The Millennial Generation by yurtgc548

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									       Generations at Work:
   Generational Diversity in the
Practice and Teaching of Medicine




           Terri M. Manning, Ed.D.
         Center for Applied Research
     Central Piedmont Community College
Two Generational Issues Impact You
• The generation of doctors currently
  coming out of medical
  school and practicing
  (who you work with)
• And the generation (plus
  the parents) of children
  you are treating
• As these change,
  their expectations
  change
First, some information about
generations……
Each Generation
 • Consists of approximately a 20-year span (not
   all demographers and generation researchers
   agree on the exact start/stop dates)
 • Has a unique set of values
 • Reacts to the generation before them
 • Looks at their generation as the standard of
   comparison
 • Looks at the next generation skeptically “these
   kids today…”
 • Those born on the “cusp” may have a blended
   set of characteristics
 • They are either idealistic, reactive, civic or
   adaptive
The Veterans (also known as the Silent
Generation or the Greatest Generation)
1925–1942 - adaptive
• Raised by the GI Generation (civic)
• Large families (3-5 children)
• Strong sense of extended family
  (same town or home)
• Grandparents in the home               Core Values
• Average 10-year-old spent 4-6             Dedication
  hours daily with a significant adult      Hard Work
  role model                                Conformity
                                            Law and Order
• Rural society
                                            Patience
• Apprenticeship businesses and             Delayed Reward
  farming                                   Duty before
• Perception of the world as “safe”         Pleasure
                                            Adherence to Rules
                                            Honor
The Veterans
• Children of the Great
  Depression and WWII
• Lost their childhood
• The overall goal was not     Important Events
  to change the system,
  but to work within it.        •Lindbergh Completes
• While economically very      First Transatlantic Flight
                                 •Stock Market Crash
  successful, they were               •Depression
  also the inventors of "the        •The New Deal
  midlife crises”.                  •Social Security
• As philanthropists, they           •Pearl Harbor
  are the largest                 •The End of WWII
  generation of donors.                •FDR Dies
                                      •Korean War
   The Baby Boomers 1943–1964 - the largest
   generation – 84 million - idealistic
• Divorce reached a low in 1960 of 9%
• Families moved due to GI Bill, GI housing
  and industrialization
• First generation to live miles from
  extended family
• Family size smaller (2-3 children)        Core Values
• Few grandparents in the home
                                             Optimism
• Moms stayed home, dads carpooled           Team Orientation
• Children spent significant time with       Personal Gratification
  adult role models                          Health and Wellness
                                             Personal Growth
• Perception of the world as “safe”          Youth
                                                Work
                                                Involvement
 The Boomers
• Are about "visions and values."
• Value individualism but are “team-
  oriented.”.
• Generation gap occurred between
  them and their parents.                  Important Events
• Learned to mistrust authority                 •Rosa Parks
  figures.                              •First Nuclear Power Plant
• Did not get along with their              •The Civil Rights Act
                                            •Cuban Missile Crisis
  parents and swore they would not     •John Glen Orbits the Earth
  raise their kids like they were       •Martin Luther King Leads
  raised.                              March on Washington, D.C.
                                       •President John F. Kennedy
• Work an average of 55 hours                  Assassination
  per week as adults.                   •National Organization for
                                              Women Founded
• Philanthropically, you should              •Martin Luther King
  respect their individualism and              Assassination
                                             •Robert F. Kennedy
  focus on civic participation.                Assassination
                                                •Watergate
                                           •Kent State Massacre
                                               •Vietnam War
The Gen Xers 1965–1981 - A Lost Generation… A
Nomadic Generation….. Half the Size of the Baby Boom
– 41 million - reactive
  • Divorce reached an all-time high
  • Single-parent families became the
    norm
  • Latch-key kids were a major issue of
    the time
  • Children not as valued – looked at Core Values
                                          Dedication
    as a hardship                         Hard Work
  • Families spread out (miles apart)     Conformity
  • Family size = 1.7 children (many      Law and Order
                                          Patience
    only-children)                        Delayed reward
  • Perception of the world as “unsafe”   Duty before pleasure
                                          Adherence to rules
  • Average 10 year old spent 14 ½        Honor
    minutes a day with a significant
    adult role model
 Generation X
• This is the conscientious,
  extremely pragmatic, self-
  sufficient generation that has
  a ruthless focus on the
                                         Important Events
  bottom-line.
• Learned that they could only     •Women’s Liberation Protests
  count on one thing -                   •Watergate Scandal
  themselves. As a result, they         •Energy Crisis begins
  are very "me" oriented.          •Tandy and Apple Market PCs
• They are not active voters,        •Mass Suicide in Jonestown
  nor are they deeply involved            •Three Mile Island
                                       •US Corporations begin
  in politics in general.                  Massive Layoffs
• Philanthropically, they focus          •Iran Hostage Crisis
  on practicality and locality.    •John Lennon Shot and Killed
                                    •Ronald Reagan Inaugurated
                                        •Challenger Disaster
                                   •Exxon Valdez Oil Tanker Spill
The Echo Boom/Millennials…
 The Millennials are almost as large as the baby boom-
  some say larger - depending on how you measure them
  (approx. 81M).
 The Millennials are the children born between 1982 and 2002
  (peaked in 1990), a cohort called by various names:

