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In an ever increasingly global economy, the ability to manage a diverse workforce is a key competitive advantage. However, today’s HR teams are challenged when it comes to figuring out compensation strategies for a diverse workforce. Join Crystal Spraggins, SPHR and Mykkah Herner, MA, CCP as they talk about the intersections between diversity and compensation: Alternative ways of looking at diversity Identifying pay inequities Training managers well beyond compliance Diversity and the salary negotiation process Diversity beyond compensation such as practicing inclusion in hiring, training and development
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Did you know: Your workplace likely has five different generations represented. That’s right: five. Traditionalists, Boomers, Millennials (aka Gen Y) and Generations X and Z are all likely trying to cohabitate in your office, which means five very different age groups with five very different sets of expectations. This is a real challenge for leaders, who are now faced with trying to manage it all. Despite everyone’s best intentions, generational problems occur frequently, including communication disconnects, disagreements on performance expectations and lack of team cooperation or collaboration Learn how to tackle these differences with Katherine (Kit) Prendergast, certified Executive Leadership Development Coach, at October’s Biz Café. In this fast-paced, interactive session called “Bringing Out the Best of a Multigenerational Workforce,” you’ll learn: · How to inspire performance and collaboration among your multi- · Strategies for bridging communication disconnects · Concrete tools to apply immediately to your own unique work setting
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“Every generation imagines itself to be more intelligent than the one that went before it, and wiser than the one that comes after it.” – George Orwell “There is a problem in the workplace, a problem of values, ambitions, views, mind sets, demographics, and generations in conflict. The workplace we inhabit today is awash with the conflicting voices and views of the most age- and value-diverse workforce the world has known” (Zemke, Raines, & Filipczak, 2013, p. 11). At no time in our history have so many and such different generations with such diversity been asked to work together shoulder to shoulder, side-by-side, cubicle-to-cubicle. Though today it is not unusual for all of the 4 major generations to be working side by side. Each generation has different views on work ethic, and loyalty to the organization and its culture. Understanding the culture of an organization is a very important aspect in the continuity of leadership. Generational differences equate to differences in workplace characteristics and values of employees. Through experience and research, a key element in leading an organization is to understand and accept the values and beliefs of different generational gaps that make up today’s workplace. Not only is this key as a leader, but also it is crucial to the success of the organization. This research is intended to examine the four generations in the workplace, and research different management styles to be an effective leader in an ever-changing environment.
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