The Personality and Traits of the Various Members of the Staff of the Green Globe Team - Essay Example

? ASSIGNMENT ON CHILDREN’S MUSEUM Do you believe the s given for the generations above are accurate? (see pages 2-3) Please state the evidence that supports your answer. The Green Globe Team Name Age Generation Kate 82 Traditionalist Hans 35 Gen-X Anna 48 Baby Boomer Robert 19 Millennial Sam 54 Baby Boomer Raja 27 Millennial Jan 65 Traditionalist Ian 40 Gen-X Answer: the question will be answered according to the personality and traits of the various members of the staff that belong to the Green Global Team. Kate: she is the oldest staff of the children’s museum that belongs to the traditionalists’ generation. She is 82. Her disposition and perception of work differs from others because he prefers a top down approach towards his duties in the organization. He is a veteran who maintains a calm approach towards work. According to the analysis, she always remains calm and alert, though focused. Because she is old and alert (probably due to old age and experience), she has to ask the question ‘’where are the seating areas for each exhibit area?’’ when she was confronted by Hans, a 35 year old curator, on the need to provide a seating arrangements for the exhibition, Kate retorted immediately that the parents and grandparents of the children who might like to come along with the children must need seats to rest their trembling limbs when they are tired. Her view was immediately supported by Maya Zam, the president of the children’s museum organization. Hans: Hans is a 35 year old staff of the children’s museum that always exhibits his youthful attitude towards his work. He is a curator. Following the generational differences survey, he belongs to Generation X; those who are known for their skepticism and as a result have distrust for institutions and never hide their preference for individualism. As a young man, his youthful nature is shown in his attitude towards policies and decisions of the organizations. He will prefer that children who come to the museum will walk around and see things for themselves, a contribution which was opposed by the oldest staff; Kate. According to the generational differences survey, the Generation X (where Hans belongs) always distrusts institutions and prize individualism. Hans exhibited this kind of attitude when he opined during one of the meetings of the Green Globe Project Team that he prefers communication through emails rather than coming together all the time for the purpose of having meetings. this could mean that Hans prefer a workplace where staffs are not mandated to come to the workplace all the time, rather they should be given the opportunity to work from anywhere making an extensive use of the information technology which is in vogue. Individualism was expressed in Han’s opinion that communication among the members of the team should be done through emails rather than coming together. This was opposed by Jan; a 65 year old staff who insisted that the advent of information technology should not forbid them from meeting on a regular basis in order to have face-to-face discussions about the success of the additional wing of the museum. His doubt for meeting of the deadline by the team was the main reason why he suggested that communications should be done through emails, because the team meetings normally end up in a logjam due to generational debates and arguments. Anna: Anna is a 48 year old staff of the museum. She belongs to the baby boomer generation. She occupies the post of the assistant production manager. Her attitude towards work shows a desire for dialogue. She is more open to dialogue more than others. Hence, she opined that becoming a generationally responsive team is the only solution for creating a more generationally friendly space. For her, mutual understanding of each other’s attitude is the sure way towards creating an all inclusive exhibit. Her attitude towards the team meetings reveals the characteristics of the generation where she belongs. The boomer generation is characterized by optimism, challenge of authority and creating open lines of communication. These characteristics were perfectly shown in Anna’s suggestion for a dialogue as the surest way to resolve the generational differences. Dialogue entails open communication, and open communication is the main trait of the baby boomer generation. Raja: Raja is a young and energetic 27 year old staff of the museum. He belongs to the millennial generation which is characterized by inquisitiveness. They are very inquisitive to know and learn new things. They have a strong addiction to the internet, and always on the move for the next line of action. Even when they have a job, they are always looking for a better paying job; or rather start their own business. Because of their vibrancy, inquisitiveness, and great penchant for the internet, they can serve well in the Research and Documentation Department of an organization. Raja has a full possession of these traits. It is very important to remark that he is the person that brought the generation difference survey to the knowledge of the team members. Probably, when he was doing the research in the previous night, he never had in mind that the theme of his research will be an issue of discussion the following day during the Green Global Team meeting. The eagerness of the members of this group to research and learn could be accounted for the reason to always seek for new ways of doing things, which they always expressed either in looking for another employment or going into their own private business. Robert: Robert is the youngest among all the members of the staff. He is 19 year old college student, who might