Today’s workplace is becoming more diverse and there is a growing sense that this new workforce is quite different. but those scenarios are the exceptions, not the rule. It is based on a survey of 300 IT employees. Icon made by Freepik from www.flaticon.com. In fact, most millennials claim that they check their emails even outside of work. In the Philippines, a local study by Helen Salvosa and myself found two (and not three generations in the workplace). Sanjay Ignatius and myself that found two categories of Filipino Internet users – the digital immigrants and digital natives. Here are seven stats and studies illustrating the real, tangible benefits of a diverse workplace. Explore the required tools for managing workplace diversity. One group appears to be defined by political events (Ferdinand Marcos administration, the bombing of Plaza Miranda, the First Quarter Storm, Martial Law, Assassination of Ninoy Aquino, 1986 EDSA I Revolution, Corazon Aquino Administration, Fidel Ramos Administration, … These results are consistent with an earlier study by Fr. When millennials are happy in their workplace, they are more engaged and willing to do more for their company. Jel G. Del Rosario | Erika A. Baroro | John Ernie N. Hedreyda | Brian H. Uychutin. On the other hand, the technology generation’s schemas of effective leaders are those who give clear instructions, listens to and recognizes their followers. They are described as goal-oriented, competitive, optimistic, accepting of diversity, liberal, and workaholics. For more information or reservations email cord.soss@ateneo.edu. Organizations and leaders that fail to understand these differences and make the necessary adjustments on how they behave may find themselves unable to attract, engage and retain millenials. It identified the demographic profile of the 40 respondents, and their significant relationship with each other. Diversity means that business and companies welcome people from various backgrounds. It identified the demographic profile of the 40 respondents, and their significant relationship with each other. There is a greater sense that leaders and companies need to better understand this new generation of workers. Cultural diversity is a form of appreciating the differences in individuals. She will be conducting a learning session for managers on Coaching and Working with Millenials on September 29, 2017 from 830am- 5pm at Marco Polo Hotel Ortigas. Interstingly, we found significant differences in how each generation describes themselves. We also found generational differences in leadership schemas, the political generation identified the following ideal leadership schemas as important to them: one who cares about people’s welfare, delegates, and is controlling. 3. Although the diversity can actually be productive and lead to innovation, when not handled well, the differences in generations may lead to discord, conflict and have detrimental effects on relationships and productivity. A study in Chinese identified three generational cohorts based on their history: consolidation, cultural revolution and social reform. 1. Workplace diversity despite having numerous benefits does have its flaws. These differences have implications on leadership and the practice of human resource management. Generations are defined by the social, economic, political, and social events that occur during their formative years. For many millennials, the idea of work-life balance is being able to attend to their personal life. There's always more work that can be done to prioritize cultural diversity in the workplace. The current study examines the potential barriers to workplace diversity and suggests strategies to enhance workplace diversity and inclusiveness. Why are there generations to begin with? Remote work doesn’t mean less work. Although these labels are now commonly used across the world, it is important to note that the categories are based on the collective memory, recollections and experiences were developed in the West and using western milestones. diversity in an organization a case study of how diversity is addressed in a multi-national organization a dissertation submitted to the faculty of the school of education university of st. thomas by alexander a. erolin in partial fulfillment of the requirements for the degree of doctor of education march 2016 Millenials or Generation Y (born from 1981 to 2000) are defined by events such as September 11 Terrorist Attacks, Second Gulf War, Iraq War, and Columbine High School Shootings, the birth of the Internet together and rapid technology change. The study will be useful for the companies under discussion nevertheless it shall also be helpful for people who want to know more about workplace diversity, and how to manage it. For example, the political generation described themselves as work-centered, family-oriented, multi-tasker and decisive. by Gina Hechanova “Bakit ganoon ang mga bata ngayon?, Hindi naman kami ganoon dati?” “Grabe, that’s so analog (rolling of the eyes)…”. It is in the Philippines where the rates are highest, compared to 21% in … main goal of workplace diversity management is the The Gina Hechanova a psychologist and the Executive Director of Ateneo Center for Organization Research and Development. We commonly hear the labels Baby Boomers, Generation X, and Generation Y. The differences can be based on gender, age, sex, ethnicity, sexual orientation, and social status. Study the views of various companies regarding the choice and implementation of workplace diversity. All rights reserved. Workplace diversity should be one of the top things businesses today should address. According to the U.S. Census Bureau, the cultural makeup of the U.S. population will shift over the next 30 years in a positive direction. Although we recognize that some of the traits may change as this millennial generation ages, it is also likely that some of these characteristics are enduring. The study concludes that successfully managing diversity can lead to more committed, better satisfied, better performing employees and potentially better financial performance for an organization. The study concludes that successfully managing diversity can lead to more committed, better satisfied, better performing employees and potentially better financial performance for an organization. Not every workplace and not every study agrees (hey, more diversity!) While this workforce diversity contributes varied backgrounds and languages to the workplace, diversity can also present major challenges for management. Each of us belongs to a culture. If you’re interested in why anyone with an eye to the bottom line would care about diversity, you’re in luck.
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