generation xyz mar2014 cement

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The X -Y –Zof Management

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Leahcim Semaj

Mobile: 876.383.5627 Skype: LSemajOffice: 876.948.5627 Twitter: LSemajEmail: [email protected] Facebook: Leahcim.Semaj.PhD

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Why can’t we all just get along?Who are they?What defines these generationsWhere did they come from?The lessons they learnt BEFORE they came to work with you

What do they want?What they want and how to give it to them

What kind of Manager will that make you?

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Children Staff

Customers Friends

You



first appeared in an August 1993 Ad Age editorial to describe teenagers of the day,defined as different from Generation X, and then aged 12 or younger (born after 1981), ll th t f th i t as well as the teenagers of the upcoming ten

years.Since then, the company has sometimes used 1982 as the starting birth year for this generation

"Generation Y" alludes to a succession from "Generation X."


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are sometimes called Echo Boomers, due to the significant increase in birth rates during the 1980s and into the 1990s.

In America, the birth rate of the Echo Boom peaked in 1990peaked in 1990.are mostly the children of baby boomers or Gen Xers.The 20th century trend toward smaller families in developed countries continued,the relative impact of the "baby boom echo" was generally less pronounced than the original boom.


William J. Schroer


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Traditionalists: 1922 – 1943 (over 69)

Baby Boomers: 1944 – 1964 (47 – 68)

Generation X: 1965 – 1977 (35 – 46)

Generation Y: 1978 – 1994 (17 – 34)

Generation Z: 1995 ‐ ? (Under 18)


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Born: 1928‐1945Coming of Age: 1946‐1963Age in 2012: 67 to 84Jamaica 65 & over Population 2011: 217,606This generation had significant opportunities in jobs This generation had significant opportunities in jobs and education as the War ended and a post‐war economic boom struck America. However, the growth in Cold War tensions, the potential for nuclear war and other never before seen threats led to levels of discomfort and uncertainty throughout the generation. Members of this group value security, comfort, and familiar, known activities and environments.


Born: 1946‐1954Coming of Age: 1963‐1972Age in 2012: 58‐66Current US Population: 33 million For a long time the Baby Boomers were defined as those born between 1945 and 1964. That would make the generation huge (71 million) and encompass people who were 20 years apart in age. It didn’t compute to have those born in 1964 compared with those born in 1946.


Life experiences were completely different. Attitudes, behaviors and society were vastly different. In effect, all the elements that help to define a

h i l d b h b d f cohort were violated by the broad span of years originally included in the concept of the Baby Boomers. The first Boomer segment is bounded by the Kennedy and Martin Luther King assassinations, the Civil Rights movements and the Vietnam War.

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Boomers I were in or protested the War. Boomers 2 or the Jones Generation missed the whole thing

dgood economic opportunities were largely optimistic about the potential for America and their own lives, the Vietnam War notwithstanding


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Born: 1955‐1965Coming of Age: 1973‐1983Age in 2012: 47 to 57Jamaica PopulationThis first post‐Watergate generation lost much of its trust i d i i i i h B I in government and optimistic views the Boomers I maintained. Economic struggles including the oil embargo of 1979 reinforced a sense of “I’m out for me” and narcissism and a focus on self‐help and skepticism over media and institutions is representative of attitudes of this cohort. While Boomers I had Vietnam,

Boomers II had AIDS as part of their rites of passage.


Did not have the benefits of the Boomer I class as many of the best jobs, opportunities, housing etc. were taken by the larger and earlier group.

Both Gen X and Boomer II s suffer from this long shadow cast by Boomers I.


Born: 1966‐1976Coming of Age: 1988‐1994Age in 2012: 36 to 46Jamaican Population 1970: 1.8 millionJamaica 30–64 Population 2011: 1.03 million

f d h l hSometimes referred to as the “lost” generation, this was the first generation of “latchkey” kids, exposed to lots of daycare and divorce. Known as the generation with the lowest voting participation rate of any generation, Gen Xers were quoted by Newsweek as

“the generation that dropped out without ever turning on the news or tuning in to the social issues around them.”


often characterized by high levels of skepticism, “what’s in it for me” attitudes “what’s in it for me” attitudes


arguably the best educated generation with 29% obtaining a bachelor’s degree or higher (6% higher than the previous cohort). And, with that education and a growing maturity , g g ythey are starting to form families with a higher level of caution and pragmatism than their parents demonstrated. Concerns run high over avoiding broken homes, kids growing up without a parent around and financial planning.


