Diversity management
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Bridging the Generation Gap at Work Workshop
28 October 2013 @ the holiday Inn Sandton
Book & Pay Before 8 th August 2013 & get 10% off
Managing diversity means acknowledging people's differences and recognizing these differences as important, but many organisations limit their definition of diversity to gender and ethnicity and overlook generational diversity.
The modern workplace now consists of five generations working side by side; consequently you will find that older employees are interacting with young employees.
Each generation has a unique voice that can contribute towards mutual endeavours, for this reason management has a duty to bridge the gap between generations.
However there are challenges with all this diversity such as attitudes towards work, loyalty towards the employer, attitudes regarding respect & authority, training method and training requirements, attitude towards supervision, perception of what contributes to success in the workplace, and their ideal leadership characteristics.
Left unaddressed, these challenges can hinder effectiveness; every company is different, raising generational awareness and preparing employees to appreciate generational differences is always beneficial.
Our Generations Gap programme is aimed at providing professionals with the essential skills, knowledge and techniques to effectively manage people from different generations. This programme will allow you to significantly improve the performance, motivation and quality of work delivered by you and your people. This programme will focus on seeing differences of opinion as a positive process in the organization that is aimed at bringing out the best in people and processes. It is also about understanding change and the embracing thereof.
Who should attend?
This course would be interesting for all levels of staff to attend, especially managers as it would give them an understanding of the different ways their staff think.
Course Outline
Understanding the different generations
The Greatest Generation
• Also known as the G.I. Generation is the generation that includes the veterans who fought in World War 2. They were born from around 1901 to 1924, coming of age during the Great Depression.
The Lost Generation
• Primarily known as the Generation of 1914 in Europe, is a term to describe those who fought in World War 1
The Silent Generation
• They were born 1925-1945, and is the generation that includes those who were too young to join the World War II.
• Many had fathers who served in World War I.
• Generally recognized as the children of the Great Depression, this event during their formative years had a profound impact on them.
The Baby Boomers
• This generation was born following World War II (1946 -1964) a time that was marked by an increase in birth rates.
• The baby boom has been described variously as a "shockwave”
• By the sheer force of its numbers, the boomers were a demographic bulge which remodeled society as it passed through it.
• Baby boomers are associated with a rejection or redefinition of traditional values, yet still widespread continuity of values with older and younger generations.
Generation X
• This is the generation generally defined as those born after the baby boom ended, and hence sometimes referred to as baby Busters.
• While there is no universally agreed upon time frame, the term generally includes people born in the 1960s and 70s, ending in the late 1970s to early 80s, usually not later than 1982
Generation Y
• This group, also known as the Millennial Generation (or Millennials), Generation Next, Net Generation, Echo Boomers, describes the next generation.
• As there are no precise dates for when the Millennial generation starts and ends, commentators have used birth dates ranging somewhere from the mid-1970s to the early 2000s.
Generation Z
• This generation, also known as Generation I, or Internet Generation, and dubbed Generation @ by New York columnist Rory Winston and the "Digital Natives“ is the following generation.
• The earliest birth is generally dated from 2000s onwards .
The first two generations are not in the workplace anymore, but we discuss them for us to understand the context of other generations and the impact that world events have on people
Maximizing contributions from different generations
At the end of this module, delegates will be able to
· Explain generation changes globally and nationally
· List and describe various expectations
· List the main differences between values and views of generations
· How mentoring can be a spin-off of generations passing knowledge on
· List and describe the needs and expectations of different generations
· Define resistance to change to adapt to new ways of thinking
· Understand the influence of different generations on organisational teams
· Discuss the importance of team work in a changing environment
· Describe the steps to follow when introducing change
· Differentiate between generation expectations and different levels of maturity
· Define a “culture of embracing different views” in an organisation
· Design own age culture blueprint
Generation Diversity management
At the end of this module, delegates will be able to
· Define diversity management
· Understand differences in generation views that influence human behaviour
· Accommodate different views and synergise their impact in the work place
· Recognise workplace problems that arise from diversity issues
· Identify stereotyping and biased behaviour
· Evaluate and manage different communication styles
· Create an environment that is conducive for cross-generation synergy and good work relationships
· Managing the reality of an older generation reporting to a new young generation
· Create a set of agreed standards in the organisation for accepting diversity
· Dealing with disagreements and conflicts arising from diversity in a unit.
