Generation Gap in Organization and its effects. What should organization do and what we as an individual should do to bridge the gap.

1. GA P
GENERA TION
IN ORGANI ZATION

2. XXXXXX
XXXXXX
XXXXXX
TEAM!

3. Agenda
01
02
03
04
What are Different
Generations?
How does it affect
organization?
Case Study
What is Generation Gap?

4. Agenda
05
06
07
Tips For Organizations
Conclusion
Tips For Generations

5. 1. What is
generation gap?
Why every CEO is concerned?

6. “The ‘Generation Gap’ refers to the differences
between the generations – in terms of character,
attributes and personal qualities”

7. Generation Gap has following area of differences:
● Work Ethics
● Moral Values
● Political Views
● Attitudes toward different races and groups
● Technology
These are the some factors that causes generation
gap
What are the Differences?

8. For the first time in history, 5 generations is
working side by side.
But whether this multi-generational workplace
feels happy and productive or challenging and
stressful is, in large part, up to you: the boss.
Lets see what the experts say……
Why are CEOs Concerned?

9. —Peter Cappelli, professor of management at the Wharton School
“Organizational careers don’t look the way they
did before, It’s common to see someone
younger managing someone older. There is a
feeling of: why am I being bossed around by
someone without experience? On the other
hand, the young ones feels insecure and
wonders: how do I do this?”

10. —Jeanne C. Meister, a founding partner of Future Workplace
“It’s important to be aware of generational
tension - loosely defined as a lack of respect
for someone who’s of a different generation
from you - among colleagues, It’s your job to
help your employees recognize that they each
have distinct sets of skills and different things
they bring to the table”

11. 2. What are
different
generations?

12. The different generations are as follows:
● Builders/Traditionalists (before 1944)
● Baby Boomers (1944 - 1964)
● Gen X (1965 - 1979)
● Gen Y/ Millennials (1980 - 1994)
● Gen Z (1995 - 2014)
Different Generations

13. Different Generation
Characteristics
• Goal-oriented
• Competitive
• Value
relationships
• Work best in
teams
• Value Meetings
• Gain Self worth
from their work
Baby Boomer Gen X Millennials Gen Z
• Value
collaboration &
teamwork
• They change jobs
(often)
• Salary isn’t
everything
• Enjoys Challenges
• Tech Savvy and
street smart
• Flexible
• Work hard, play
hard
• Individualistic
• Adaptable and
independent
• Like working on
their own without
interference
• Tech-savvy
• They value (job)
security
• They are
autonomous
• Savvy about
research online
• Openness and
collaboration

14. 3. How does it
affect
organization

15. • The intergenerational divide, if left unchecked,
could harm organizational harmony and wider
team-based success.
• Adjusting to change can affect individuals from
different backgrounds in different ways.
• Other problems caused by Gen gap are:
Why you should care?

16. • Boomers don’t know modern technology or Gen Y
are lazy.
• Unfortunately, Stereotypes like these are around.
• Negative Stereotypes causes lack of respect,
higher anxiety and lower productivity.
• They make workplace uncomfortable and
promote negative behavior like harassment.
1. Negative Stereotypes

17. • Boomers are used to long workdays at the office,
while Gen Y and Gen Z prefer flexible hours and
remote work.
• Mature workers are often happy with assignment
and project while young workers prefer group-
based work and daily feedback.
2. Different Work Styles

18. • Gen Y and Gen Z sends text messages, tweets
and instant messages to communicate.
• Boomers and Gen X prefers phone calls and
emails.
• Younger workers tend to use abbreviations and
slangs and now you got serious communication
breakdown.
3. Communication Styles

19. Age diversity in team can lead to
better decision

20. 4. Case Study

21. • He Volunteered to take part in reciprocal mentoring program. The program partners
young employees with older colleagues to work on tech skills.
• Ron was assigned a coach, Rebecca Kaufman (24) and an avid social media user —
who taught him how to use Twitter and LinkedIn.
• Ron provides professional counsel and is also helping improve her communication
skills.
• Today hundreds of MasterCard employees take part in the program, which is
currently offered in five offices.
Ron Garrow (51), HR at MasterCard

22. 5. Tips for
Generations

23. ● The approach is to focus on similarities and not
the differences between the various
generations.
● Experts say core values are likely in alignment
regardless of age gape and focusing on these
can create open-mindedness and flexibility
within company culture.
Focus on similarities

24. ● They’ll likely value the knowledge transfer—not
see it as a hindrance.
● While business conditions have changed
dramatically, people are still people. Trust is a
universal requirement for positive interactions.
● Social and technological changes have
reshaped the modern business environment,
creating a new business frontier.
Give value to seniors

25. ● Seniors can understand the juniors
differences and skills method.
● Junior can respect the value and
attributes of seniors
Respect each other values

26. ● The tendency to stereotype the
employees according to age is unfair.
● While there are common attributes and
skillsets within generations, this should
not take away the individual
differences.
● Avoid making assumptions.
Avoid Stereotypes

27. 6. Tips for
Organizations

28. ● While it may seem daunting to manage someone
much older than you, try taking an example
● U.S. Marine routinely puts 22-year-old lieutenants
in charge of 45-year-old sergeants,
● “The mindset is to make that person your partner
and involve them in everything you do. You’re still
the one making the decisions, but you should
hear them out.”
Build collaborative

29. ● Leaders and employees can communicate with
their colleagues in the ways each person prefers.
● Bringing staff members of different generations
together for face-to-face team-building exercises
and ice breakers can help break down some of
the barriers that can occur with digital
communications
Adjust communication methods

30. ● Reverse or reciprocal mentoring programs, which
pair younger workers with seasoned executives to
work on specific business objectives usually
involving technology, are increasingly prevalent
in many offices.
● The younger person — who grew up with the
internet — teaches the older person about the
power of social media to drive business results.
Create opportunities for cross-
generational mentoring

31. ● Meanwhile, the more experienced employee
shares institutional knowledge with the younger
worker. Mixed-age work teams are another way
to promote cross-generational mentoring.
● Studies show that colleagues learn more from
each other than they do from formal training,
which is why it is so important to establish a
culture of coaching across age groups.
Create opportunities for cross-
generational mentoring

32. • Bother with generation-based
employee affinity groups — they
generally reinforce stereotypes
• Assume you already know how to
motivate employees who are older
or younger — ask them what they
want out of their professional lives
Principles to
remember
• Experiment with mixed-age teams
and reverse mentoring programs
that enable older, experienced
workers to interact with and learn
from younger hires
• Conduct regular human resources
surveys to get a pulse on your
employees’ demographics and needs
Do Don’t

33. 7. Conclusion

34. Conclusion
• Contrasting views of the
different generations don’t
have to result in conflict and
disagreement.
• Fostering a work environment
where differences are valued
and respected instead of
punished or downplayed can
help to bridge the generation
gap.

35. Thanks!
Does anyone have any
questions?

36. ● https://www.digitalhrtech.com/generational-differences-in-the-
workplace/
● https://www.shrm.org/resourcesandtools/hr-
topics/behavioral-competencies/global-and-cultural-
effectiveness/pages/4-ways-for-hr-to-overcome-aging-
workforce-issues.aspx
● https://ideas.bkconnection.com/bridging-the-
workplace-generation-gap-in-your-organization
References

37. ● https://hbr.org/2014/09/managing-people-from-5-generations
● https://www.insperity.com/blog/generation-gap-in-the-
workplace/
● https://ideas.bkconnection.com/bridging-the-
workplace-generation-gap-in-your-organization
● https://www.deputy.com/blog/the-generation-gap-
how-to-bridge-the-gap-in-the-workplace
References