1、Organizational Behavior Meets Generation X and Y A Practical Approach,Richard A. Lewis, CRA Corporate Director, Operations Florida Radiology Imaging (FRi),HPN Fall Conference Louisville, KY September 23, 2005,What is this all about?,This program is intended to help identify the styles of management
2、that some of us may employ and how they impact “new age” employees in our respective fields This is not intended to be exhaustive, nor a primer for how you should manage your employees; rather, it is good information and some things I have done in previous positions Finally, this is not the perfect
3、approach; hopefully, this will spark some conversation between generations in this room and your organizations,Now, lets play a game!,Lets play People Bingo We are going to take a few moments to see if we can go around the room and identify who is older than the dirt on Noahs Ark, or younger than th
4、e clothes you wore to work last week The initials should represent the earliest event you remember in your lifetime, and you need to identify the year Dont cheat!,Here we go!,Answers!,What was the purpose of the game?,Hopefully, this was an icebreaker that allowed you to get to know each other a lit
5、tle better This also allows us to break down the generations that are in the workplace today: The Veterans, The Baby Boomers, Generation X and Generation Y,Veterans (1922 1943) now between 61 82 years old,Lindbergh Transatlantic flight 27 Lindbergh baby kidnapping 32 Stock Market Crash 29 Depression
6、 29 33 FDRs New Deal 33 Social Security established 34 Hitler and World War II 37 - 43,Veterans Values and Work Ethic,Dedication and Sacrifice Hard Work Respect for Authority Adherence to Rules Duty before Pleasure,Work ethic influenced by manufacturing economy Obedience and conformity over individu
7、alism Seniority and age directly correlated Tend to respond well to directive leadership,Directive leadership,Much more comfortable with “scientific management” style Comes as result of the military background of this group Very conformist, little place for individual style,Baby Boomers (1944 1963)
8、now between 41 60 years old,McCarthy Hearings 54 The Pill 60 Assassinations of JFK (63) and MLK (68) Civil Rights (Rosa Parks 55) (March on Washington 63) Vietnam 65 Man on the Moon 69,Baby Boomers Values and Work Ethic,Optimism Team Orientation Personal Growth Personal Gratification Health and Well
9、ness Involvement,Service Oriented Driven by the legacy of World War II Uncomfortable with conflict Can be overly sensitive to feedback Can be judgmental of those who see things differently,Management style for the Boomers?,While Organizational Behavioral modifications really began to sink in with th
10、e Boomers, they largely responded well (and still do) to “scientific”, directive style of leadership However, desire to see a more referent model begins to emerge,Looking around,How many of you are described in the previous groups? Interesting in the fact that the values and work ethic of the Vetera
11、ns and Boomers are natural outgrowths of the previous,Now,Lets focus our attention on the groups that our main discussion is based upon Generation X Generation Y,Generation X (1964 1980) now between 24 and 40 years old,Womens Liberation Movement 70 Watergate and the Energy Crisis 73 Tandy and Apple
12、personal computers 76 Three Mile Island 79 66 American Hostages in Iran 79 John Lennon Shot and Reagan Inaugurated 80-81 MTV 81 AIDS 84 Challenger Disaster 86 “Latch key kids”,Generation X Values and Work Ethic,Diversity Thinking globally Balance Techno-literacy Fun Informality Self-reliance,“differ
13、ently oriented toward work” “just a job” Flexible hours, informal work environment, just the right amount of supervision Multi-tasking Give them lots to do and freedom to do it their way,What makes them tick?,They tend to avoid corporate politics they have no orientation for this They are generally
14、not very interested in traditional perks but (WARNING!) they will bail out if they see Boomers getting excessive perks They are usually motivated by the prospect of independence, the lack of corporate structure, a lack of rigidity, and the latest technological advances,How do you teach, train and or
15、ient them?,Does your department or facility use Web-based training? This group is not afraid to ask questions Say at least 3 times “We want you to have a life.” Stress upcoming dramatic organizational changes Encourage a learning inventory at the end of each day Stress the importance of training; ho
16、wever, keep the training materials brief and easy to read,The Myths surrounding Gen X,Theyre materialistic. Many are struggling to make ends meet. This generation is probably the American generation that probably will not replicate or improve on their parents lifestyle. They worry that they will not
17、 have the money to pay for a house and childrens education. They want to get out of debt. While money is important to them, material wealth and status items are largely scorned. Adapted from Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997),The Myths surrounding Gen X,The
18、yre whiners. Gen Xers face some rather daunting challenges college loans, skyrocketing health care costs yet most are philosophical about the problems they are inheriting. Adapted from Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997),The Myths surrounding Gen X,They have