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Born: 1977‐1994Coming of Age: 1998‐2006Age in 2012: 18 to 35Population 1982: 2.2 millionpJamaica 15‐29 population 2011: 751,489The largest cohort since the Baby Boomers, their high numbers reflect their births as that of their parent generation..the last of the Boomer Is and most of the Boomer II s.


are known as incredibly sophisticated, technology wise,

immune to most traditional marketing and sales gpitches...

as they not only grew up with it all, they’ve seen it all and been exposed to it all since early childhood.


are much more segmented as an audience aided by the rapid expansion in Cable TV channels expansion in Cable TV channels, satellite radio, the Internet, e‐zines, etc.


less brand loyal and the speed of the Internet has led the cohort to be similarly flexible and changing in its similarly flexible and changing in its fashion, style consciousness and where and how it is communicated with.


often raised in dual income or single parent families have been more involved in family purchases...everything from groceries to new cars. One in nine Gen Yers has a credit card co‐signed by a parent.


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The Millennials


Leahcim Semaj

They are the most tech savvy and demanding generation ever on this planetTechnology is in their DNA. The internet is their life. The internet is their life. they will use it for everything

They will be a transient workforce. They will 'follow the work' and live where the work is based.


For them the virtual world is real –Friends, Fans, Followers and Contacts

Geography and distance are no hindrance,Everything is here and now ‐ just a click away.


They are more self‐directedprocess information at lightning speedspeed.are smarter than any other generation

▪ (how wise? Time will tell?)


They will give new meaning to the term Social workers:Raised in an educational culture of working in teams working in teams and being highly socially connected through

computers, cell phones, text messaging, instant messaging, social networking, blogs, multi-player gaming, etc.,


Millennials are extremely social workers. they are the first generation to y gbegin to build relationships virtually

and are now bringing a culture of constantly working together


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SENSORY

Listen

DIGITAL

Friends ‐ 3018

See

Talk

Followers ‐ 155/138

BB Contacts ‐ 10

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Born: 1995‐2012Coming of Age: 2013‐2020Age in 2012: 0‐17Jamaica Population 2001: 2.6 millionJamaica Under 15 Population 2011 702 835Jamaica Under 15 Population 2011: 702,835While we don’t know much about Gen Z yet...we know a lot about the environment they are growing up in. This highly diverse environment will make the grade schools of the next generation the most diverse ever.


will grow up with a highly sophisticated media and computer environment and will be more environment and will be more Internet savvy and expert than their Gen Y forerunners.


By Boris Populoh, HHGFAA Director of Programs and Services


How to recruit, manage, and sell to the younger generation is an i i d t h t issue every industry has to address


Are employees from the younger generations rock stars, techno‐geniuses, or unmotivated slackers? Everyone seems to have an opinion. O hi i f One thing is for sure: They’re here and here to stay, and they will play a pivotal role in the future of your organization.

Whether one is old, young or somewhere in between, our perceptions influence how we view others and the decisions we make based on our preferences.


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provides some insight into how the international household goods transportation and goods transportation and forwarding industry views this complex and intriguing issue.Survey Results: Questions and Responses


Which is your generation?The largest group of responses, 86 of the 257 received, were submitted by those identifying themselves as Gen X. Th i f The next two groups in terms of responses received came from the Boomers and Boomers II generation, with 65 and 64 responses, respectively. Overall, a total of 215 responses were submitted by those born between 1946 and 1976.

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What is your most pressing issue with employing young adults?A solid majority, 144 of 257 responders, indicated that the most pressing issue with

l i d l i employing young adults is their attitude.

While this perceived apparent lackluster approach to the work environment is a source of friction between the generations, only 5% of responders feel that honesty is an issue when it comes to employing young adults.


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How would you describe the change in work ethic over the past 25 years?71.2% of all responses collected, indicated that they felt that ywork ethic has either declined significantly or slightly,

This this perception is shared across all three major groups of responders, the Baby Boomers and Boomers II, as well as Gen X


The best way to motivate young workers is to give them more ...Nearly half of all responses indicated that“Money” is the primary tool used to Money is the primary tool used to motivate young workers.

On the other hand, both “Praise” and “More responsibility”

also appear to be useful tools in motivating younger workers.


The biggest challenge facing employers of young adults is ...“Retention” is the biggest challenge facing employers of young adults.

It stands to reason that while “Money” is thought to be a primary motivator,

perhaps other tools could be employed more effectively when it comes to attracting and retaining qualified staff.


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Compared to 25 years ago, do young adults have to deal with a higher level of job stress and a higher level of workload?majority of responders indicated that they feel that young adults today, have to deal with a higher level of job stress and a greater workload then they did 25 years ago.

Whether you feel that is true or not, it cannot be denied that today’s work environment is very different than it was 25 years ago.


