Title: Why cant we all just get along
1Why cant we all just get along?
Ben.Berry_at_ODOT.state.or.us Chief Information
Officer, Oregon Department of Transportation
May 19, 2009
2l
3The Workforce Generations
Gen Y 1981-2000 (15 30)
Yrs.
Gen X 1965-1980 (31 45)
Yrs.
Boomers 1946-1964 (45 63)
Yrs.
Mature Gen 1925-1945 (64 83)
Yrs.
4(No Transcript)
5Ok, so why is understanding the Generational Gap
important, especially with organizations
undergoing CHANGE?
6CIOs Value Proposition Driving Change through
the Organization
Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 6
7Service Excellence Goals should drive EEO/AA and
Valuing Diversity Alignment
C H A N G E
8t
If we can all just get along, then our
organizations can realize.
Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 8
9Traditionalist (Silent Mature) 1925-1945
75 million people
- Oldest Child
- Dedication /Sacrifice
- Duty before pleasure
- Respect trust for authority
- Faith in religion companies
Formative Events
- The Great Depression
- Leaders Roosevelt/Eisenhower
- Won World War II
10Personal and Lifestyle Characteristics by
Generation Traditionalists (1925-45)
11Boomers 1945-1963
80 million people
- Older Child
- Outwardly, hard working
- More serious live to work
- More expected of them
Formative Events
- Salk vaccine (Polio), civil rights
- Kennedy elected, assassinated
- Vietnam War, Woodstock, Hippies womans rights
12Personal and Lifestyle Characteristics by
Generation Baby Boomers (1945-63)
13Gen X 1965-1980
46 million people
- Middle Child
- Drive to differentiate selves
- Want involvement in decisions
- More independent, resilient
- Works to live not live to work!
Formative Events
- Watergate scandal
- Challenger disaster
- Fall of Berlin Wall
14Personal and Lifestyle Characteristics by
Generation Generation X (1965-80)
15Gen Y (Millenials) 1981-2000
76 million people
- Youngest Child
- Everything is taken care of them by their
helicopter parents - Technologically savvy
- More fluid work style
- Used to having a voice
16Personal and Lifestyle Characteristics by
Generation Gen Ys - Millenials (1981-2000)
17Driving Change through the Organization Okay,
so how do generational differences influence the
Clarity message?
18Change Differentiator Clarity
Making the Case for Change
CHANGE
Leadership
Goal Orientation
19Working with Different Generations of Employees
- Dedication sacrifice
- Respect for authority
- Duty before pleasure
- Detail oriented
- Conformist
Clarity Something to Talk About Links!
Silent Traditionalist Generation
20Change Differentiator Clarity
ODOT 2009 GenGap Survey
21Change Differentiator Clarity
ODOT 2009 GenGap Survey
22Driving Change through the Organization How do
generational differences influence the message of
Community?
ODOT 2009 GenGap Survey
23Change Differentiator Community
Change Advocacy
CHANGE
Engaged Opinions
Stakeholder Inclusion
24 Working with Different Generations of Employees
- High expectations
- Hard working
- Personal gratification
- Health wellness
- Optimism
Baby Boomers
Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 24
25Change Differentiator Community
ODOT 2009 GenGap Survey
26Change Differentiator Community
27Change Differentiator Community
ODOT 2009 GenGap Survey
28Driving Change through the Organization Okay,
so how does generational Commitment affect
organizations in change?
ODOT 2009 GenGap Survey
29Differentiating Commitment Levers
Commitment vs. Compliance
CHANGE
Beliefs, Philosophies Values
Inclination for Protection
30 Working with Different Generations of Employees
- High expectations
- Hard working
- Personal gratification
- Health wellness
- Optimism
Baby Boomers
Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 30
31Change Differentiator Commitment
ODOT 2009 GenGap Survey
ODOT 2009 GenGap Survey
32Change Differentiator Commitment
ODOT 2009 GenGap Survey
33Commitment Survey Levers
ODOT 2009 GenGap Survey
- Commitment vs. Compliance
- The general perception is that Generation Y wants
a flexible schedule, and is reluctant to sit in
an office all day. But the data shows the
opposite! - Generation X and Baby Boomer groups are more
likely to focus on the work product independent
of when and where the work is performed. - The survey supports that older generations are
more committed and feel stronger about their
organizations reputation and success. Generation
X and Y seem less engaged with their
organizations.
34Commitment Survey Levers
ODOT 2009 GenGap Survey
Beliefs, Philosophies Values
- Generation X and Y care most about the work
environment, salary and work / life balance plus
career opportunities. - Mature and Baby Boomers care about the benefits
package, work / life balance, salary and where
they live and work. - In a tight job market, younger generations have
become risk adverse. Only 21 of Generation Y
are willing to take more risks for higher
rewards. - More than half of the people from each age group
are willing to work in teams. However, the Baby
Boomers (90) and Mature generation (91) are the
most likely to collaborate in multi-generational
groups. - Generation Y are good team players, but compared
with other generations, they are less willing to
work with people of different generations.
35Inclination for Protection
Commitment Survey Levers
ODOT 2009 GenGap Survey
- Mature generation seems least willing to accept
organizational changes. Only 36 of people from
this group believe people who challenge the
status quo should be rewarded.
36Driving Change through the Organization Whats
the affect of Communication and generational
differences?
37Change Differentiator Communication
Constructive Support
CHANGE
Comfort Level
Multi-level Communication
38 Working with Different Generations of Employees
- High expectations
- Hard working
- Personal gratification
- Health wellness
- Optimism
Baby Boomers
Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 38
39Change Differentiator Communication
ODOT 2009 GenGap Survey
40Change Differentiator Communication
ODOT 2009 GenGap Survey
41If we can all just get along, then we can
realize.
Diversity Bridging the Generation Gap by Ben
Berry, CIO Oregon Department of Transportation
Chart 41
42The Workforce Generations
Gen Z 2001-Ongoing (8 ??)
Yrs.
Gen Y 1981-2000 (15 30)
Yrs.
Gen X 1965-1980 (31 45)
Yrs.
Boomers 1946-1964 (45 63)
Yrs.
Mature Gen 1925-1945 (64 83)
Yrs.
43Gen Z (iGeneration) 2001 - ????
- Youngest Child
- Lives in the virtual world
- Limited public speaking skills
- Poor interpersonal skills
Formative Events
- Green ecology movement, save the planet!
- Government debt may play a part in their future
outlook
44 Bridging the Generation Gap
Why cant we all just get along?
This presentation was supported by Debbie Ho,
Gabriela Pop and Howie Pham - Second Year MBA
Students at Willamette University who served as
interns of the Oregon Department of
Transportation (2008 - 2009) and Shurell Davis on
rotation assignment from the ODOT Public Transit
Division. For more information contact Ben Berry
at Mailtoben.berry_at_odot.state.or.us