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FSHP 2017 ANNUAL MEETING Disclosure #FSHP2017

I do not have (nor does any immediate family member have) a vested interest in or affiliation with any corporate Generational Diversity organization offering financial support or grant monies for 5 in the Workplace this continuing education activity, or any affiliation with an organization whose philosophy could potentially bias my Samantha Bailey, PharmD, BCPS, AAHIVP presentation

2017 ANNUAL MEETING

Objectives #FSHP2017 What is Generational Diversity? #FSHP2017 • Recognize and define the five generations in the workplace Diversity • Review characteristics and factors that influence each • A group of individuals the • Showing a great deal of generation same approximate age with variety; very different similar ideas, problems, attitudes based on shared • Analyze challenges generational diversity presents to experiences in formative leadership years

• Discuss how to navigate diverse generations in the Age workplace

2017 ANNUAL MEETING www.dictionary.com; www.multiculturaladvantage.com 2017 ANNUAL MEETING

Why Discuss Generational Diversity? #FSHP2017 Why Discuss Generational Diversity? #FSHP2017

“You have no idea how “All want to • Workplace = Hospital do is talk to computers” hard our job was in the past!”

• Generational diversity includes:

• Employees or team members “I would love the option to work from “Work first, play later” • Patients home” • Visitors

“Family and home cook dinners are a priority”

2017 ANNUAL MEETING 2017 ANNUAL MEETING

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Why Discuss Generational Diversity? #FSHP2017 5 Generations in the Workplace #FSHP2017

• Each generation has events and circumstances that • Traditionalists (born 1944 and before) produce preferences, expectations, values • (1945 -1964) • List 5 social events that occurred in your first 20 years of life (formative years) • How did you wear your hair in 8th grade? • (1965 -1980) • What TV/radio show did you watch/listen after school or on Saturday mornings? • What games did you play in grade school? • Generation Y or Millennials (1981-1995) • What music did you listen too growing up?

• (1996 and after)

http://repository.upenn.edu/cgi/viewcontent.cgi?article=1075&context=od_theses_msod 2017 ANNUAL MEETING 2017 ANNUAL MEETING www.forbes.com/sites/rawnshah/2011/04/20/working-with-five-generations-in-the-workplace/2/#5dbb437f32ee

5 Generations in the Workplace #FSHP2017 5 Generations in the Workplace #FSHP2017

Cusper • Born during transition between generations • Adopt characteristics of either generation or a mixture of both

Characteristics of each generation may not apply to all (individuals are diverse and unique)

2017 ANNUAL MEETING http://www.pewresearch.org/fact-tank/2015/05/11/millennials-surpass-gen-xers-as-the-largest- 2017 ANNUAL MEETING Worldwide Hospitality and Tourism;3(4):308-318 generation-in-u-s-labor-force/ft_15-05-04_genlaborforcecomposition-2/

5 Generations in the Workplace #FSHP2017 #FSHP2017 5 Generations in the Workplace Traditionalists

Birth year 1944 and before Traditionalists – Influences and Famous People

Outlook Practical Great Depression Pearl Harbor Jimmy Carter Education A dream

Work ethic Work first, play later

Loyalty Seniority and organizational loyalty are important World War II Space Age Elizabeth Taylor Strong family values; foundation for future Life balance generations

Popular technology Rotary phones; Radio

Dimens Crit Care Nurs. 2010;29(3):125-128;The Surgeon 2014;12:3-6; Advances in Management. 2016;9(5):1-8;2017 ANNUAL MEETING 2017 ANNUAL MEETING https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf Worldwide Hospitality and Tourism;3(4):308-318

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5 Generations in the Workplace #FSHP2017 #FSHP2017 5 Generations in the Workplace Baby Boomers

Birth year 1945 - 1964 Baby Boomers – Influence and Famous People

Outlook Optimistic Arnold Civil Rights Space Travel Schwarzenegger Education A birthright

Work ethic Strong work ethic, family provider Woodstock Loyalty Very loyal to companies Vietnam War Oprah Winfrey

Life balance Live to work, not work to live!

Popular technology Touch-tone phones; television

Dimens Crit Care Nurs. 2010;29(3):125-128; The Surgeon 2014;12:3-6; https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_w 2017 ANNUAL MEETING 2017 ANNUAL MEETING orkforce.pdf Worldwide Hospitality and Tourism;3(4):308-318

5 Generations in the Workplace #FSHP2017 #FSHP2017 5 Generations in the Workplace Generation X

Birth year 1965 - 1980 Generation X – Influence and Famous People

Outlook Skeptical Television Dual income -MTV families, single Education A way to get there -Videogames parents

Work ethic Work-life balance; eliminate the task

Loyalty Time Watergate LatchKey Kids Life balance Work to live, not live to work!