What are the best skills that young adults bring to today’s workplace?While there are differences of opinion and perception when it comes to recruiting, p p g,managing, and selling to the younger generation, it appears that everyone can agree on the fact that contributions made by younger adults in the workforce are of significant value and add new ideas and skills


Boomers think that technology is a separate thing.

They “go on” the internet. Th “ k ll h ll h ” They “make a call on the cell phone”. They look something up “on the computer”.

They have a distinction between doing a task and the “tool” that they do the task with.


Millennialsdon’t have that dualism or separation.

They look something up of course they are doing it on the computer of course they are doing it on the computer… why would you even think to say it that way?

They make a call or text someone… the technology is implied and assumed


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Gen Xers live their life with technology. They work with it, they use it to be more productive. They like to customize and personalize They like to customize and personalize. The Gen Xers are actually the group that is most enamored by technology, but at the same time they feel trapped by it.


Boomers, remember life without it, it d b ddi t d t it lik may use it and may be addicted to it like

everyone elsebut they can more easily let it go and live without it.


Millennialshave integrated all the various technologies into their lives,

they are the ones that will say, “We need to talk more instead of all this texting ” We need to talk more instead of all this texting. or “People are forgetting how to even just talk to each other”, or “I don’t use email. It’s a hassle and it’s too impersonal.

If You need to communicate with them

Call or text or facebook


All the generations dislike small fonts onlineWe think we only need larger fonts if h l f B i if we have a lot of Boomers in our target audience, but all of the generations commented that text was often too small.


Boomersdon’t like things that move and scroll on the page, such as banners that change.

They REALLY don’t like that it is a They REALLY don t like that — it is a reason why they would abandon a site. Gen Xersare fine with these moving parts

Millennialswill get bored without them.


Millennialsexpect websites to be at least interesting, if not fun.

G X d BGen Xers and Boomersare willing to give up fun if the site can be customized for themBoomersor it’s a useful tool


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Gen Xerslove twitter.

MillennialsMillennialsprefer Facebook.

Boomers are trying both, but are still a little bewildered.


You’ve heard how large the Boomer generation is in numbers, right? ( 8 i h US) (78,000,000 in the US). The Millennials are an even larger group (80,000,000 in the US). The Gen Xers are a much smaller group (55,000,000).


Gen Xershave to be really careful.

Gen Xers are doing most of the website design design. But most of the people they are designing for are not them! They have to make sure they are not just designing for themselves, and they have to test their design with different generations.


If you have pictures of people at your website the millennials are the most sensitive to what the people look like, especially to how old they are. I’ ill i l l t th I’ve seen millennials glance at the page they landed on at a website and click out of it within 1 or 2 seconds because,

“this site isn’t for me. That woman was old”

(by the way, the woman looked about 35 to me!).


Sometimes people ask, “Isn’t this just an artifact because these people are young?

Soon they will grow up and get married and have children gand then they will be just like all the other Gen Xers, right?”.

I don’t believe this. The differences are deep and have been ingrained since childhood. The Millennials are not going to grow into Gen Xers, just like the Gen Xers are not going to grow into Boomers.


Which generation are you? Do you have to design for other generations? generations? What do you do to make sure you aren’t just designing for yourself?Originally published onWhatMakesThemClick.net.


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By Jackie Agner


to explain the differences between our generations and h t it d ll how to recruit, manage and sell to them.


Primarily children of the Baby Boomers born between 1960–1981. These are children who seek a sense of purpose, work‐life balance, fun, variety,

d h i d “ l” k respect, and the opportunity to do “real” work that makes a difference. Arguably everyone wants these things from a job; the difference with Generation X is they’ll talk with their feet when their needs are not fulfilled.


They are extremely independent, they have totally embraced the technological revolution, and they feel empowered and are optimistic about the future.

G i i th f t h l h t Growing up in the age of technology has put a computer in the hands of almost every child. These are people who have understanding, knowledge, a command of technology and they keep up with its advances.


Gen‐Xers have a multitude of choices at their fingertips, thanks to the technological advances in the past decade. The wealth of information available in seconds

from the Internet, hundreds of television stations to choose from,

and a different shopping center every 10 miles underscore to Generation Xers that if they don’t get what they want or need from one source, they can easily and immediately go to another.


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Generation X will question workplace regulations ( h d d d h d l ) (such as dress codes and schedules),

and know that there are other options out there if they are not satisfied with the answers.


or at least to be climbing the corporate ladder by their sixth month on the job. They believe that they deserve the position they want. Thi i l iThis is not a lazy generationactually they are not against hard work by any means.

