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Workplace change can create confusion
By Ann Clutter, Family and Consumer Sciences Specialist, Southwest
District of Ohio State University Extension
Take a quick look around your workplace. In the past, entry-level
workers were frequently young folks with short resumes and little
experience. Managers and administrators were long-term employees
who had earned recognition, respect and advanced rank over time.
Today, though, the workforce has undergone significant change that
sometimes creates havoc, confusion and potential conflict. If you
have experienced this situation with colleagues, you're not alone.
In Generations at Work: Managing the Clash of Veterans, Boomers,
Xers, and Nexters in Your Workplace, Claire Raines defines characteristics
and values of four distinct generations. She and co-authors Ron
Zemke and Bob Filipczak attribute disparities in employee work ethic,
attitudes and behaviors to environmental differences during people's
formative years. An Arab proverb says, "People resemble their
times more than they resemble their parents." This astute observation
provides insight into understanding and appreciating generational
differences.
The senior generation, the World War II group, is 61-plus years
old. Its members grew up during and immediately after the Depression
and value hard work, personal sacrifice and civic responsibility.
They respect authority and take pride in doing a good job. Many
workplace issues are black-and-white to them, and they often believe
company administrators are the ultimate decision-makers.
Baby Boomers, ages 41 to 61, found early identification with Beaver
Cleaver's television family. They witnessed the beginnings of the
civil rights movement, experienced the assassination of John Kennedy,
and witnessed the first steps on the moon. As employees, they are
driven to achieve, becoming quickly labeled as "workaholics."
Optimists at heart, Boomers love the energy and support of team
players at work and view leadership as a process of reaching group
consensus.
Born between 1965 and 1979, Generation X brings self reliance and
competence, but also skepticism to the workplace. Many members have
great people skills and have mastered the lingo to succeed on the
job. Frequently described as free spirits, their first allegiance
may be to self, and personal priorities can overshadow those related
to a career. Generation Xers don't generally seek relationships
with work colleagues and view authority as unimpressive. Blurred
life boundaries provide greater opportunity for ease of movement
between work and leisure time.
The Millennials, or Generation Y, are 21 and younger. The group
is sociable, achievement-oriented and tolerant of differences. As
team players they are viewed as "good scouts" and seek
to fit in, not revolutionize. Generally optimistic, they stay connected
to others and enjoy collaboration.
Positive qualities abound in each group, but conflicts still arise.
How can we manage the mix?
A first step is to avoid judging others' perspectives as "wrong."
Resist rigid thinking and behavior. Offer choices that accommodate
individuals and ask people about their needs and preferences - you
will likely find some common ground and compatibility. Also, encourage
intergenerational conversations among co-workers to help develop
understanding and appreciation of each other. Effective communication
can build respect and trust, important components of a productive
work team.
From the Experts
According to recent Census Bureau statistics, 2.4
million of the nation's families are maintained by grandparents
who have one or more of their grandchildren living with them -
an increase of 400,000 (19 percent) since 1990. These families
comprise 7 percent of all families with children under 18. There
are 3.9 million children (6 percent) in the United States living
in a grandparent's home, up 76 percent from the 2.2 million (3
percent) who did so in 1970.
From: Grandparents Raising Grandchildren: Census Bureau Facts,
Ohio State University Extension Senior Series, http://ohioline.osu.edu/ss-fact/0158.html.
Generations connect
By Bonnie Johnston, Senior Series Educator, and Susan Shockey,
Family and Consumer Sciences Agent, Ohio State University Extension
in Franklin County
Today, families with more than two generations under the same
roof are far from the norm. In fact, families with multiple generations
living in the same town are not as common as we might think.
The term "intergenerational" describes a new form of
relationship between generations. Intergenerational relationships
can be grandparents raising their grandchildren, mentoring programs
within schools, service learning opportunities among adolescents,
and other programs in which two generations can find mutual support.
Relationships between older adults and adolescents can:
o Improve adolescents' self-esteem, motivation and communication
skills, and improve older adults' physical health, self-esteem,
and confidence levels.
o Reduce stereotypes of being young or old, allowing mutual respect
to build.
o Improve relations between generations, allowing more permanent
friendships to develop.
There are a number of ways older adults can connect with youths,
including:
o Volunteer with youth organizations, such as 4-H clubs.
o Assist at child care and senior centers.
o Read books to youth such as in "Ohio Reads" activities,
or tutor.
o Participate in local school events at elementary, middle school
and high school by attending athletic events, plays and concerts.
o Teach activities such as chess, or hobbies such as wood refinishing.
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Families must work at working together
By Bonnie Sutherly, FCS Agent for Ohio State University Extension
in Champaign County
An old adage says families that work together, stay together.
In many ways this is true, but it doesn't happen by itself. In
actuality, "generations working together" may be one
of life's toughest assignments.
Any family relationship is emotionally intense. Adding two or
sometimes three generations, siblings and in-laws into the mix
can be of great satisfaction or can be a disaster. No one goes
into an intergenerational work relationship expecting disaster,
but success does not "just happen." It takes work, sacrifice,
determination, communication and understanding to make the generational
mix a productive one.
Farming and agri-business are typically intergenerational. Families
not only work together, but also live in close proximity to one
another thus causing even more tension. No matter what the occupation,
all intergenerational work relationships must understand that
tensions can develop and they need to be addressed. If not addressed,
they will tend to erupt and irreparable harm may occur.
Communication lines must be kept open between generations. This
may be done via family meetings or up-to-date daily work-related
schedules. The older generation needs to keep in mind that the
younger generation has some knowledge and their input needs to
be viewed with an open mind. On the other hand, the younger generation
needs to understand that the older generation has a vast array
of knowledge and experience built up over the years and their
input is also very valuable.
The in-laws, (daughters-in-law and sons-in-law) must not be forgotten.
They too, are a very valuable entity in this mix. Without their
support, the intergenerational family probably will not work.
Parents must realize the "in-laws" come from a different
set of family values and experiences. They too, can provide valuable
input. It is important to remember they have a personal life aside
from the intergenerational business.
Intergenerational families working together must find ways to
promote the self-worth of each individual involved and to prevent
the interpersonal issues that develop so that both the working
relationship and the personal relationships are positive and productive.
The challenge is great, but the rewards are greater.
Investing in intergenerational relationships
By Lynda K. Fowler, Family and Consumer Sciences Extension Agent
in Crawford County
A community's investment in intergenerational programs can offer
benefits to both youths and adults.
Research on youths and healthy outcomes reveals that having a
positive relationship with at least one caring adult, not necessarily
a parent, is one of the most important elements in protecting
youth from multiple risks. For example, a 1995 study looked at
the effects of the Big Brothers/Big Sisters Program on over 900
youths from 10 to 16 years old. Results showed mentored youths
were less likely to start using alcohol or drugs, less likely
to report having hit someone, and more likely to report better
attitudes toward school than youths who were not mentored.
What other ways can we strengthen these connections?
o If your children have special interests or hobbies, have them
meet with adults or resource people who share these interests.
o Occasionally eat lunch in the school cafeteria with the students.
o Help your child identify adults who regularly interact with
him or her and encourage the child to write a brief note to each
one expressing appreciation for the person's attention and interest.
o Work with people in your community to arrange mentoring and
other volunteer or community service opportunities for and with
youths.
o Assign students projects that promote interaction between youths
and adults, such as interviews or oral histories.
o Sponsor neighborhood block parties or involve youths in creating
a garden, playground or park.
o Let youths know that you appreciate their help or are interested
in encouraging their progress on a project by telling them or
sending them a note.
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