veterans 1901-1924 79-102
Silents 1925-1942 61-78
Baby Boomers 1943-1960 43-60
13ers, Generation X 1961-1981 22-42
Millenials, Generation Y 1982-current up to 21
Together considered Traditionalists
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GI VetsBought AmericanLoyal to a brandOpinionatedWorld leadersDid “big things”
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SilentsDid what they were toldKorean War, GI BillCould expect to be better off than their parents
Had kids at a young age
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Boomers1943-1960 (1946-1964)Learned from GI vet teachers
1944-1955 Average income tripled
Have taken the national spotlight
AARP
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Generation Xers1961-1981True kids of “Woodstock”Have seen lots of changeBirth control pill in late 1960’s
1/3 pregnancies terminatedFrom the kitchen to the workforce
Donna Reed and June Cleaver not popular anymore
Divorce rate has spiraled
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Society and CultureBoomers Generation X Generation Y
Child Nurture Relax Unprotective TighteningFamily Stability High-start to fall Falling Low-starting to rise
Family Poking Priority Needs of Country Needs of Adults Needs of ChildrenSchool Emphasis Excellence Liberation StandardsGender Role Gap Wide Narrowing Narrow
Fiscal Tilt To Working Age Adult To Retirees To KidsImmigration Low Rising High
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Computer Literacy
Traditionalists- 52%Boomers-38%Generation Xers- 85%Millenials- 100%
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Interesting Fact
1946 Highest SAT scores, there was a decline in scores the next 17 years
Generation X is the first generation where more females than males went to college
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Life and Times of a Generation Xer
Daycare Mom’s house, Dad’s house?LayoffsWorkaholic parentsMom works, they are on their ownBad things can happen at schoolKids can be kidnapped
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Movies and TelevisionTraditionalists
Lassie,Lone Ranger, Leave it to Beaver
Generation XersExorcist, Omen, Rosemary’s Baby, Paper Moon
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Key DescriptorsTraditionalists = LOYALBaby boomers = OPTIMISTICGeneration Xers = SKEPTICISM
Millenials = REALISTIC
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Generation XersHave seen hard work not pay off, far
less optimistic about their futuresNo golden watchThey may not see the point of paying
their duesHow is this part of skill building for me?How can I take it from job to job?Always looking for the next jobAlways one foot out the door
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Mapping Career PathsTraditionalists = build a legacy, plaques,
outward signsBaby Boomers = build a stellar career,
moving up the ladderGeneration Xers = build a portable
career, build skills and then move around
Millenials = see career as Rubik’s cube
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Managing Generations in the Workforce
RecruitmentOrientation and Training
Feedback
RewardsRetentionRetirement
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Who Uses the Web to Search for Jobs?
Traditionalists- 30%Baby Boomers- 40%Generation X- 60%
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Job Slogans of the United States Army
Traditionalists- “Uncle Same Wants You”
Baby Boomers- “Join the People Who’ve Joined the Army” (1973)
Generation X- “Be all that you can be” (1981)
Millenials- “The Power of One” (2001)“She is not just my daughter, she is my hero”, “Force unto myself”
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Motivation-TraditionalistsMoneyPublic Recognition
Desire to Lead
Organizational Loyalty
Responsibility
Accomplishment
Control
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Motivation-BoomersMore MoneyPublic Recognition
Desire for Subordinates
Loyalty to Self
PromotionPeer Recognition
Control
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Motivation-Generation XersBorn 1961-1969
Do Well by Doing Good
Meeting Organizational Goals
Recognition from Boss
Bonuses and Stock Options
Born 1970-1981Time OffMeeting Own
GoalsRecognition from
BossSkills TrainingStock OptionsMentoring
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Fractured Cross-Generational Communication
Older Worker (1935-1960)
OlderInvincible as a
teamLong preamblesCare deeply what
others thinkLike to process
and talk about ideas and issues
Younger Worker (1961-1981)
YoungerWork best aloneAbrupt speech
patternsCare little what
others thinkJust tell me what you
want done and I’ll do it
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Generational Learning Styles: Tips for Teaching TraditionalistsOlder adults may
need technology training
Let the group dictate pace; don’t rush them
Be polite “please” and “thank you”
Avoid off-color language/humor
Even if you are using computers for training, provide plenty of opportunity for personal interaction. Older learners like to interact with people, not machines.
Don’t put them on the spot
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Generational Learning Styles: Tips for Teaching Traditionalists
Show respect for age and experience
Bullet point summaries
All printed material should be clear, easy to read, large format
Provide a summary of topics and goals
Be pleasant, personal but not too intimate
Don’t be extra friendly
Give them the big picture
If you are a 20 something trainer-get coaching from someone older, and invite older guest speaker
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Generational Learning Styles: Tips for Teaching Boomers
Show them that you care
Fairness in importantThey want to be able
to shine Know their namesGive them a chance
to talkRespect their
experience
Don’t boss them around
Be nice and democratic
Treat them as “equals”
Treat them as if they are young
Avoid “sir” and “ma’am”
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Generational Learning Styles: Tips for Teaching Generation X
Humor is importantGive it to them
straightTalk with, not at
themNever confuse
having a career with having a life
Be visual and dynamic
Be on top of your game
Be direct and youthful
You can’t push the image without the substance
Education should be a way to get ahead
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Generational Learning Styles: Tips for Teaching Generation X
Gear into specific and practical outcomes
They want information that will improve their situation in some way
Don’t pull rankProvide a fun and
relaxed place to learn
Provide clear statements of what is expected to be successful
Coach, don’t directIncorporate
technologyUse headlines,
bullets, and graphics
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Generational Learning Styles: Tips for Teaching Millenials
Incorporate teamwork
Technology is expected
Expect teachers to know more than they do
Want more attention from authority figures
Active and interactive
Visually similar to Xers
Provide multiple focal points
Provide supervision and structure
Millenials are readers
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Generational Learning Styles: Tips for Teaching Millenials
Give frequent and instantaneous feedback
Give training in money skills and ways to make money
Use bells and whistles
Give skills and information that will make their working lives less stressful and increase their marketability
They can multitask
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Preferred Learning PatternsBoomers-want to be in charge of their
own learningGeneration Xers-prefer to work
independently with self-directed projects
Millenials-want interaction with colleagues; want more structure and direction, want to know what is expected up front