Popular technology Cell phones; personal computer Energy Crisis

Dimens Crit Care Nurs. 2010;29(3):125-128; The Surgeon 2014;12:3-6;Advances in Management. 2016;9(5):1-8;2017 ANNUAL MEETING 2017 ANNUAL MEETING Worldwide Hospitality and Tourism;3(4):308-318 https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf

5 Generations in the Workplace #FSHP2017 #FSHP2017 5 Generations in the Workplace Millennials Birth year 1981-1995 Millennials– Influence and Famous People Outlook Hopeful AIDS Technology Education An incredible expense

Work ethic Willing to work hard for a given time

Loyalty Reject authority Y2K 9/11 Life Balance Want “a life”, personal time

Internet; Picture phones; E-mail Popular technology “Most wired Generation” School shootings

Worldwide Hospitality and Tourism;3(4):308-318; 2017 ANNUAL MEETING http://www.wmfc.org/uploads/GenerationalDifferencesChart.pdf 2017 ANNUAL MEETING https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf

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5 Generations in the Workplace #FSHP2017 #FSHP2017

Generation Z (iGeneration)

Birth year 1996-present

Education An incredible expense

Influence First real global generation

Loyalty Workplace stability

Life balance Work life balance

Communication High-tech, smart applications media

2017 ANNUAL MEETING 2017 ANNUAL MEETING Journal of Competitiveness 2016;8(3):90-106 www.performingartsconvention.org/diversity/id=482

#FSHP2017 Generational Perspectives at Work #FSHP2017

Generation X Traditionalists -Focus on balanced life -Believe in institutions -View employment as a contract -Respectful of law -Often uninterested in overtime Generational Perspectives and -Only work for 1 or 2 companies Generation Z Conflicts at the Workplace -Now entering the workforce -Increased use of internet Millennials Baby Boomers -Tolerant of diverse cultures -Believe in meaningful work -Loyal employees -More to come! -Positive reputation for energy, skills -Goal orientated -Criticized for short attention spans -Competitive -Connected globally -Seek promotion by working long hours

2017 ANNUAL MEETING Worldwide Hospitality and Tourism;3(4):308-318 2017 ANNUAL MEETING

#FSHP2017 #FSHP2017 Generational Conflicts in the Workplace Generational Conflicts in the Workplace

• Communication Preferred Communication

• Leadership style Traditionalists: Memo, letters Generation X: • Respect for authority and management Voicemail, • Feedback and rewards email

Millennials, • View on work and family Baby Gen Z: Boomers: Instant/text In person messages, e-mail

Advances in Management. 2016;9(5):1-8 2017 ANNUAL MEETING Advances in Management. 2016;9(5):1-8 2017 ANNUAL MEETING http://www.intepeople.co.nz/gen-z-gen-what-negotiating-generational-differences-in-the-workplace/

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#FSHP2017 #FSHP2017 Generational Conflicts in the Workplace Generational Conflicts in the Workplace

Communication Communication Generation Suggested Ways to Communicate Generation Suggested Ways to Communicate Traditionalists Respectful words and tone Generation X Direct, straightforward No slang Avoid corporate-speak Language should be formal, professional and message should relate to Send an e-mail or leave a voice mail that states clearly what you want, how it organization history and long-term goals will serve the Gen Xer and due date Boomers Informal conversations over coffee or lunch Millennials Be positive Tend to see relationships and business results as intertwined Send a text message or meet face-to-face Ask about mutual interests Tie the message to the Millennial’s personal goals or to the goals the whole Make conversation participative by getting the other’s input team is working toward Don’t be condescending Avoid cynicism and sarcasm

2017 ANNUAL MEETING 2017 ANNUAL MEETING https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf

#FSHP2017 #FSHP2017 Generational Conflicts in the Workplace Generational Conflicts in the Workplace

View of Leadership Respect for authority and management Generation Baby Traditionalist Believes in chain of command Traditionalist Generation X Millennials Generation Z Boomers Baby Boomers Consensus-based model that includes performance reviews Generation X Give respect where respect is due and are unimpressed by titles Everyone is Coaches, not Respectful Consensual TBD the same bosses Prefers leadership that is informal and collaborative Millennials Managers who value them as people and employees

Command Relaxed, Help build their strengths Love/hate Unimpressed and control polite Shift place and time of work to suit their lifestyles Generation Z Provokes conflict, but either does not follow through or reacts aggressively No sense of commitment Ask why

Advances in Management. 2016;9(5):1-8; 2017 ANNUAL MEETING Worldwide Hospitality and Tourism;3(4):308-318;Journal of Competitiveness 2016;8(3):90-106 2017 ANNUAL MEETING https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf

#FSHP2017 #FSHP2017 Generational Conflicts in the Workplace Generational Conflicts in the Workplace

Feedback and rewards Work and Family • Traditionalists: Work first • Baby Boomers: No Traditionalist Baby Boomers Generation X Millennials Generation Z balance, work to live • No news is Don’t • Will interrupt to Frequent, Immediate good news appreciate ask ‘how am I immediate Live for the • Tangible Personal doing’ Awards, present symbols of appreciation, • Free time, certificates, loyalty, promotion upgraded evidence of commitment, resources, credibility Work and Family service development • Generation X , Y, Z Good balance

Advances in Management. 2016;9(5):1-8; Journal of Competitiveness 2016;8(3):90-106; 2017 ANNUAL MEETING 2017 ANNUAL MEETING https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf Advances in Management. 2016;9(5):1-8

