About this course

Learning Objectives

• Describe and discuss the five generations in the workplace and how various developmental factors influence each generation.
• Describe the biases, assets and liabilities of each generation in the workplace and how to positively leverage and manage them.
• Discuss why the five generations operate as they do and how to get them working together in the 12 “sticking points” where they come apart.
• Explore theories and strategies for successfully leading cross generational teams.
• List the tools to implement immediately to better support and engage each generation in order to manifest an environment where all employees feel valued, which leads to a more satisfied, efficient, productive and loyal workforce.

Target Audience

Course Instructor(s)

• 

  Tracey L. Corbett, MA, LLPC, GCDF

  CHAMPION FOR GALVANIZING & APPRECIATING POPULATION CLUSTERS Nimble, diligent and compassionate project and program leader who cultivates opportunities to engage, motivate, educate and advocate for assorted populations such as marginalized groups, various generations, veterans and all levels of employees. Highly skilled at finding subtle relationships among elements to discover a more comprehensive model for success. Works steadily to determine what needs to be done and how to best approach the situation, then remains fully focused to complete the goals and tasks. Produces timely offerings that are aligned with the organizational culture and assessed direction of the peoples. Accurately gauges when to accelerate engagement and when to change course to best serve all stakeholders. Over 20 years of career and employment experience, including an assortment of staff training and development. Expert in generational recruitment and retention strategies. Exceptional researcher, communicator, and writer. Personal and professional, long-term dedication to diversity, equity and inclusivity in education, employment, and community settings.

Disclosure

References

• Dust, S. B., Gerhardt, M. W., Hebbalalu, D., & Murray, M. (2019). Protecting my turf: The moderating role of generational differences on the relationships between self-direction and hedonism values and reactions to generational diversity. The Journal of Social Psychology, 159(2), 153-169. https://doi.org/10.1080/00224545.2019.1570903
• Teclaw, R., Osatuke, K., Fishman, J., Moore, S. C., & Dyrenforth, S. (2014). Employee age and tenure within organizations: Relationship to workplace satisfaction and workplace climate perceptions. The health care manager, 33(1), 4-19. DOI: 10.1097/01.HCM.0000440616.31891.2d
• Saber, D. A. (2013). Generational differences of the frontline nursing workforce in relation to job satisfaction: what does the literature reveal?. The health care manager, 32(4), 329-335. DOI: 10.1097/HCM.0b013e3182a9d7ad
• Kramer, L. W. (2010). Generational diversity. Dimensions of Critical Care Nursing, 29(3), 125-128.
• Bezzi, M. (2019). Managing the challenge of generations: How strategies of a multigenerational management are forming the organizational culture. Webster University.
• Elmore, T. (2020). The Pandemic Population: Eight Strategies to Help Generation Z Rediscover Hope After Coronavirus. Poet Gardener Publishing.
• Elmore, T., & McPeak, A. (2019). Generation Z unfiltered: Facing nine hidden challenges of the most anxious population. Poet Gardener Publishing.
• Webb, M., & Adler, C. (2013). Rebooting Work: Transform How You Work in the Age of Entrepreneurship. John Wiley & Sons.
• Robertson, S. (2018). Generation Z characteristics & traits that explain the way they learn. JKCP. com [online], 25(07), 2018.
• Shaw, H. (2020). Sticking Points: How to get 5 generations working together in the 12 places they come apart. Tyndale House Publishers, Inc..