CHAPTER 19: DIFFERENCES IN LEADING DIFFERENT GENERATIONS: FACT OR MYTH? Flashcards
The central question: how significant are the _______, really, and what do they mean to the first-line leader?
differences
THE GENERATIONS 1922-1945
The Veterans- Born between 1922 and 1945, the members of this
group of employees are often described as traditionalists who respect authority. Some have survived the horrors of the Great Depression and World War II and have been affected for the rest of their lives by the stark experiences. Saving money is important to them. Many pre-fer not to buy something if they cannot pay cash for it.
Common Sense regards this group as “The Veterans” as oppose to “The Remix” who calls them “Traditionalist”
THE GENERATIONS
The Baby Boomers. 1946-1964
These folks are said to place huge value on their work lives and draw great satisfaction from their workplace achieve-ments. Some of them may refer to themselves as ________, and they are not necessarily ashamed of this label.
They can handle get-ting their job-related instructions via memorandum, but they also like personal contact with their boss.
Overall, the Boomers respect authority. They see the need for rules
and limits. Many are not hesitant to criticize the generations that have followed them as disrespectful slackers.
workaholics
THE GENERATIONS
Generation X. 1965-1980
These employees, born between 1965 and 1980, tend to like structure but are not so fond of hard and fast rules.
They do not necessarily view their supervisor as the “ultimate authority,” and they have no problem asking “why?”
Nevertheless, many want frequent feedback on how they are doing. These individuals have no problem with hard work when the situ-ation demands. They simply may not always agree with the boss as to when the situation truly demands. They value _________ a good work-life balance.
maintaining
THE GENERATIONS
Generation Y. “Millennials” 1981-1996
These people are often skilled at ________. They like to communicate via e-mails, text messages, and cell phones.
Like the Xers, they seek a healthy work-life balance and do not see themselves as enslaved by their work.
Millennials often want to feel that they are living for something
beyond a paycheck. Social causes are not infrequently important to them.
Relying too heavily on stereotypes can prove ill-advised.
One area of contrast may be seen in the learning styles of the different generations.
multitasking
COMMON GROUND
Regardless of his or her appointed generational label, all employ-ees (people, that is) want and expect to be treated fairly and with respect. The police supervisor who keeps that in mind is likely to be successful in leading effectively any generational group or blending of groups.
1) Accommodating different learning styles- the wise instructor-supervisor employs a variety of teaching techniques.
2) Use several means of communications- the communication style should be best suited for the situation at hand.
3) Recognize and respect differences- Recognizing individuals is the HALLMARK of a good supervisor
4) Don’t show favoritism- fairness is always in style
5) Resist dropping into stereotyping- stereotyping can be hazardous in any area of life.
6) Ask for (and expect) everyone’s best- have the courtesy to tell your employees that you feel that they are not doing their best
7) ___________- formal meetings should be used sparingly
8) Recognize good work- everyone likes to be told they are doing a good job.
9) Give everyone a voice- employees who are left out are on the “FAST TRACK” to becoming a probable child.
10) Where feasible, accommodate employees’ personal needs- FLEXIBILITY, very carefully applied can be a virtue
11) Use employees’ names- everyone likes hearing it in a conversation.
12) Emphasize the positive similarities, not how people are dissimilar.- Take the high road.
13) Be sure deadlines are understood- a sharp supervisor announces important deadlines more than once and reduce to written form.
Minimize the formal meetings
SUMMARY
By remaining ______ in his tactics for supervising all of these individuals, the law enforcement leader can get their best from each. Patience and a genuine caring about the welfare of each subordinate most often should aid the police supervisor in reaching them, regardless of their generational identity.
flexible
POINTS TO REMEMBER
• Veterans, Baby Boomers, Generation Xers, and the Millennials make up today’s _______.
work force
POINTS TO REMEMBER
• Each group brings peculiarities as well as _____ to the work environment
talents
POINTS TO REMEMBER
• There can be _________ of traits and characteristics from one generational group to another.
overlapping
POINTS TO REMEMBER
• The fact that there may be generational differences does not mean that today’s employees cannot be ____ effectively.
led
POINTS TO REMEMBER
• Every generation brings ______ and strengths to the law enforcement work team.
assess
POINTS TO REMEMBER
• The law enforcement supervisor who displays _______, flexibility, and genuine concern for all of his employees should get the best from each, regardless of their generational background.
fairness