They also want to do the work better and faster than their co‐workers. Being competitive with themselves and others is in their nature.


increasingly a challenge for employers. To a Gen‐Xer, a good job is no longer defined by monetary gains alonePosition selection is behavior‐drivenXers will take a given job because they WANT to work there, not because they have to.

What they’re looking for is an opportunity to make a difference in the world, or the company.


Ken Silber Friday, November 30, 2012Wonderlic Blog


Millennials (or Generation Y) were born between 1980 and 2000.

reputation for ambition and efficiency and enjoy working on teams. They were raised in a period of economic prosperity by Baby Boomer and Gen X parents

Raised in a less authoritarian style than they themselves had been raised.


tried to give their children the very best (i e vacations education new forms (i.e., vacations, education, new forms of technology)

encouraged them to seek employment in occupations that were meaningful on a personal level.


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recent studies and trends have shown that in general this new

f f i l group of young professionals has a very different mindset and approach than their predecessors.


is primed to bring the biggest shift in managerial styles and

k l lt workplace culture that has been seen in a long time.


This generation would rather work remotely.They would prefer to get their work They would prefer to get their work done at their favorite coffee shop and get on with their personal lives.


They want to be judged based on their performance per project

th th b th h th l rather than by the hours they log in the office.

In this respect, Generation Y works to live.


to advance quickly and need to feel they have an opportunity for growth.

If they are unhappy in a position or don’t feel there is room for professional developmentthey’re more likely to seek other employment options.

Building tenure at an organization is not a top priority for this group.


prior generations have more of a “live to work” attitude.

They are fine with logging a 60 hour They are fine with logging a 60‐hour work week and they enjoy face‐to‐face interaction with their colleagues.


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to stay in one position for a long period of time and believe in the concept of and believe in the concept of ▪ “paying your dues.”

They are more comfortable working their way up the ladder and biding their time to achieving success.


While some employers and managers might see the attitudes of this younger might see the attitudes of this younger generation in a negative light,

This group could bring many positive changes to the way we do business.


one of the greatest attributes about this group is their comfort level in not only using technologybut embracing new technology.

They know how to use the latest and greatestand they’re not afraid to flow with the changes.


Since technology continues to become deeply embedded into how we all work we all work and is a huge part of how we do business.

Being “technology literate” isn’t going to cut it anymore.


bring a wealth of knowledge to the table that employers can benefit from immenselyfrom immensely.prefer telecommutingand there are benefits for their employer.


69% cited higher productivity, 75% said the timeliness of their work improved, p ,80% experienced a better quality of life and91% said telecommunicating has improved their overall satisfaction with their jobs.


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by adapting to the preferred work method of Millenials,employers could realize positive results across the board.

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you want a high‐technology campaign that is colorful, upbeat and modern.Xers are fast to recognize when a potential employer uses technology in lieu of important parts of the hiring process. They expect to interact with recruiters who are knowledgeable and skillful.


the possibilities, and the opportunities. Hi i th t ti f Hiring the next generation of workers means utilizing new recruitment methods.


Eric Chester, author of Getting Them to Give a Damn: How to Get Your Front Line to Care about Your Bottom Line,

suggests thatl l d t hi th b t employers no longer need to hire the best

people—rather, they need to employ the right people.

Using personality profiles to hire people with similar work habits and views will reduce the tension and turnover in the workplace.


1. Good relationships with bosses and co‐workers2. Income3. Opportunity for growth4. Opportunity utilize their skills Ch ll i d il k5. Challenging daily work

6. Flexible schedules for social and personal time7. A casual dress environment.8. Tuition reimbursement9. Pension match by employer10. Bonuses11. Comp days


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Generation X is not very different from any other demographic. They, too, want to be respected and recognized for their workplace g pcontributions. These kids are connected: Technologically savvy, they are used to using cellular telephones and the Internet as primary means of communication.


The work they do should mean something and have importance to them personally and to their company. They are confident; products of encouraged self‐esteem and educational opportunities,

they believe they can do it alland trust me, they can!


will bring new ideas and values into the workplace. They are highly educated, willing to learn, technologically savvy, and motivated.U d t di d b i iti t th Understanding and being sensitive to the needs of these workers will be the key factor in recruiting and retaining them. If you want them to care about your company, remember to show that you care about them.


CoachingMentoringActive ListeningRate them, don’t rank them,Reward, dailyVary the packageGive them challengesShare their interestsLearn their languageMeet them where they are


USA Today, Wikipedia.com, NAS Insights.comJackie Agner, HHGFAA’s Associate Members’ Representative, is director, household goods at Puget Sound International Inc in Tacoma, Wash.

by Ken_SilberFriday, November 30, 2012 ‐ 8:00amWonderlic Blog


generation xyz mar2014 cement

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