either be an intern in the organization or doing a part time job in order to sustain his academic pursuit. He belongs to the millennial group. He exhibited his millennial attitude when he asked if interns are opportune to belong to the project team, a question which was given an affirmative answer by Ms Maya, the museum president. His question shows his determination to belong to the team and contribute his own ideas. Jan: Jan is a 65 years old staff of the museum. He belongs to the veteran or traditionalist group. He exhibited the ‘’need-to-know’’ characteristic of the traditional group when he opposed Hans’ opinion that communication should be done through emails. He rather maintained that the high-tech should not disable the need face-to-face organizational interactions. He so much believes in the top-down approach towards management. He expressed this believe by insisting that the leader of the team must not fail to be convening meetings for the team whenever necessary. Ian: Ian is 40 years old. He belongs to the Generation X group known to be skeptical to institutions, and prefer individualism over corporate engagement. He questioned why generational difference should be the main focus of planning for the Green Globe exhibit. His question shows an attitude of disregard for the feelings and attitudes of others, which has a semblance of individualism; an attitude that is very typical of the Generation X. his question was replied by Jan who insisted that people of different generations need to be considered in the making of the Green Globe exhibit. Sam: Though, little was said about Sam, the record shows that he is 54 years, and therefore belongs to the baby boomer generation. He could have exhibited the attitudes that characterized the baby boomer generation. 2. Do you believe that the survey results were accurate? Why or why not? Answer: The result of the generation survey is very accurate. This is exactly what is obtainable in the various organizations. It is a well known fact that the different age brackets and generations among the workforce are generating frictions which might be unknown to the workers themselves. According to the survey, there is always a conflict among workers due to a differing opinion and perceptions about work. This claim can be substantiated by empirical observations of what is obtainable in the workforce of the various organizations. An aspect of the conflict is exemplified in the attitude of the workforce towards technology. The baby boomer and traditionalists have attitudes that differ from the Generation X and millennial. The millennial and Generation X which are mainly characterized by the younger generation is more open to new technologies than the traditionalist and baby boomers. The older generation workers are more akin to paper work while the younger generation is more receptive to new technological inventions. Consequentially, this affects the input of the various groups. Since some of the work ethics and attitudes of the older generation are obsolete and no longer obtainable in the contemporary time, they appear to be losing relevance in the workplace. Furthermore, the younger workers are more open to change while the older professionals always hold sway to the old ways of doing things. The older staffs always believe that the old way of doing things is the best. Common statistics reveals that old people in general are always opposed to novelties more than younger generation. They always believe that the old ways of doing things is the best, even when the deficiencies in such a system are very clear and glaring. This kind of attitude is quite difference from that of the younger generation who are always the first agents of change. This common psychological analysis cannot be ruled out in industrial psychology, especially in Human Resources. When the younger professionals and the old staff debate on the system to be adopted; whether to adopt the new ways of doing things or to retain the old way, there is always an organizational crisis, which sometimes is capable of tearing the workforce apart, or rather bring about industrial crisis and commotion. Only a wise and intelligent management will be able to manage such a situation. This attitude is capable of breeding conflict among the workforce because each group or generation believe that their own way of doing the job is the best, but the real reason is not actually the efficiency of such a work approach or attitude, but rather being used to the so-called attitude. There are certain attitudes of the older folk towards work that are considered not only to be anti-productive, but counter-productive. Such is the preference of paper work to computer work. The older generation did not grow up during the great technological revolution, and therefore, manual or paper work is more understandable to them rather than computer work. Because the younger generation is already at home with the latest technological invention, making use of the information technology in the workplace becomes a task accomplished. Some HR professionals on the other hand prefer the hiring of the older folk because they believe that they have more experience than the younger generation, while others argue that the experience of the older folk cannot be equated with the vibrancy and flexibility of the younger ones. After all, they can also learn the experiences of the older folk through trainings and experience. Indeed, there is always a conflict of choice and urgency when it comes to recruitment, where the traditionalist and babyboomer generations on one side and the millennial and Generation X on the other hand are involved as the candidates. Recruiters always have a storming session whenever it comes to the issue of