Digital Output - April 2008 - (Page 34)

Outlook Diversity in the Workplace Cooperation Between the Generations by Steve Aranoff & Robert FitzPatrick L ast month, we discussed the impact of ethnic diversity in the marketplace, more specifically within local markets, as an important consideration for success. By diversity, we meant multiculturalism, as our target print market now consists of groups with different values and/or needs with respect to the products they buy. Some may purchase on price, others quality. Understanding these needs and goals is the key to serving them. that preceded them in the marketplace. They are successful graduates armed with technical degrees and special printing training. The jukeboxes, pool tables, and fancy wallpaper that were once displayed in the early ‘90s to attract the brightest of Generation X is no longer a sufficient means to entice the younger crowd. The youthful Y generation is fully versed in the digital media world. These members of the workforce are generally more aware of the luxuries of a successful work/life balance than those before them. Many companies espouse things of interest to Generation Y, but don’t really walk the walk. This frustrates the younger employees. Their employers and older colleagues don’t get it. of Generation Y as equals regardless of the age difference. Conversely, when Generation Y is given the chance to participate, they need to learn how to be better communicators, this will generate more recognition and opportunity. Their need for immediate recognition is also a concern. Even managers have a hard time reconciling the impatience of Generation Y, seeing it as arrogance, rather than understanding their eagerness to bring something useful to the table. The Older Generations At the other end of the spectrum, older workers also feel that they are treated unfairly. After all, they’ve put in their time and developed their fair share of expertise, both in the print markets and how the company works. These older, experienced members could be quite useful in mentoring the younger generation if asked to do it. However, they feel put upon by youngsters who are not ready to fully accept responsibility. They also see their ranks diminishing as many companies use younger employees to lower the salary structure. Despite all the talk about the economy needing the older generation to continue working to fill the jobs, all they see is the diminution of rank. In the middle, Generation X sees itself pushed and pulled by both sides. They are losing their enthusiasm for the chase, as they watch the generation above and the younger generation below block their careers. Jobs given to the younger set leave older peers feeling that Generation Y has not yet earned nor do they deserve these positions. Relative Values What older company employees are struggling to learn is selfIf companies truly want to conquer the generation gap, evident to Generation Y. The productivity of they must understand that their employees are a far digital communication greater function of who they are than how old they are. tools is and will always be an integral part of In this article, we tackle a similar their lives. It is dismaying to them that situation involving diversity within these tools are not fully incorporated in the print market. Whether printers, business organizations. dealerships, or suppliers are involved there are two issues about Many companies still run according to diversity that need to be understood. the older expectations of working as The first issue is multicultural. It is many hours as is necessary, writing common in the workplace for memos, holding meetings, and other employees to come from various things that Generation Y doesn’t feel ethnic backgrounds. the need to participate in. So, while many of the older set try to bring the The second issue involves the generayounger group into the fold, they tion gap. Members of the baby don’t generally understand Generation boomer generation represent the older Y’s resistance. employees in the print marketplace. They are followed by Generation X The need to be continually stimulated and Y. and challenged is foreign to baby boomers. Nor do they notice a new Generation Y kind of expertise stemming from the Organizations are tripping over themyounger generation that should be selves to hire younger employees. sought out and listened to. What they Generation Y is different from those must learn to do is to treat members In the end, though, the differences between the generations are not nearly as big as they are trumpeted to be. Workers of all ages share the same basic core values. They all strive for the work/life balance. They want to feel that their contributions are important. Recently, many companies are forgetting that employees count and that www.digitaloutput.net 34 Digital Output April 2008 http://www.digitaloutput.net http://www.digitaloutput.net

Table of Contents for the Digital Edition of Digital Output - April 2008

Digital Output - April 2008

https://www.nxtbookmedia.com