· Define conflict and conflict resolution
· How to manage traditional views about age and respect
Building interpersonal relationships
At the end of this module, delegates should be able to :
· Identify the importance of good interpersonal relationships in business
· Apply the concept of social styles to achieve a deeper understanding of where they and these people have a style match or a style mismatch
· Assess their communication style in order to understand their interaction style
· Review ways of becoming more versatile and “shifting style” with people to achieve harmonious working relationships
· Link social styles to a better understanding of different generation team members reactions to pressures and resistance to change
· Analyse your team: its level of integration, role allocation and synergy
· Design a process of trust building
· Check your own and your team’s degree of adult positioning
· Analyse the life cycle and stages of maturity to maximise contributions of different generations
About your Facilitator
Marjón Meyer
Marjon is an Industrial Sociologist and a Human Resource Development Consultant, a demanding and enthusiastic facilitator of various training programmes. She is demand for training, consultation, development work and motivational talks.
Marjón has extensive local and international experience in Facilitation, Programme Design, Skills Gap Analyses and Assessments. She facilitates of courses such as Management & Leadership, Confidence & Assertiveness, Business writing, Customer Service, Time management, Skills for PAs, Emotional Intelligence, Diversity management, Creative Problem Solving etc.
Marjón studied B Com Honours in Industrial Sociology (cum laude) as well as B Com Honours in Communication (cum laude). Marjón worked in the corporate environment before successfully starting out on her own as a training specialist in 1997. She gained extensive experience in the Human Resource Development field as a Facilitator, Training Manager and Training Consultant.
Since becoming a consultant she consistently develops training material and presents training courses and seminars for clients of training institutions and employees of blue chip corporate clients, government departments and to people from all walks of life. She was also an external tutor and moderator in Labour Relations for UNISA. Marjón is co-author of a book Managing Human Resource Development published by Butterworths in 2003 and again in 2007. She is also a regular contributor to radio programmes and magazines in the Human Resource Development field. She is a member of the SA Business Association for Women. Marjon is also a registered assessor and has received accreditation from the ETDP SETA.
Over the years Marjón has been giving professionals advice and tools on how to improve their skills and enhance their professionalism. Marjon has been nominated by the Skills Portal as one of the top trainers in South Africa. She often is a guest lecturer at the University of Pretoria and is involved in corporate coaching to grow professionals to reach their true potential.
Marjon has travelled extensively both domestically and abroad and uses every opportunity to gain knowledge and experience through effective networking. Marjon is a master juggler as she tries to maintain a balance between career, work, marriage, being a mother to two beautiful children and finding time to pursue her other interests (arts & crafts, reading, travelling, gardening and outdoor life). She is a keen water sport enthusiast and is a licensed inland skipper.
Book & Pay Before 8 th August 2013 & get 10% off
REGISTRATION DETAILS:
NORMAL REGISTRATION FEE:
Ø Single delegate: R 3,499.00 excl. VAT
Ø Registration cost does not include transport and accommodation
TO REGISTER:
Contact: Helper Mlakga on Tel: 011 450 3477. Fax: 086 245 7901 or Email: helper.mlakga@premierknowledge.co.za
In-House Training
Do you have 8 or more staff members that need training
Do you want to train at your own venue and at a time that is convenient for you
Do you want to save up to 40% on public course training costs
If you answered yes to any of these questions, then Premier Knowledge In House Training is the solution for your training needs.
With in-house training, you choose the timing and location of the seminar, and can customize the course content to meet your organization's own particular training needs. In house ensures that only your team is present at the course, ensuring privacy which facilitates open and frank discussions when training.
We can even create a bespoke one or two day course on a training issue of your choice.
The 3 Benefits Of In-House Training
Complete confidentiality in discussing your organisation's sensitive issues
You can tailor the course content to suit your particular needs
No travel or Accommodation costs to pay for your staff
For a free quote on In-House Training: You can contact Kate Malcom on 011 450 3477 or kate.malcom@premierknowledge.co.za
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