Making Connections In a Marketplace with Four Generations Dr. Jacalyn Kerbeck, CRP May 2, 2012.
-
Upload
elijah-elliott -
Category
Documents
-
view
218 -
download
0
Transcript of Making Connections In a Marketplace with Four Generations Dr. Jacalyn Kerbeck, CRP May 2, 2012.
Words that have changed in meaning
Slide 5
LINK CELL NET HIP FAR OUT JAVA APPLE MOUSE TABLET DOWN WITH THAT PARTY WHALE ANGRY BIRDS
TEXT
People have changed how they connect
Slide 6
TEXT EMAIL LINKED IN FACEBOOK TWITTER YOUTUBE SKYPE FACETIME WEB EX GO TO MEETING---------------------- PHONE FACE TO FACE
Slide 14
Presentation Agenda>> Making Connections
An overview of organizations today Characteristics of each generation Components of recognition programs Doctoral Dissertation and Study Study Findings Building relationships Wrap-up Questions
Slide 15
Millenials(Less than 29)
28%
Traditionalists(60 or greater)
4%
Baby Boomers(At least 45, but less
than 60)27%
Generation X(At least 30 but less
than 45)41%
Cross-Industry Age of the Workforce
Source: APQC
Slide 18
Traditionalists Respect for authority and rules
Hard working
Loyal
Focus on duty and responsibility
Slide 19
Baby Boomers Hard work and long hours
Value on education
Emphasis on teamwork
Face-to-face communication
Slide 20
Generation X Skeptical of authority
Work-life balance
Informal workplace
High productivity
Focus on self-reliance
Slide 21
Millennials (Gen Y) Diverse
Optimistic
Civic-minded, moral/ethical principles
Multi-taskers
Immediate information/communication
My Doctoral Dissertation and Study
Reward and recognition programs motivating generational diversity of a pharmaceutical sales force
Kerbeck, Jacalyn Eileen. University of Phoenix, 2011. 2011. 3476659.
236 References Committee Chair and 2 committee members ARB/IRB Approval, Oral Defense, Dean’s signature First Committee Chair died 2 months before Dean’s
sign off on dissertationSlide 26
Abstract Abstract (summary) This was a quantitative correlational case study. This investigated the relationship between gender, generation, and overall
satisfaction of 382 United States and Puerto-Rico based pharmaceutical sales
representatives toward recognition programs. Archival data from a performance improvement company was studied. Analyzed to determine correlations from two groups of representatives. A Likert-type electronic survey was distributed and 377 usable responses
were received. Data analysis revealed two themes: employee recognition and employee
alignment with organizational goals. Reinforcement theory and theories of motivation support the literature.
The study found no significant differences in overall satisfaction of pharmaceutical sales representatives by gender and generation, but significant differences existed between the two groups who participated.
Slide 27
Study Findings Significant differences exist between males in
Group 1 and males in Group 2 on Satisfaction Significant differences exist between females in
Group 1 and females in Group 2 on Satisfaction Significant differences exist between generation
for the Total Group (combination of Group 1 and 2) No significant differences for Group 1 by
Generation No significant differences for Group 2 by
Generation
Slide 29
Future Research I. Survey tool II. Include questions on which program elements
impacted Satisfaction III. Include questions on how Satisfaction relates to
motivation to work IV. Include sub-questions on how Satisfaction
relates to recognition programs V. Include additional variables on program logistics VI. Include a third dataset for triangulation
Slide 30
Building relationships Recognize the generational differences, but don’t focus on them
Break down the negative stereotypes of each generation
Understand the characteristics of each generation
Communicate according to the preferred method of the recipient
Develop generational teams to work toward a common goal
Lead your organization by demonstrating the importance in building bonds between the generations
Provide feedback that is timely, but may not be immediate
Slide 31
To Do’s for Successful Connections
Recognize the experience and value to the organization that the Traditionalist brings
Communicate with Boomers in person and give them your full attention Boomers like handwritten notes in addition to phone calls, emails
Design incentive programs to drive motivation by gender and generation
Measure the ROI on each program
Share best practices of engaging generations
Evolve to incorporate team members across the generations to evaluate the effectiveness of present day reward and recognition programs.
Slide 32
BibliographyFranks, S. J., & Weis, A.E. (September, 2008). A change in climate causes
rapid evolution of multiple life history traits and their interactions in the annual plant.
Journal of Evolutionary Biology. 21 (5). 1321-1334. Casison, J. (April, 2010). The incentive merchandise buyer’s guide.
Incentive. 184(3). 16-22. Castro, L., & Castro-Nogueira, L., Castro-Nogueira, M., & Toro, M. (June,
2010). 25(3). 347-360. Cultural transmission and social control of human behavior.
Biology & Philosophy. 25(3). 347-360. Dosh, C. (7/17/2006). New Orleans Spurs Mtgs. Business Travel News.
23(13). 60-65. Godar, P. (April, 2011). Recognition. Sales & Service Excellence. 11(4). 7. Gottlieb, L. (July/August, 2011). How to land your kid in therapy. Atlantic
Monthly. 308(1). 64-78. Hosford, C. (2010). Socially challenged. Lead Generation Guide. 95(6). 22. Jakobson, L.(May/June, 2011). Individual Incentive Travel Is Booming. 185 (3). 54
-56.
Slide 34
Bibliography continuedJohnson, J. (September, 2011). Generations Y’s guide to
working with older generations. Agri Marketing. 22-23. Lancaster, L.C., & Stillman, D. (May, 2002). From a gold clock
to founder’s stock: Rewarding the generations. Potentials. 35 (5). 26.
Larkin, E., & Kaplan, M. (May, 2010). Intergenerational relationships at the center. Young Children. 65(3). 88-94.
Ligos, M. (May, 1998). Incentives for the ages. Successful Meetings. 47(6). 49-53.
Oriente, E. (September, 1999). Creating a powerful employee incentive. Incentive. 173(9). 158.
Tilsner, J. (May, 2004). Birthday party do’s and don’ts. Parenting. 18(4). 153-159.
TREND # 2: Inside the Mobile Application Revolution. (May, 2010). Trends Magazine. (85). 14-18
Slide 35