recruitment where there are older and younger candidates. In an organization where preference is given to the younger professionals, the older professionals are always jealous. The implication is trying to behave younger so as to attract the same favor from the management. This can be very challenging to the older professionals especially in a workplace where the use of modern technology is very imperative. An example is the banking industry where the use of modern technology is very necessary. The services of the younger professionals are preferred to that of the older generations. This is because of the belief that the younger generation will be more receptive to modern technology than the older generation. It is also believed that they have a greater potency to learn the new technology where it becomes very necessary within the course of their banking career. Such consideration might not be given to the older generation because of the belief that their minds belong to the antiquities. It must be noted that giving preference to the younger professionals because of their vim and vigor, as well as their indispensability in being smart at the workplace and openness to the new technology can make the older workers to be uncomfortable in the workplace. For fear of loosing their job, the younger generation tends to block the way for the older generation in learning about the new technologies. This is done with the view to protect their jobs. The argument of the younger generation is that if the older generation staffs are allowed to learn the technologies, the younger generation may loose their job to the older generation. Who will like to loose his job? In some organizations, the old staffs complain that the younger staffs do not give them the opportunity to learn the new technology. There are various ways through which the younger generation block the older generation from learning the new technologies, one of them is by making themselves more relevant in the workplace. The younger generation tends to be very much indispensable in the organization. They draw their indispensability and relevance from various means. First, the younger generation undergoes various trainings in order to advance in the knowledge which they already have. This is a subtle corporate play of power because logically, more responsibility will be given to the staff that has acquired more technological trainings than others. Again, the slow ability of the old folk to learn the new technology is a very great albatross. This gives the younger generation an edge to excel. During board meetings, the younger professionals argue against sending the older generation on training with the argument that such is a waste of fund considering the fact that the younger generation has enough technological knowledge to drive the organizations. Again, there is no need to train the older generation since retirement is at hand. The traditionalists are mainly the victims of such policy. This simply means that the organization will not benefit much from such trainings. This is in deed a very powerful logic. It must be noted that despite the conflict between the older and younger generation of workers is not completely hopeless because some older workers understands the feelings and plights of the younger professionals. Hence, Wittieveen, a 44 year old CEO confesses that he understands the plights of the younger generation workers because he has two kids who are workers (Susan Berfield, 2007) Communication is another area of conflict between the old and young workers. Both groups believe that communication is very essential for the growth and success of an organization, but there is a sharp disagreement regarding the communication style. The older folk believe in communication through traditional means such as memo or face-to-face meetings whereas the younger generation workers prefer the dissemination of information through the modern means of communication such as the facebook, tweeter, email, and other social media networks. The reason is very simple; the older generation is not used to the new mode of communication. It is even hard to see an old staff that has a cell phone. Even when an old staff has a cell phone, he might not be used to using it. That is why they prefer to be communicated through written memo or meetings. The influence of the modern technology on the youths equally contributed to choice of the social media over traditional mode of transmitting information such as meetings and memo. 1. If you were a member of the Green Globe Team, how would you structure the team’s communications to ensure that project deadlines are met and that the communication methods utilize the strengths and preferences of each team member? Answer: Communication is very central for the survival of any business organization because of its immense importance. Decisions, policies, feedbacks, and so many things can perfectly be achieved through an effective communication. As a member of the Green Globe Team, I will device certain communication policies that will favor all generation members of the Green Globe Team, considering the fact that all members of the generation are perfectly represented in the team. First, being so certain that the older the traditionalist and the babyboomer generations are not so much akin to e-communications, I will get to convince them on the need to be open to the modern communication. This is because the modern communication method is very necessary if the deadline must be met. Since the time fixed for the meetings might not be convenient for some members of the team, e-communications becomes the only choice. But since the older folk are not used to the new way of commutation, changing their attitude becomes my