The Importance of Values Diving a bit deeper on that, all of the above is driven by our values. Values and beliefs are learnt in a national culture, and they may be unconscious. You may not be aware of your own values and beliefs until you are confronted with someone different than you, e.
PDF This is the third in a series of four blogs that provide insight into the multi-generational workforce. You know your company, the creative services industry and how to manage the right-brained employee. With three diverse generations now in the workplace, obstacles involving respect, communication and work styles are cropping up faster than some leaders can handle them.
If you want to be an effective leader you must encourage others to learn from the diversity of each generation. This means that with each generation there is a possibility that conflict may erupt.
Each generation is different and should be defined differently by their values and their perception of work. To recap, Baby Boomers were born between and Generation-X was born between and Millennials were born between and Conflicts between generations usually involve differences in core values and life experiences.
This can be mitigated somewhat by understanding the values and experiences unique to each generation. Employ the Talents and Strengths of Each Generation: This is an important aspect of resolving negative conflict at the organizational level.
Each generation has great strengths and talents that define them. As a leader you must recognize and emphasize with each generation and acknowledge the contributions they bring to the workforce.
Once you show each generation that there is value in their contributions the easier it will be for the different generations to accept each other. This learning leads to better understanding across the generations.
Leaders must employ different management styles to complement each generation and be on the lookout for negative conflict. Biases also tend to be a factor here.
A flexible management style demonstrates to each generation that you are aware, objective and willing to adapt to each unique situation and to the different people involved. Instead of dealing with each generation, it becomes more about dealing with the problem and less about the people.
Acknowledge What You Cannot Change: You have to admit to yourself that you cannot change everybody and you need to be aware of what motivates each generation. You have to find the motivational factor that will bring about a sense of cohesion within the team.
Focus on Merits and Strengths of Each Generation: While each generation has its merits and strengths, their weaknesses and stereotypes can cause contention and disrespect.
Younger workers may not appreciate or understand the intense work lives of Baby Boomers; Gen Xers might chafe under the hierarchical direction of their elder generations. Each generation also has a different view of and approach to communication.
A high percentage of workplace conflicts arise from differences in generational values. They also need to be guided to make accommodations and accept alternative ways of doing things.
When they see your flexible, multi-generational style of management, their perceptions of your generation should change in a positive way. Accommodating different work styles is also important because differences between working generations are revealed in the workplace.
Today workers can work anywhere. While it might not make sense for a creative services team member to telecommute every day, some aspects of the job might be just as easily done at home.
There are issues you may come across in managing a younger generation. Getting to the heart of the differences can help identify why one worker reacts to another in a certain way, and moving beyond accepted stereotypes is the first step in eliminating harmful biases.
Whether a large, full-day training session is best, or if several podcasts or downloaded sessions can be viewed individually as part of orientation, fitting generational diversity training into your work schedule can be done.
Employ Some New Communication Methods Respecting employees for who they are includes respecting communication methods. With younger employees, keep communication short and sweet.
Skip the context and keep it to the facts. The normalizing of immediate information sharing is evidenced by the communication among young workers. Text messaging, Twitter, instant messaging, and other types of social networking of instant communication are growing in popularity, and it could be time for you to jump on board.
Using online and social media has the potential to erase age bias and stereotypes — in both directions! Unleash Knowledge Transfer As older employees phase out, knowledge and information loss are looming concerns.If cultural values affect the development of financial reporting rules, and countries differ with respect to cultural values, then financial reporting rules will differ across countries.
If financial reporting rules are strongly influenced by culture and cultural values do not change significantly over time, culture acts as an impediment to. One influential theoretical framework to aid our understanding of cultural differences in thinking styles is Nisbett’s () geography of thought theory, which explains how people in different cultures perceive the world differently, where such differences come from, and how thinking styles are related to cultural values.
Cultural aspects of everyday life are often difficult for people of dominant cultures to discern because their practices, traditions, values, and understandings are taken for granted as the norm.
For them, there’s no apparent need to examine cultural difference, and thus, no inclination to do so. How to Spread More Love and Less Fear in the World - The Dream Catcher says: June 30, at am [ ] in random acts of kindness is one of the best ways to spread love all around you.
Values differ across cultures. How: Experience Hofstede’s Framework for assessing culture – five value dimensions: Power distance Individualism vs. Collectivism Masculinity vs. Femininity Uncertainty Avoidance Long-term vs. Short-term Orientation%(21).
Cultural values do not allow one to predict the behaviour and responses of individuals with certainty, yet a working knowledge of how members of a cultural group, in general, think and behave provides a useful starting point for navigating intercultural interactions.