Live support chatLeading the Multi-Generational Workforce
In Leading the Multi-Generational Workforce , you'll learn ...
- The distinguishing traits of each generation
- How to identify their values and general work characteristics
- How to capitalize on their work assets and help them overcome their liabilities
- What their leadership style may be considering generational and working style characteristics
Overview
Preview a portion of this course before purchasing it.
Credit: 8 PDH
Length: 66 pages
Recorded history shows us there has always been concern about generational differences. Excavations of Roman ruins dated hundreds of years B.C. provided translated statements of alarmed city officials talking about their problems with the younger generation and wondering what will become of their society when the "stabilizing influence" of their elders passes away.
Technological advances in medicine, nutrition, exercise, and communication have given us increased life expectancies while social and economic changes mean people may be working longer instead of retiring or coming back into the workforce after retiring.
The workforce is becoming more diverse in terms of generational makeup. Since each generation, the Builders (born 1925-1945), Boomers (1946-1960), Generation X (1961-1980 the first wave of Boomer children), and Generation Y1 (1981-present the second wave of Boomer children), was formed during different social climates, their values and beliefs do not automatically mirror those of their parents.
In addition, we encounter people in the workplace with whom we work very easily regardless of generation while there are others with whom we have difficulty working. This is because of our "working styles" and that has nothing to do with age.
This course will help the student identify the reasons why the generations and individual working styles are different, give you insight into seeing the workplace from a new perspective, and provide guidelines on what a leader can do to help members of each become as productive as possible within the multigenerational mix of today’s workforce.
Specific Knowledge or Skill Obtained
This course teaches the following specific knowledge and skills:
- The distinguishing traits of each generation
- How to identify their values and general work characteristics
- How to capitalize on their work assets and help them overcome their liabilities
- What their leadership style may be considering generational and working style characteristics
- What differences there may be between knowledge, experience, and competency
- How each generation is perceived by their coworkers
- How to view the employer's benefits and programs from their perspective as an aid in recruiting and retention
- Five differences between generations about issues involving: career, speed, loyalty, balance, and heroes
- How to view their daily work from a leader's perspective
Certificate of Completion
You will be able to immediately print a certificate of completion after passing a multiple-choice quiz consisting of 45 questions. PDH credits are not awarded until the course is completed and quiz is passed.
| This course is applicable to professional engineers in: | ||
| Alabama (P.E.) | Alaska (P.E.) | Arkansas (P.E.) |
| Delaware (P.E.) | Georgia (P.E.) | Idaho (P.E.) |
| Indiana (P.E.) | Iowa (P.E.) | Kansas (P.E.) |
| Kentucky (P.E.) | Louisiana (P.E.) | Maine (P.E.) |
| Minnesota (P.E.) | Mississippi (P.E.) | Missouri (P.E.) |
| Montana (P.E.) | Nevada (P.E.) | New Hampshire (P.E.) |
| New Mexico (P.E.) | North Dakota (P.E.) | Ohio (P.E. Self-Paced) |
| Oklahoma (P.E.) | Oregon (P.E.) | Pennsylvania (P.E.) |
| South Carolina (P.E.) | South Dakota (P.E.) | Tennessee (P.E.) |
| Texas (P.E.) | Utah (P.E.) | Vermont (P.E.) |
| Virginia (P.E.) | West Virginia (P.E.) | Wisconsin (P.E.) |
| Wyoming (P.E.) | ||
Preview a portion of this course before purchasing it.
Credit: 8 PDH
Length: 66 pages