major task. How will I do this? Even though the deadline given to the team is less than fourteen days, I will dedicate a day or two in giving lectures on the importance of communication through emails and other forms of e-communication. I will write to the management of the children’s museum to fund the lectures if there is the need. This is important especially if it is very urgent to invite an expert in information technology or a motivational speaker. This will not only help the organization in the short term, but it will also benefit the organization in the long term, considering the fact that such change of attitude among the old folk will be useful in the organization, even after the team’s adhoc meetings. The change of attitude especially towards communication by the members is a priority I will uphold, not only to the old folks, but also to the younger generations. For the older generation, there dissatisfaction lies in communication through emails, while for the younger professionals; their dissatisfaction is calling for meetings which they consider as an unnecessary disturbance and poaching into their private moments. For the older folks, I will satisfy them by sending memo, though not to the detriment of using the computer-based communication. This is to make them feel belonged. For the youthful members of the team, I will convince them that meetings will be very brief and concise. I will not only make it a corporate mantra, but I will also lead by example by truly making the meetings to be very brief and concise. I will convince them that the older folks that they lose nothing by adapting to the new technology. I will achieve this by telling them the importance of communication within an organization using the electronic communication method such as emails, and other social media networks. I will convince the old professionals that it is very easy to remember emails sent to their mail box rather than what was discussed in meeting. One might not be able to remember all that were discussed in a meeting but whatever that is written has been write, hence, it is very easy to comprehend and remember emailed communications than discussed issues during a meeting. Since the old folk are already used to memo and face-to-face meetings, I will convince them that communication through emails and other computer-based communications will enhance and corroborate communications through memo. Emails and other computer-based communications can serve as follow up to what was already discussed during the meetings. I will let them to know that both communication through meetings and memo are not antithetical to communication through electronic mails. I will exemplify this by sending mails to the members of the team reminding them the issues that were already discussed. By so doing, I am ensuring that the project deadline is met since e-communication is central in the execution of corporate projects. I am also making sure that the older members of the committee adapt to the new way of communication since it remains imperative for the success of the team. For the younger members of the team, I will look at the various time of engagement so that I will know the exact time that will be comfortable for them. Since most of younger workers always go out to the field to have fun in towards the evening time, I will make the meetings to be held during the morning or afternoon hours, shortly before work dismissal. This is to make sure that I give the younger generation the opportunity to attend the meetings. By doing this, they will not have an excuse to give for not attending the meetings. In order to satisfy the time consciousness of the younger generation, I will be always brief and concise in the deliberations we make during the meetings. I will always discuss the points without wasting anybody’s time. I will see for the view of each and every member of the group so that all of them will feel belonged. Since the preferred mode of communication among the various groups varies, I will respect everybody’s feelings and sentiments by asking questions on each one’s preferred mode of communication. This will be done with the intention of knowing the mind of the team members so that no one will feel cheated in issues of communication. This is equally to make each person to be carried along in the scheme of things. Furthermore, since most of the young workers always make use of the smartphones and other types of mobile or cell phones with social media applications, I will ensure that they get the information through those applications. This is necessary especially for those that might not have the opportunity to attend the formal meetings. This is more profitable to the goal of our team because such members will read the full details of the information wherever they may be by simply logging in to the social media site. Most youths always visit social media sites for messaging and other things. It will be a very wonderful opportunity to meet the youthful members of the team through the social media sites. When I synthesize the communication method to suit the various groups of staffs that belong to the Green Global Project team, no one will be left out in the scheme of things. Since all the generational personalities and characters are represented in the team, adopting this simple but strategic communication method will ensure that each member of the team knows exactly the latest decision of the team, even when such a member does not attend meetings. Works Cited Susan, Berfield, Bloomberg Businessweek online Magazine, 2007. Retrieved from the internet, source, http://www.businessweek.com/stories/2007-09-16/bridging-the-generation-gap Read More

 

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