                   Generation Y                         Echo Boom

     Millennials                    Net Generation
 Things Began to Change for This Generation
• Abortion rates peaked in 1980 and began a slow
  decline.
• Poverty rate for children peaked in 1983 and began
  a slow decline (Medicaid began).
• US divorce rate peaked in 1981 and began a decline.
• Homicide rate against children peaked in 1982 and
  began a decline.
• They were born into a better world, a more
  optimistic world than the generation before them.
What We Know
• 35% are non-White
• 1 in 5 has at least one
  parent who is an immigrant
• Have the best educated mothers in history
• Have better educated parents
• Came out of the infertility era – were very
  wanted as children
• Grew up during a monumental financial boom
• Safest generation we have seen
What We Know

• Born to older parents and raised in smaller families
  (lots of only children) – many have never shared a
  room
• Been plugged in since they
  were babies
• Expect technology to be free
• Think it is cool to be smart
• Have had cell phones since they were children
• Expect to have 4 or more jobs in their lifetime
• Are as interested in where they live as what they
  do – so cities are working to attract them
Major Influencing Factors



1.   Their parents
2.   The self-esteem movement
3.   The customer service movement
4.   Gaming and technology
5.   Casual communication
Parenting Millennials
• This generation is being parented by well-
  educated, over-involved adults who
  participate in “deliberate
  parenting.”
• They have explained
  outcomes to their children
  and have created a “what’s
  in it for me” generation.
• Boomers were the first
  generation to be thrown out in to an unsafe
  world as adolescents (60s and 70’s were very
  scary and many were not prepared.)
Baby Boomers as Parents
• Boomers rebelled against the strict discipline
  of their parents.
• Decided not to say “because I
  told you so” or “because I’m the
  parent and you’re the child.”
• Boomers wanted open and
  friendly relationships with their
  children. They wanted to have
  open lines of communication
  with them (what they did not have.)
 Baby Boomers as Parents
• They read up on everything.
• They explain things to their children, (actions, consequences,
  options, etc.) – they want them to learn to make informed
  decisions.
• They allow their children to have input into family
  decisions.
• They tell them “just because it is on
  television doesn’t mean it’s true”
  or “you can’t believe everything
  you read.” Questioning authority is good.
• Millennials have become “masters of
  negotiation.” They are capable of
  rational thought and decision-making
  skills at young ages.
Helicopter Parents
• Helicopter Parent (n) A
  parent who hovers over his
  or her children.
• Or Snowplow parent: Parents who clear the way for
  their children
• ……these (echo) boomers are confident,
  achievement-oriented and used to hovering
  "helicopter" parents keeping tabs on their every
  move. (Anthony DeBarros, "New baby boom
  swamps colleges," USA Today, January 2, 2003)
Perceptions of Parents
• This generation loves their
  parents
• Thinks they were great parents
• Share their values, like their music
• Have no desire to “get away” from
  their parents when they go to college
  like other generations.
• When they need something – they
  ask the parents first – go to them for
  help
• Parents want to help them and protect them
Millennials - Not Very Hardy
• Our parents told us “when the going gets
  tough, the tough get going” and “if at first
  you don’t succeed, try, try again.”
• Their philosophy “when the going gets
  tough, it means you should try another
  route” and “if at first you don’t succeed,
  maybe you shouldn’t be here.”
• They have trouble staying in
  classes with rigid teachers,
  working for strict bosses and
  living in situations where they
  have no flexibility or encouragement.
Millennials - Not Very Hardy
• Seems like the tougher you are, the quicker
  they quit
• Have no preconceived ideas about expectations
• See a lack of consistency among bosses
• Have to tell them more common sense things
  than the generation before them and we resent
