Ming Chuan University
#6楊玉箐 Ging Yang
Time: 65202- Thur 8:15~10:05
Presentation-2004/12/2



TITLE: Baby talk helps bridge generation gaps - classification of employees according to their communication preferences

OUTLINE:

Paragraph 1: Introduction

Paragraph 2: Body-Describe the Radio Babies-top management

Paragraph 3: Body-Describe the TV Babies-majority of work force

Paragraph 4: Body-Describe the Computer Babies-future work force

Paragraph 5: Conclusion




SUMMARY:

According to the Towers Perrin’s Workforce 2002 research, the individual workers have different communication preference which linked to the media they grew up with. They have been classified to three groups. First group is the radio babies who are in top management. Second one is TV babies who are majority of work force. The third one is computer babies who are the future work force. In conclusion, realizing the distinct preferences of age groups in the organization will provide a good way to manage the employees.







Baby talk helps bridge generation gaps - classification of employees according to their communication preferences
Most human resource managers can recite the Workforce 2000 business issues by heart because they are already affecting human resource strategies. As we studied the changing values of workers during Towers Perrin's Workforce 2000 research, we noticed a distinct [n1] difference among workers by age group in their communication preferences - workers have distinct media preferences linked to the media they grew up with. We classified them as Radio Babies, TV Babies and Computer Babies. The statistics provide a profile of each work force segment.The challenge you have is to reach all employees with effective media and methods to help them achieve the organization's goals, as well as their own individuals goals. To do this, you'll need to understand each group's orientation.
Radio Babies
As we look across the work force today, we find older workers, Radio Babies born between 1925-1942, in top management positions. [n2] These workers are the career loyalists who thrive on competition and live to work. They still rely on printed materials and prefer large group meetings with the opportunity to ask questions and will comply with organizational directives.
TV Babies
Our TV Baby Boomers, born between 1943-1960, are the [n3] majority of the work force. The largest segment of U.S. population in history, this group grew up with television and maintains a preference for very visual information as education and entertainment. With a tendency toward small group meetings and a preference for listening for organizational needs they can support, the baby boomers continue to seek personal growth in their work and job satisfaction through meaningful experiences.
Computer Babies
Now, Computer Babies are setting the pace for our future work [n4] force. They've grown up with video games and the interactivity of computers. They like one-on-one activities and prefer to relate to management that way. They like to be involved, preferably with those in control or at the top so the value of their individual contribution can be recognized and rewarded. They are very close to the employee Sculley described above - they are mobile, savvy, skilled and intend to take their skills to the organization that will give them the most challenging opportunities and pay them well. As a communicator, your challenge is to develop methods and use appropriate media to help management make the most of its human resources. Strategies include reward and recognition programs to acknowledge organizational appreciation and support for individual contributions. Orientation programs can be designed to reinforce that value and worth of the employee to the organization. Programs to help employees share their ideas contribute to involving employees in ways that use the talent and innovation business must tap to stay competitive.
Understanding the individual preferences of the diverse age groups in the [n5] organization can help you manage the messages managers have for employees.The challenge is to keep the business messages consistent across all age groups, and package them in ways with which employees are comfortable, to achieve the widest acceptance, support and results.We're in an age of organizational redefinition - business strategies, products and services, worker values, and management approaches have all become significant communication issues and challenges. The role of the organizational communicator is being redefined - you play an essential role in achieving organizational objectives by involving employees through effective communication in using their talents to make a difference and in helping organizations make the most of their human resources


Reference:
1.http://www.findarticles.com/p/articles/mi_m4422/is_n12_v8/ai_11779741
2.http://www.findarticles.com/p/articles/mi_m0PAV/is_2_2/ai_n6121479
3.http://ol.scc.spokane.edu/jstrever/models/essays/classify/chatterton.htm



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