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#FSHP2017 #FSHP2017 Navigating Generational Conflicts Navigating Generational Conflicts • Do not separate generations • Understanding and respecting each generation’s work • Provide opportunities for strengths of each generation styles and challenge

• Acknowledge of possible conflicts

2017 ANNUAL MEETING Worldwide Hospitality and Tourism;3(4):308-318; http://nypost.com/2015/09/24/de-niro-and- 2017 ANNUAL MEETING Worldwide Hospitality and Tourism;3(4):308-318 hathaway-should-be-fired-for-the-intern/

#FSHP2017 Generational Similarities: #FSHP2017 More Alike Than Different

Study Mencl, et al. Investigate similarities and differences using characteristics associated with Purpose best places to work Method Anonymous, employee survey Generational Similarities Teamwork and collaboration Flexible work arrangements A challenging job Involvement in decision making Workplace A financially rewarding job Characteristics Work-life balance An organization that values diversity Continuous learning Career advancement Immediate feedback and recognition

2017 ANNUAL MEETING Journal of Leadership & Development. 2014;2(3):257-272 2017 ANNUAL MEETING

Generational Similarities: #FSHP2017 Generational Similarities: #FSHP2017 More Alike Than Different More Alike Than Different

Baseline Characteristics Baby Boomers Generation X Millennials Results – Work Characteristics N 273 144 88 Similar Value Differences Gender (%) An organization that Male 32 35 24 -Teamwork and collaboration values diversity Female 69 65 76 -Flexible work arrangements -A challenging job Mean age in years (SD) 53.75 (4.53) 38.50 (3.88) 26.99 (3.03) -Involvement in decision making Career advancement Mean tenure in years in -A financially rewarding job 15.94 (5.77) 7.68 (5.77) 3.01 (2.44) the organization (SD) -Work-life balance -Continuous learning Employment Status (%) Immediate feedback Full-time 82 84 81 and recognition Part-Time 18 16 19

Journal of Leadership & Development. 2014;2(3):257-272 2017 ANNUAL MEETING Journal of Leadership & Development. 2014;2(3):257-272 2017 ANNUAL MEETING

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#FSHP2017 #FSHP2017 Generational Similarities Generational Similarities

You are driving to meeting at a location you have never You are meeting with colleagues for dinner after work at a been to before. What do you use for directions? new restaurant and want to view the menu. How do you review the menu? A. AAA printed map in your glove compartment B. Live computer navigation either in your car or on your A. Review the menu on the internet cell phone B. Call the restaurant and ask for the most popular dishes C. Printed directions from home C. Ask a colleague D. None of the above because you stop and ask people D. None of the above, I’ll read the menu when I get there along the way

2017 ANNUAL MEETING 2017 ANNUAL MEETING

Myths and Reality #FSHP2017 Scenario #FSHP2017 SJ is a new pharmacist hired at your hospital pharmacy. He Myth: Millennials have a graduated from pharmacy 1 year ago and is excited to Myth: Generation X sense of entitlement and Myth: Baby Boomers are aren’t willing to work become a part of the team. He will be the second dayshift want opportunities workaholics hard decentralized pharmacist in the cardiac unit. handed to them

At his 90 day evaluation it is noted that SJ is having a difficult Reality: Today slower Reality: Major US survey time communicating with some of the pharmacy staff, Reality: Willing to work pace. One study found revealed Millennials have hard but believe it’s unfair nearly half of Baby including his Supervisor. an entrepreneurial spirit to expect a 70-hr work Boomers would prefer to that makes them self- week for 40-hrs of pay work an average of eight reliant fewer hours a week Based on his birth year, he is a Millennial.

2017 ANNUAL MEETING 2017 ANNUAL MEETING https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf

Scenario #FSHP2017 New Microgeneration #FSHP2017

Millennials Xennial “All Millennials want to • Meaningful work do is talk to computers” • People born between 1977 and 1983 • Prefer coaches • Not as tech savvy as millennials, have not always grown up with technology • Mix of Gen X cynicism and Millennial optimism Generation Suggested Ways to Communicate Millennials Be positive Send a text message or meet face-to-face Tie the message to the Millennial’s personal goals or to the goals the whole team is working toward Don’t be condescending Avoid cynicism and sarcasm

2017 ANNUAL MEETING 2017 ANNUAL MEETING https://assets.aarp.org/www.aarp.org_/articles/money/employers/leading_multigenerational_workforce.pdf http://www.huffingtonpost.ca/2017/06/28/xennials_a_23006562/

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#FSHP2017 Conclusion #FSHP2017 • First time having 5 generations in the workplace

• Each generation is unique based on experiences that have occurred in their formative years

• Generational differences may lead to conflicts in the workplace, however, there are similarities between generations

• More to come with Generation Z!

http://daverocker.org/generational-diversity-in-the-workplace/ 2017 ANNUAL MEETING 2017 ANNUAL MEETING

FSHP 2017 ANNUAL MEETING

Generational Diversity 5 Generations in the Workplace Samantha Bailey, PharmD, BCPS, AAHIVP

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