  it
 Focus on Self-esteem
• This generation was the center                 of
  the “self-esteem” movement.
• 9,068 books were written about
  self-esteem and children during
  the 80s and 90s (there were 485 in the 70s).
• The state of California spent millions studying the
  construct and published a document entitled
  “Toward a State of Self-esteem.”
• Yet they can’t escape the angst of adolescence –
  they still feel disconnected, question their
  existence, purpose and the meaning of life. They
  want to feel valued and cared about.
Focus on Customer Service
• Expect access (24/7)
• Expect things to work like
  they are supposed to
• If they don’t “that is your
  problem”
• They want what they have paid for
• Everything comes with a toll-free number or
  web address
• Want a “system restore”
  option in life
Add the Impact of Gaming
         • Gaming has impacted children
           – The game endings changed based
             on the decisions children made
             (Role Playing Games [Legend of
             Zelda, Final Fantasy, Chronotrigger])
             impacting locus of control.
           – Involves a complex set of decision-
             making skills.
           – Teaches them to take multiple
             pieces of data and make decisions
             quickly.
           – Learning more closely resembles
             Nintendo, a trial and error approach to
             solving problems.
We navigated our way through…..
They navigated their way through…..
Technology
• This generation has been plugged in since they
  were babies.
• They grew up with educational software and
  computer games.
• They think technology should be free.
• They want and expect services
  24/7.
• They do not live in an 8–5
  world.
• They function in an international
  world.
 The “Information Age” Mindset
• Students have never known life without the
  computer. It is an assumed part of life.
• The Internet is a source of research,
  interactivity, and socializing (they
  prefer it over TV).
• Doing is more important than
  knowing.
• There is zero tolerance for
  delays.
• The infrastructure of most
  business environments may not meet
  the expectations of students
  raised on the Internet and interactive games.
The Information Age

• This generation has been raised at a time
  when all possible content is on the Internet.
• Their parents educate them through the
  internet – about health, safety, consumer
  issues, etc.
• Their parents have access to everything and
  are rather well informed.
• How does this impact the way patients
  interact with their physicians?
 Cell Phone Technology
• They all have cell phones and expect
  to be in contact 24/7. They are on 24/7.
• Not a phone – a lifestyle management tool
• Staying “connected” is essential.
• Communication is a safety issue for parents.
• Communication has become casual
  for children (IM, text messaging,
  email, MySpace, Facebook and
  cell phones.
• How has this changed how they
  interact with their family, teachers,
  bosses, and patients?
But Things are Different for 1st
Generation or Low-income Families
• Not all parents and children are proficient; first-generation
  children and those from working class families may have
  less experience.
• Their experience with technology has been in arcades and
  minimally in school (poorer districts.) Technology equates
  to entertainment to some children.
• They have not had the exposure to educational uses of
  technology. Educated parents and those in professional
  jobs tend to view technology as a tool that can do work for
  you. They teach this to their children.
• Huge digital divide between the “haves” and the “have
  nots” based on income levels (class not race).
• Digital divide is appearing in pre-K.
Now Let’s Discuss Changes in the
Workforce and Work Environment
Who Is Working Today?
                                                                 Veterans
                                   1,000 die per day
                                                                 Boomers
Youngest are 5 years old                                         Gen X
                                                                 Millennials

