NOT EVERYONE GETS A TROPHY

Debbie WaiteAcademic Advisor, NDFSFebruary 16, 2012

Quick Generational Review

Born 1922-1943 Silent Generation or Schwarzkopf

Generation

Born 1946-1964 Baby Boomers

Generational Review

Generation X – 1965-1980

Millennials or Generation Y Born 1980-2000

Generations…….

Two other historical issues Birth control pill

Child development research – 1970 - 1990

Self-Esteem Curriculum

Feeling good about yourself Advice centers on self Don’t correct children’s mistakes Instead of “failed” they have

“deferred success” Competition is bad for self-esteem Pizza parties for all who pass

Consequences of Self-Esteem Curriculum

Respect for others has declined Grade inflation Children don’t need to learn Kids who can’t take criticism (thin-

skinned) Self-esteem not linked to good grades More likely to be violent and to cheat Self-esteem without basis encourages

laziness rather than hard work

The Incredibles

Everybody's Super

Strengths of Gen Y

Can be very loyal – but not blind loyalty

Will work for credit The information generation

More strengths

Will hit the ground running Want impact Want to learn Want flexibility

Managers must provide:

Record of their successes. Details of how to do their job very

well. Understanding of career path Salary and benefits plus…… Respect is a 2 way street

Managers understand:

Learn best from a combination of technology and the human element –

Gen Y can be a long-term employee, one day at a time

Focus on Self

Authority questioned routinely –

Customize anything and everything

Instantaneous responses and constant change

Transactional authority

Focuses on the basic management process of controlling, organizing, and short-term planning.

Gen Y - Transactional Authority

Leader utilizes followers self-interest for leader’s goals and purposes

Gen Y flips it

Customize

Gen Yers want to customize their very minds, bodies, and spirits.

==========

Customize a degree?

“I want a degree that covers organic gardening and nutrition because the whole system is wrong – we are sick because we don’t grow our food right…. I want it online and accessible to my rural location and I can’t understand why USU doesn’t provide it?”

Change

“Constant change means you can’t count on anything to stay the same. But this doesn’t make Gen Yers feel nostalgic. Rather, it makes them feel liberated to abandon what bores them, embrace new things wholeheartedly, and reinvent themselves constantly.”

Academia – SLOW CHANGE

We have a problem: What happens when academia

meets Generation Y?

TRAIN WRECK!

There is Hope!

Gen Y can be managed. Here are some tips:

Use transactional authority to your advantage.

More Tips

Clear expectations and clear rewards It may not be money.

Example: Daniel has multiple jobs. Research experience

medical school

The importance of context

Factors that are beyond their control Natural disasters, etc. that limit their

potential role.

Where they fit in the larger picture

Customer versus employee/student

Motivation

External – constant external rewards

Internal – motivated for personal reasons

Carol Dweck on Praise

Person praise Process praise

Setbacks – Learned helplessness

Across the desk

Ice cream sandwich Praise the process Checklists with clear expectations Look for the transaction – Find the underlying interest

Negotiate where you can. Stand strong and clear where you

can’t. Train them to do their own work

What’s Next

Gen Y and a slow economy Work habits Entitlement Parental support – Definiti0n of success Global economy ?

References

Reference

Reference: Journal Article Kamins, M. L. and Dweck, C. S.

1999. Person versus process praise and criticism: implications for contingent self-worth and coping. Developmental Psychology, 35:3, pp. 835-847.