1. According to a recent international study of 4,000 employees, approximately what % of Baby Boomer employees (ages 56-60) believe “working harder and taking responsibility will get recognized and rewarded by the organization”?
a. 10 – 20% [ ]
b. 21 – 30% [ ]
c. 31 – 40% [ ]
d. 41 – 50% [ ]
2. According to a recent international study of 4,000 employees, approximately what % of Gen Y employees (ages 18-25) believe “working harder and taking responsibility will get recognized and rewarded by the organization”?
a. 10 – 20% [ ]
b. 21 – 30% [ ]
c. 31 – 40% [ ]
d. 41 – 50% [ ]
3. In the 1980s, the Columbian and Korean airlines were reporting a statistically aberrant (high) number of fatal air crashes, way beyond industry standard. Typically, there were two people in the cockpit, the senior pilot and the co-pilot, a junior officer. Question: Who was flying the airplane at the time of the crash?
a) Pilot? [ ]
b) Co-Pilot [ ]
Why was this significant to the forensic investigation?
4. To which Generational Category do you belong (versus your fantasy choice)?
a. Traditionals/Matures: born before 1945 [ ]
b. Baby Boomers: born 1945 – 1964 [ ]
c. Generation X: born 1965 – 1980 [ ]
d. Gen Y or Millennials: born after 1980 [ ]
Questions 5, 6, 7, 8, 9 and 10 are based on a graded answer scale:
5 = Always or Almost Always
4 = Frequently
3 = Occasionally
2 = Infrequently
1 = Never or Almost Never
Place your number choice in the boxes below.
Questions 5 – 10 relate to your actions with Gen X and, especially, Gen Y/Millennial employees
5. How often do you give feedback to a younger employee regarding how her specific behavioral performance makes a difference to her job effectiveness, to her team or to the org. mission? [ ]
6. How often do you not give some performance-related feedback to a younger employee when there is a possibility of doing so? [ ]
7. How often do you encourage or provide opportunity for a younger employee to be innovative? [ ]
8. How often do you encourage or provide opportunity for a younger employee to be a consultant? [ ]
9. How often do you provide rewards or formal recognition for interim progress, not just when an assignment is completed? [ ]
10. How often do you think about or need to remind these employees that workplace norms may take precedence over their individual needs or desires?
Mark Gorkin, MSW, LICSW, "The Stress Doc" ™, a Licensed Clinical Social Worker, is an acclaimed keynote and kickoff speaker as well as "Motivational Humorist & Team Communication Catalyst" known for his interactive, inspiring and FUN programs for both government agencies and major corporations. In addition, the "Doc" is a team building and organizational development consultant. He is providing "Stress and Communication, as well as Managing Change, Leadership and Team Building" programs for the 1st Cavalry Division and 13th Expeditionary Support Command, Ft. Hood, Texas and for Army Community Services and Family Advocacy Programs at Ft. Meade, MD and Ft. Belvoir, VA as well as Andrews Air Force Base/Behavioral Medicine Services. Mark has also rotated as a Military & Family Life Consultant (MFLC) at Ft. Campbell, KY. A former Stress and Violence Prevention Consultant for the US Postal Service, The Stress Doc is the author of Practice Safe Stress and of The Four Faces of Anger. See his award-winning, USA Today Online "HotSite" -- www.stressdoc.com -- called a "workplace resource" by National Public Radio (NPR). For more info on the Doc's "Practice Safe Stress" programs or to receive his free e-newsletter, email stressdoc@aol.com or call 301-875-2567.
