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Generations 2017

Generations series 2017


New research from Universum, INSEAD Emerging Markets Institute, The HEAD Foundation and MIT Leadership Center

Growing up digital, say some, has so influenced younger generations that it somehow gives them a permanently different outlook than their older peers. Gen X calls Gen Y the Peter Pan Generation, saying they cling to childhood even as adults. While millennials characterize their Gen X peers as nihilistic and disdainful. Neither has fully formed their opinions about Gen Z, who are on the cusp of entering the workforce.

The results are a one-of- a-kind study of what global generations think about employers and the workplace – a research series from Universum called Generations.

These insights are based on an annual survey of over 18,000 students and professionals worldwide – from Gen Xers who’ve been in the workplace for two decades, to Gen Z students. The research sheds light on preferred workstyles, Leadership qualities, hopes and fears about future careers, and the technologies with the highest potential for workplace innovation. What’s more, the research points to interesting insights and lessons not just meant for understanding individual generations, but for knowing how to manage a multigenerational workforce.

generations leadership

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generations technology

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generations workplace

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Building Leaders for the Next Decade


How to support the workplace goals of Generation X, Y and Z

Is there a gap between how one generation wants to lead and how another generation wants to be led? How does this gap vary across genders and geographies?

In an effort to uncover how employers can support the career goals of their multigenerational workforces, employer branding thought leader Universum, along with INSEAD Emerging Markets Institute, The HEAD Foundation and MIT Leadership Center have released “Building Leaders for the Next Decade”, the third and final eBook from this year’s Generations series.

In this capstone report, Universum and its collaborators explore what Gen X, Gen Y and Gen Z think about leadership.

What attracts them to leadership roles? What gives them pause? Do these ideas vary by country? And how do women think differently about leadership than men?

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“Even as Gen Y and Gen Z are altering the workplace, they may also be changing the traditional patterns of organizational leadership behavior that Generation X has gotten used to.  As companies strive to build their leadership pipelines, it’s important to understand the gaps between how one generation wants to lead and how another generation wants to be led.”

Vinika D. Rao

Executive Director of INSEAD Emerging Markets Institute.

 

Building Leaders for the Next Decade

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State of (un)readiness


Your Employees Expect Things You’re Likely Unprepared to Deliver

Universum releases new eBook focusing gen X, Y and Z believe the workplace should function and the technologies poised to transform it.

Are the expectations of how technology should shape the future of the workplace similar across generations? How can the workplace be designed to integrate differing expectations for optimal recruitment, retention, development and performance across levels and geographies?

As the nature of work and the workplace evolves, both leaders and employees need to be engaged in bringing about a
transformation that is productive, healthy and inclusive.

New research from Universum, INSEAD Emerging Markets Institute, The HEAD Foundation and MIT Leadership Center sets out to investigate these ideas from a bottom-up survey of students and professionals – not from the employer’s perspective.

What do your employees think about the future of work? What innovations do they expect their employers to adopt? What will the rising student cohorts of Gen Y and Gen Z look for in a future employer? And how do these ideas differ based on country or gender?

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“Employees and their managers now expect more flexibility of time and venue. Constant connectivity leading to real time information and feedback is the norm, as is the management of virtual teams across increasingly globalized organizations. Given the rapid pace of change in workplace technology – from cloud-based collaboration tools and workplace messaging platforms to newer technologies like wearables – it’s clear the nature of work in 10 years will be vastly different from what we experience today.”

Vinika D. Rao

Executive Director of INSEAD Emerging Markets Institute.

 

State of (un)readiness

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Brave New Workplace


A Brave New Workplace with Gen X, Y and Z

As organizations seek to optimize the work environment and policies for multigenerational workforces, it’s important to explore whether generational differences are actually relevant.

In the first of three eBooks focusing on the behaviors and attitudes of Gen X, Gen Y and Gen Z, Brave New Workplace, explores how these three generations are reshaping the nature of work and workplace culture.

New research from Universum, INSEAD Emerging Markets Institute, The HEAD Foundation and MIT Leadership Center questions these generalizations.

Are younger generations truly so different? Or is it possible that as they age and gain experience at work, they begin to behave a lot like their older peers?

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“Today’s workplace is an interesting assortment of multigenerational values, approaches to technology, leadership styles and workplace preferences. Through this global study spanning the three generations, we seek to understand how each group can best be motivated, managed, led and encouraged to lead, for optimal results”

Henrik Bresman

Associate Professor of Organizational Behavior; Academic Director, INSEAD Global Leadership Centre; Senior Advisor, The HEAD Foundation.

 

braveworkplacecover

Brave New Workplace

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