19、 a “you owe me” attitude.No more so than any other generation.Adapted from Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997),The Myths surrounding Gen X,Theyre not willing to work hard. In interviews, Gen Xers consistently tell us they are willing to work very hard. They
20、dont want to be taken advantage of, though. Many believe its unfair to expect a seventy-hour week for forty hours of pay. And, as a generation, theyre committed to having a life beyond work. Adapted from Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997),The Myths surround
21、ing Gen X,Theyre living on easy street. In the 1950s, young homeowners could make the monthly mortgage payment by using 14 percent of their income. Today it takes 40 percent. And today, folks older than sixty will get back about $200 for every $100 they put into Social Security. Gen Xers will lose m
22、ore than $100 for every $450 they contribute. Adapted from Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997),Do not make the mistake of buying into the media stereotype of this group,Once again, these are the latch-key kids all grown up This group grew up with task lists
23、to be completed with minimal supervision “Quality time” is a part of their lexicon make it worthwhile when you have their attention Make it clear “whats on the test?”,Style of management?,This group, while understanding a need for conformity in healthcare, and respectful of legitimate authority, wan
24、ts to see referent power in action,Generation Y (1980 - ) now 24 years old and younger,Oklahoma City Bombing The Internet Clinton/Lewinsky scandal Columbine High School Massacre September 11, 2001 The popularity of ESPN,Generation Y Values and Work Ethic,Optimism Civic Duty Confidence Achievement So
25、ciability Morality Street smarts Diversity,Collective action Tenacity Heroic spirit Multi-tasking Technological savvy Have difficulty dealing with difficult people issues,Be prepared,Education and teaching Business Computer related fields Law Psychology Medicine,What makes them tick?,They love a cha
26、llenge They function well as team members a bit different from their older siblings in Gen X They want to be heroes They want to be surrounded by bright, creative people They want it right now,How do you teach, train, and orient them?,Allow plenty of orientation time Create a clear, realistic pictur
27、e of the work environment good and bad Spell out expectations and goals Take the time to find out their goals and help them define a strategy for meeting them Take note that gender roles of the previous generations do not apply,The Myths surrounding Gen Y,The youth of today are “going to hell in a h
28、andbasket.” Experts believe this is a fine group of young people who will make heroes of themselves. Adapted from Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997),The Myths surrounding Gen Y,Todays kids are getting a great education. Not all of them. Gregory Schmidt of t
29、he Institute for the Future, Menlo Park, CA, says, “Tomorrows haves and have-nots are already diverging in todays third grade classrooms as they either advance into the information age or fall behind for lack of reading and math skills or access to computers.” (Wall Street Journal, 2/9/97) Adapted f
30、rom Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997),The Myths surrounding Gen Y,Kids need to spend more time reading and less time watching TV and playing video games. Kids are spending more time reading. Business Week reports that surveys show video games cut into TV,
31、not reading time. (4/19/97) Adapted from Claire Raines, Beyond Generation X (Menlo Park, CA: Crisp Publications, 1997),Some takeaways for this generation,They are a unique mix a very independent group politically They are not as conservative as their older siblings in Generation X; however, are not
32、as liberal as their Baby Boomer parents were when they were that age They are religious, but not in a traditional sense,Dont forget,These are the children who grew up with Ronald Reagan as “The Great Communicator” Their morality is an outgrowth of being raised in more conservative times They have la
33、rgely known prosperous times (despite a few hiccups in the early 90s) They desire a good education so that they can make their mark Really, they are the Veterans in a different generation,What will make them seek out greener pastures?,They respect legitimate authority, but they will follow referent
34、authority Work does not bother them, but it needs to be meaningful, not just busy work Overemphasis on outward appearance not overall neatness, but picky on insignificant matters Perceived disrespect of their youth,Our driving question is how do we appeal to these groups to enter allied health profe
35、ssions?,The American Hospital Association issued a significant statement of interim positions a few years back entitled Workforce Supply for Hospital and Health Systems which outlined some interesting recommendations for recruitment Even the New England Journal of Medicine realized the need to appea
