Younger generations require different avenues of career development. This impact examines strategies for training Generation Next employees.
Retirement poses a challenge to most organizations. This Business Impact explores strategies for planned succession.
- Topic t2 Objective o3 - Objective Text
Millennials are entering the workforce in greater numbers. This impact explores how managers can work more effectively with these employees.
- Topic t2 Objective o3 - Objective Text
More than ever, managers appreciate how diversity brings value to an organization. Managed correctly, a diverse workforce, including members from different generations, enhances performance and productivity. The generation in which you grow up is a key influence on your adult behavior, and the different characteristics of each generation can strengthen an organization if properly managed. But stereotypes are pervasive and divert attention from the positive roles that different generations bring to the workforce. Understanding people from different generations prepares managers for the challenges of generational diversity and is a crucial first step in creating a positive work environment. This course describes the common characteristics of the four main generations in the workforce – the Traditionals, Baby Boomers, Generation X, and the Millennial Generation. It also introduces the benefits of cross-generational teams.
- identify key events that occurred during each of the four generations in the workforce
- identify the value of developing an understanding of the defining characteristics of each generation in the workforce
- distinguish between the workplace characteristics of Traditionals and Baby Boomers
- recognize the workplace characteristics of Generation Xers and Millennials
- identify advantages of cross-generational teams
Managing a multigenerational team requires a clear understanding of the diversity of your employees and the strategies needed to help your team benefit from their differences. A generationally diverse workplace has the potential for conflict between younger and older workers, but if you tap into the potential of this diversity and view differences as strengths, you will create a more productive, collaborative, and innovative work environment. This course reviews the potential sources of conflict within a generationally diverse team, including differences in approaches to work and communication. It also covers strategies for managing a multigenerational team in a way that ensures your team members – regardless of differences in approach – feel included, respected, and supported. This course also describes how to implement a mentoring program that takes advantage of the varying experiences and perspectives of multiple generations.
- match typical sources of conflict in multigenerational teams to examples illustrating them
- use strategies for managing a multigenerational team in a given scenario
- recognize how to implement a mentoring program that takes advantage of the experiences of different generations
Many of the same influences have shaped the lives and work experiences of the newer generations – the Millennials and the Generation Xers. Widespread Internet usage, for example, means that, typically, these generations are adept in technology. Globalization is another shaping influence, with the result that both generations value diversity. At the same time, however, each generation has its own distinct attitudes, priorities, and work habits. By using strategies that recognize the differences, managers can get the best from each generation. This course describes best practices and successful techniques for managing Millennial and Generation X employees.
- match strategies for managing Generation X employees to examples of their effective use
- identify the benefits of being able to manage Millennials well
- recognize strategies for managing employees of the Millennial generation
- use the strategies for managing employees of the Millennial generation in a given scenario