                             14%            10%


                                                        43%
             33%




Half the size of the generations
on either side of them                  7,198 turned 60 every day in 2006
      The Generational Births




(Boomers)                   (Millennials)
             (Xers)
  Age Among Physicians Working Today
                                    Percent
                                                                    Under 35

                                                                    35 to 44

                      18%                  19%                      45 to 54

                                                                    55 to 64


                     31%
                                              32%




                                                                50% are Baby-
                                                                boomers
Source: American Medical Association, Physician Characteristics and Distribution
in the U.S., 2001-2002 Edition.
   Obvious Changes in that Workforce
                                                        White
100.0%
         87.9%                                          African American
                           85.0%
                                                        Other Minority
                                                        Male

80.0%                                      73.9%        Female




60.0%                                                        54.0%




40.0%
                                                                 46.0%


                                   15.0%             16.3%
20.0%            11.6%

                    5.0%
                                              9.8%

 0.0%
                  1900                             2000
 Business Today…
• The business world we live in today was created
  by generations who are (mostly, 95%)
  no longer working (or alive).
• They were influenced by the
  military and created a
  workplace reflecting a hierarchy
  with a clear chain of command.
• Employees worked hard to receive
  raises, bonuses and higher ranks.
  Higher rank (with the higher salary) was valued
  and envied by employees on their way up and
  held in high esteem by those at the top.
Will We Have a Workforce Shortage?
• Will the Boomers retire in droves?
• Could see a 4-10 million worker shortage by 2010.
• We don’t have enough well-prepared young
  workers.
• Will young workers be willing to work the way we
  have always worked?
• Greatest needs in fields with advanced education
  such as medicine and education.
• Also industries with mostly older workers such as
  the oil and gas industry.
  How Have The Various Generations
      Impacted the Workforce

• How have their early experiences impacted
  their perspective?
• What values did they bring to work?
• As generations change – does the workforce
  keep pace?

• Let’s look at them…..
   Values of Employees in this Age Group
• Loyal to employer (company man) and
  expect the same in return
• Believe they should be rewarded for
  tenure
• Work ethic = efficiency and hard work
• Stable, thorough and detail oriented
• Don’t buck the system but
  work within it
• Uncomfortable with conflict
  and disagreements
• Not change oriented
Boomer Employee Values
• Majority of teaching faculty and hospital staff
• Always share personal experience – “what has
  happened to me is relevant to you”
• Value stability and respect
• Like to see their successes
• Tend to “workaholism” and have
  difficulty balancing their lives,
  working 40 hours is “slack.”
• Are competitive
• See themselves as the standard of comparison
• Appreciate technology because of how easy it
  makes their work – still fear they might “break it”
Boomers at Work
• Ethic = long hours show
  commitment
• Team oriented and relationship
  builders (don’t like conflict)
• Work to become a better “me”
• Not budget minded
• Sensitive to feedback
                 Gen Xers as Employees
•   Significant number of teaching faculty and hospital staff
•   Cynical and pessimistic
•   Want work-life balance
•   Think globally and seek independence
•   Like technology and want an informal work environment
•   Don’t want the boomers’ work ethic
•   Communication is important and talk to adults as
    friends/peers (not impressed with authority)
•   Believe reward should be based on productivity not hours
    worked
•   Want control of self, time and future
•   Loyalty to people not an institution
•   Impatient with poorer people skills
What Millennials Want
• Ability to work whenever and wherever
  they want.
• Variation on the job
• Continual feedback from supervisors
• Opportunities to learn, retool and reinvent
  themselves
• Challenge, new problems to solve
• To be in charge of their lives and
  future

Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing
Across the Generational Divide and Increasing Profits, 2007
What They Are Not Interested In

• Time-honored traditions
• Doing things the way they
  have always been done
• Paying their dues and being abused
• How their managers got to where they
  are (rank)
• A work ethic that requires a 10 hour day
• Unquestioning loyalty to a company

Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing
Across the Generational Divide and Increasing Profits, 2007
Focus on Retention
• “Ambitious yet aimless”
  characterizes this generation
  – They work for a while until they save enough
    money to live for a while, then quite – play for
    several months and then look for work again.
  – They know at the age of 21 that they may have
    to work until they are 70 – 75. So why hurry into
    a career job now.
  – They have the same attitude with school.
  – They stop out regularly and see if things work
    out. They appear to be in “no hurry.”
  – They swirl….
They Want to Experience Life
• 25 years old, college graduate – moved to
  Charleston to live at the beach (working in
  whatever to live).




• Graduated in pre-med in May 08 (24 years
  old) – moved to Hawaii …. surfing.
     Older Generations Make Assumptions
• That younger generations will measure
  success just as we have.
• Young worker must pay their dues and
  follow the same paths to success as previous
  generations.
• The company ladder will remain intact.
• Workers go where the jobs are.

Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing
Across the Generational Divide and Increasing Profits, 2007
Millennials Were Asked….



 • What are the top five things
   that make you respect a
   company?
Top Five

1. Give back to their community.
2. Have fair labor practices.
3. Have products and services that do
   what they promise to do.
4. Having products and services that
   truly help people in need.
5. Being “green” or “eco-friendly.”

(Just Kid Inc. KID Formation Series, July 2008, “Meet the Millennial
Generation: An Explosive New Consumer Force.”)
Change in Values
Two youngest generations:
  – Define success differently
  – Their time is equal in value
    to money
  – Will pursue other rewards for their work
  – The company/corporate ladder has
    become irrelevant
  – View their predecessor’s experience as a
    warning, not a road map
  – Don’t value the rules of management,
    motivation and reward
 Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing
 Across the Generational Divide and Increasing Profits, 2007
Skepticism
The two younger generations:
    – Have been given ample reason to question
      authority
    – Don’t believe their leaders tell the truth
    – Question the motives and truthfulness of
      institutions across the board
    – Invest their loyalty and trust in individuals and
      therefore, the right boss is critical (otherwise
      they change jobs, #1 reason they quit)


Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing
Across the Generational Divide and Increasing Profits, 2007
     What Will It Take for All Generations to
             Work Well Together
• A new understanding of what employees want
  from their jobs, bosses and workplace
  experience
• A new understanding of loyalty and how to
  develop it (not through pay, promotions and
  benefits)
• A new definition of self – young employees
  define themselves by what they do outside the
  job, not what they do for a living

  Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing
  Across the Generational Divide and Increasing Profits, 2007
What Will It Take
• New behavior from leaders who realize younger
  workers enter the workforce seeking self-fulfillment
  and aren’t interested in “paying their dues” for an
  unspecified amount of time for a vague reward
• Because young people are doing everything later –
  staying in school, living at home, getting married,
  having kids – this impacts their commitment to
  work


Marston, Cam, Motivating the “What’s In It for Me” Workforce: Managing Across
the Generational Divide and Increasing Profits, 2007
How The Younger Generations Will Push
Us…
• More independence in the workforce
• Consumer-based fairness
• Better technology
• Enhanced professional development
• Get rid of “that’s the way we’ve always done
  it”
• Have more life balance
• Re-establish priorities
What We Know

• Times are changing – in business and society
• So – leadership must change
• The younger generations are working in a
  different economy and business world
• They have different values and goals

     THEY WILL NEVER BE LIKE US!
Copy of Presentation:

• http://www.cpcc.edu/millennial
• Click on presentations and workshops
• It is under “Keynotes for Business/Industry
  Groups”
• Title: “Generations at Work: Generational
  Diversity in the Practice and Teaching of
  Medicine”

								
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