Diversity

Generations in the Workplace:

Conflict or Collaboration?

Managers are discovering that the different generations often are frustrated with one another and the following opinions are often stated:

"They're nothing but a bunch of slackers..."
"I want a life outside of work..."
"They seem to expect to go right to the top with sign-on bonuses, but don't want to pay their dues..."
"I never want to feel irrelevant due to my age..."

There are now four different generations in the workplace. Now that they are mixed, can they be managed? Why should employers care if the generations “work and play well together?” Here are the realities:

• The costs associated with employee turnover are enormous, estimated to be up to 150% of the employee's salary.
• The knowledge and talent that will be lost due to the retirement without appropriate transition among generations could be financially devastating to companies.
Using the text, Managing the Clash of Boomers, Gen Xers, and Gen Yers in the Workplace, Zemke, et al, and in a lively, interactive process, session participants will engage in a high energy dialogue to determine why there is conflict among the different generations and why each generation's contributions and experiences are necessary for an organization to succeed.

Participants will receive training to:

Identify what motivates employees in each generation
Recognize why each generation has value in the organization
Determine what actions should be taken to respect the contributions of others.

Course Requirements:

Length of Course: 4.5 hours.
Number of Participants: The larger the group, the richer the discussion.
Materials:

Master handout is furnished to the client. One copy should be photocopied for each participant.
Equipment: LCD Projector, 4 flipchart stands and pads
Text: Generations at Work: Managing the Clash of Boomers, Gen Xers, and Gen Yers in the Workplace, Zemke, et al (one copy purchased per participant—available from Amazon.com

Preventing Harassment:

Promoting Trust In The Work Place

The EEOC requires organizations do three things to avoid harassment: Have a policy, train, and enforce the policy. This course enables the organization to take the required steps and promoted the development of wholesome relationships at work WITHOUT promoting fear or polarizing the sexes/races. In this course, managers will learn their responsibilities to ensure that all team members know that harassment will not be tolerated and the consequences to the organization if harassment issues are not dealt with quickly. Employees are reminded that EVERYONE is responsible for promoting a harassment-free atmosphere at work.

This training may be tailored to include the organization’s issues.

Participants will receive training to:

Define the organization's policy on harassment.
Determine what behavior can be construed as harassment.
Review the current legal guidelines.
Determine the managers' responsibility to protect the employees, the organization, and themselves from harassment charges.
Recognize responsibilities to communicate and promote a harassment-free atmosphere.
Determine what steps to take to deal with harassment.
Determine personal responsibility for awareness, accountability, and action

Course Requirements:

Length of Course: 4.0 hours (depending on how much class discussion is generated from the participant, the module may be longer) Length of course includes time with management to address their responsibilities in this area.
Number of Participants: Large groups are not a problem.
Materials:
- - Master handout is furnished to the client. One copy should be photocopied for each participant.
  - Client should attach the organization's policy to the handout and provide a master role for each participant to sign. If client does not have a policy, Lovoy's Team Works, Inc. will be happy to provide a sample policy that the organization and its legal counsel may tailor to meet the organization's needs.

Diversity Is Value-Able

In the current economic conditions, no organization can afford to ignore issues that may be keeping it from reaching full productivity and maintaining relevance in the changing global economy. This module is based on the principles of Awareness, Accountability, and Action.

Individuals are challenged to examine preconceived ideas of others to determine the value of those ideas. The group examines stereotyping or "victim mentality" as ways to avoid taking responsibility for their actions. They commit to positive action plans that will empower them to stop actions that have a negative impact on their ability to relate to each other and their customers.

This training can be tailored to include the organization’s issues.

Participants will receive training to:

Determine how Awareness, Accountability and Action contribute to personal responsibility
Identify the impact of stereotyping or engaging in the "victim mentality"
Develop action plans to stop discriminatory behaviors and contribute to a healthy environment that will keep the organization productive and profitable.

Course Requirements:

Length of Course: 4.0 hours (depending on what issues are included by the client and how much class discussion is generated from the participant, the module may be longer)
Number of Participants: The larger the group, the richer the discussion
Equipment: LCD Projector
Materials:
- - Master handout is furnished to the client. One copy should be photocopied for each participant.
  - If applicable, client should attach the organization's policy to the handout and provide a master role for each participant to sign. If client does not have a policy, Lovoy's Team Works, Inc. will be happy to provide a sample policy that the organization and its legal counsel may tailor to meet the organization's needs.