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Reveille and Hyperbole:
Net-Temps, the leading online job board exclusively for the staffing industry, announced its latest marketing initiative to further expand the Net-Temps job distribution network, increase website traffic and build audience reach. Net-Temps has partnered with Job.com, a leading one-stop career portal, whereby Net-Temps jobs are now cross-posted and searchable by the over 5 million Job.com monthly, unique jobseeker visitors.
icrunchdata reinvents the Job Site by integrating professional networking! Users of icrunchdata can upload their Photo, resume, connect to other TECH and DATA professionals, and get endorsements. This offers employers a unique vantage point and very powerful recruiting tool.
TalentSecure, a leading Software-as-a-Service (SaaS) provider in the Talent Acquisition/Talent Management market, today announced unprecedented results of the company's strong client growth. Capitalizing on its dynamic 2006 momentum, TalentSecure kicked off 2007 with exceptional client growth, which continued through the year to finish with a 450 percent increase in new clients over the previous years performance. Record breaking fourth quarter sales contributed to the company's outstanding performance.
Fieldglass, Inc., the leading services procurement software provider for global enterprises, announced a successful closing of the 2007 fiscal year marked by strong financial growth, an increase of more than 50 percent in awarded business, widespread market acceptance and numerous enhancements to its award-winning InSite® product suite.
Comings and Goings:
CyberShift, a leading global provider of workforce management and expense management software and services, announced the selection of Gene Wronko as director of IT and On Demand (ITOD).
Wronko most recently served as the Managing Director for IT Services for the eCommerce division of Online Resources, a provider of Web-based financial services.
You Should Know:
USA:
Sun Microsystems has expanded its presence in the database market with the acquisition of MySQL AB, the top open database vendor, for a whopping $1-billion, with the help of venture capitalist, Kohlberg, Kravis, Roberts & Co.
That might seem like a lot of money for a 400 person company that has offices in Silicon Valley and Scandinavia, but its software is also the underlying database technology for a host of companies such as Facebook, Google, Nokia, Baidu and China Mobile. (
echannelline.com)
Deep Release:
Generations in the Workplace
For awhile now, people have been talking about generations in the workplace. And while, not all interactions with co-workers are influenced by generational differences, often times they play a role in the outcome of the interaction. Employers that pay attention to this aspect of the business and invest in training around this topic have noted increased team synergy and overall production of results.
A Look at the Generations
For the first time we have four generations working side by side in the workplace – Traditionalists, Baby Boomers, Generation Xers, and Millennials.
(See Chart)
Traditionalists (1922 – 1945)
Traditionalists are the oldest members of the workforce. They have the most work experiences giving them applied knowledge, standards and often times authority. This generation values dedication, duty, loyalty and conformity. They are sometimes perceived as authoritative and unwilling to accept new ideas or change. Empower this generation as mentors for younger generations.
Baby Boomers (1946 – 1964)
Baby Boomers make up the largest population within today's workforce and therefore have a significant impact on workplace culture. A major influencer of this generation, that would forever change workplace culture, was the increasing number of women entering the workforce. The motto of this generation -- ‘Live to Work'. Baby Boomers excel in teams and make decisions by consensus.
Generation Xers (1965 – 1980)
Generation Xers, unlike their parents, have a motto of ‘Work to live.' This generation is self-reliant, unimpressed with authority, and prefer to find their own ways of doing things. Generation Xers like to have clear goals and objectives defined, but then allow them the freedom to determine the most effective way to get the end result. They don't believe that putting in more hours is necessarily the way to get ahead in their career. They feel that things can be done efficiently and completed in their 40 hour work week.
Millennials (1981 – 2000)
The newest of the generations, the Millennials, are often tagged with having a false sense of entitlement or cocky. They are intellectually curious and confident. Millennials have grown-up socially integrated with adults since a young age and have had peer-to-peer relationships with all age levels. Because they've been involved in so many activities since such a young age, they are great at multi-tasking and can efficiently complete multiple projects at once. Provide feedback to this generation on a regular basis – remember ‘no news is bad news.'
Bridging the Gap
Understanding the differences among the generations and what has shaped them is the first step toward building an effective team and organization. When working in multi-generational teams keep in mind:
- All employees must be held accountable for the same standards.
- Be careful not to stereotype.
- Appreciate the strengths of the generations.
- Manage the differences effectively.
- Make an effort to interact with others outside of your generation.
While there are definitely steps that can be taken to improve the workplace atmosphere in regards to generational differences, the fact is respect and understanding of the differences can go a long ways. To learn more about the impact of generational differences in the workplace, contact AgCareers.com.
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