36、l to this group as they broaden their reach to undergraduates reaching towards medical school introduced a online newsletter geared specifically towards Gen X and Y entitled The Next Generation What are we doing to broaden our outreach? Are we going to high schools, middle schools, even elementary s
37、chools to start planting the seeds? While we are still a high touch group of professionals, we also need to play up our rapid ascension into high technology and the need for those who can balance the two How do our various organizational websites look when it comes to appealing to those that we pote
38、ntially want to recruit? (Some members of these generations have “webmaster” skills that could put us all to shame),What practical steps worked in the past to retain younger employees?,We had the luxury of having a technologist training program at my previous facility We routinely identified excelle
39、nt candidates from our school to come on board as graduate technologists We consistently communicated to them that they were valued members of our team, even as students And, as a result, we had the luxury of having more qualified candidates for positions than positions available Provided excellent
40、technology for folks to work with PACS, CR, DR, and in 2003, the health system completed a system wide “go live” that will pave the way for automated clinical and financial processes (EMRs, real time diagnostic results, CPOE) our efforts garnered a “Most Improved” in a survey of “The 100 Most Wired
41、Hospitals and Health Care Networks”,How did we keep them?,Retention “scholarships” in exchange for a year of employment, we reimburse them for tuition, books, uniform expenses, and a couple of coins towards the American Registry of Radiologic Technologists registry examination Immediately involve th
42、em in QC/PI initiatives in the department, and give feedback to their contribution towards meeting organizational goals Rotating opportunities to be a part of a peer interviewing group,Encouraged membership in a Service Quality Committee,This group volunteered to meet weekly to go over issues that i
43、mpact the quality of the departments service delivery Those who volunteer have to go through an interview process with the existing committee members, and they have to commit to regular and meaningful attendance and participation,What was the impact of this group?,Created “90 Day Party” for all empl
44、oyees of the service, where the employee is thanked for being one of our care partners, and gives opportunity for folks to interact with others and department leadership Conducted an Imaging Services employee opinion survey to look at areas of concern worked to address them. Hospital did general emp
45、loyee survey six months later, and Imaging was one of the strongest areas in the facility in employee satisfaction Continued emphasis on good communication instrumental in creating e-mail accounts for all service partners, and also creating the parameters to make sure that they are being appropriate
46、ly utilized,What is the impact(contd)?,This group was not afraid to ask tough questions or tackle tough subjects questioned Human Resources on creating a more coordinated recruiting effort; questioned the VP of Human Resources on the provision of domestic partners benefits; grilled the senior depart
47、ment leadership on various subjects Most importantly, they injected fun into the service again!,So, what have we learned?,Really, the kids are alright! Forget scientific management the days of “I tell, you do”, are over Referent leadership, with appropriate balance between boss and team member Give
48、the kids the chance to succeed, with the appropriate tools needed to get the job done, and they will do it If you believe the stereotypes and media hype, you will miss out on the next great generation of hard workers, willing to sacrifice and make contributions however, take consideration of their v
49、alues Create your own practical approach to applying OB to your folks, and dont miss an opportunity to let them know how much they are appreciated,Questions?,Thank you, and enjoy the rest of the conference!,References- Generations At Work Managing the Clash of Veterans, Boomers, Xers and Nexters in
50、Your Workplace, by Ron Zemke, Claire Raines, and Bob Filipczak, 2000- American Generations: Who They Are, How They Live, What They Think, by Susan Mitchell, 1999- Managing Generation Y Global Citizens Born in the Late Seventies and Early Eighties, by Carolyn A. Martin, Ph.D., and Bruce Tulgan, 2001-
51、 Beyond Generation X, by Claire Raines, 1997- Workforce Supply for Hospitals and Health Systems, American Hospital Association Strategic Policy Planning Committee, January 23, 2001- The Next Generation, edited by Lester Y. Leung, New England Journal of Medicine- New Generation, New Politics, by Anna
52、 Greenberg, taken from The American Prospect, Volume 14, No. 9, October 1, 2003- Law Firms Mull the Gen Y Equation, by Leigh Jones, The National Law Journal, March 2, 2005 Special thanks to:- Martin Isganitis, Staff Development and Service Excellence Specialist, DeKalb Medical Center, Decatur, GA- The Imaging Services Service Quality Committee of DeKalb Medical Center, Starla Longfellow, RT(R), Manager, Imaging Services and Group Facilitator- Susan L. Moore, BBA, RT(R), Assistant Director, Radiology, Athens Regional Medical Center, Athens, GA,
