Episode Information
For the first time in American history, four generations of employees are in the workforce - causing cultural and generational friction.
Older workers - the traditionalists - are finding it hard to retire early. The post-war Baby Boomers, who have spent the last few decades running much of American Business - Generation x'ers, once thought to be slackers, now trying to fit in - and live up to their parents expectation - and the youngest workers - the so-called millenials, whose world view and techological prowess can be scary to other generations.
Today, Where We Live, workplace consultant Barbara Phillips talks about the challenges of a multi-generational workforce, and we'll have a roundtable discussion with workers from each group.
We'd like you to join the conversation - what are your cross generational workplace stories? What differences do you see? And how can you work together better? Add your suggestions, questions and comments below.
Shifting Workplace Gender Culture in some industries
As more and more women have become executives, managers and professionals, I think some industries (health care, hospitality, home design, publishing, etc) have evolved a culture that is more "woman" friendly and maybe less "man" friendly". Does the panel have any sense of whether this is real, perceptual or just a myth?
Multigenerations in the workplace
I believe that a shift in the "friendliness" or inclusiveness of an organization toward another group (that heretofore has not been extended "friendliness" or inclusion) does NOT mean that the group which was originally included is now excluded. This is a sophisticated technique of claiming "reversed discrimination."
I believe that change feels uncomfortable and unfamiliar to those whom the system previously and exclusively benefitted. When that change happens, it's only natural for those who never had to share the "pie" feel a sense of "loss" for what is ending: sole attention. It's analogous to being a favorite nephew or neice to a distant auntie/uncle; when your parents notify the auntie/uncle of the negative impact of their favoritism on the other kids in the home... Once that auntie/uncle starts treating the rest of the kids like they've treated that favorite, the favorite feels the change is a negative.
The same is true in business--the negativity felt by men (the favorites) toward a more balanced approach for hiring and advancing women (the change) does NOT make the change wrong. Change is disruptive...to the status quo.