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Mind the Gap – Making the most of a multi-generational workforce
With the extension of the State Retirement Age there is an increased likelihood that at one time or another we may find ourselves working within a multi-generational workforce where the age differentials are more marked. This workshop looks at the facts and myths associated with the Babyboomers, Generations X, Y and Z through the lens of different career development models including Erikson (1980), Super (1957) and Levinson et al., (1978) and explores whether we really are that different. Along the way through a series of facilitator led and group exercises, delegates will get an opportunity to consider the implications for an organisation’s talent management strategy from recruitment through to exit interview.
09:30 Registration/tea and coffee
10:00 Workshop starts
16:30 Workshop ends
The event will be underpinned by social identity theory (Tajfel and Turner, 1979) as a means of exploring how
The conceptual labels for the different generational groups may impact on the value we put on ourselves and each other depending on the group we inhabit. The event also looks at various career development models such as Erikson (1980),Super (1957) and Levinson et al (1978). In addition the event will also explore research carried out in the last five years. In 2011 The Journal of Organizational Behaviour focused on the question of age diversity and as McKechnie and Swanberg (2011) suggest there is a growing interest in generational differences, particularly with regards to work-related attitudes and values, including OC and engagement. Values and ensuring the appropriate person-organisational values Fit is a recurring theme (Cennamo and Gardner, 2008) and should help the delegates understand that the conceptual labels such as BabyBoomer, Generation X, Y etc might be more of a hindrance than a help.
The workshop takes a broad look at the implications for talent management created by having a multi-generational Workforce so assumes no prior knowledge. It is suitable for psychologists, postgraduate students and HR professionals.
Learning outcomes and objectives
- To have a clear understanding of the definitions for Baby Boomers, Generations X, Y and Z
- Gain an awareness of the research that either supports or refutes these concepts.
- Critically examine models of career life cycles from the perspective of an extended retirement age
- Understand the importance of person-organisation values fit in understanding and managing a
- multi-generational workforce
- Gain an insight into how a framework for a talent management strategy could be developed
- that builds on the strengths of a multi-generational workforce
Facilitator: Jennifer Webster CPsychol
Jennifer is a Chartered Psychologist with extensive experience in vocational rehabilitation providing workplace advice and guidance to organisations and their employees. Jennifer has also developed and run several workshops that focus on supporting people with mental health issues, specific learning difficulties and other acquired health conditions in the workplace. Jennifer is currently working in an applied setting providing bespoke, practical solutions for organisations with the UK and Europe. She has carried out research into burnout, wellbeing, gender neutral policies and knowledge management.
Co facilitator: Dr. Roxane Gervais CPsychol CSci
As a Chartered Occupational Psychologist, Roxane has extensive experience in finding solutions to work-related issues. This experience is inclusive of working in diverse teams and in international environments. Roxane is trained to administer and provide feedback on psychometric tests, and uses these in assessing work-related issues. She has completed research on diversity issues, especially with respect to women at work, and has presented research in this area as well as on stress and well-being at work. Roxane has provided training on work-related stress and well-being as well as conducting stress audits within organisations. She has developed training modules, organised and facilitated workshops and focus groups and has conducted interviews in assessing concerns within organisations. While working in the health care industry she was a major contributor in an extensive organisational change program, and assisted the organisation in formulating policies to move from a centralised to a decentralised system.
- Non-Society Member: £240 (£200 + VAT)
- Society Member: £156 (£130 + VAT)
- DOP Member: £114 (£95 + VAT)
- Concession: £72 (£60 + VAT)
From 14 January 2013
- Non-Society Member: £252 (£210 + VAT)
- Society Member: £168 (£140 + VAT)
- DOP Member: £117 (£97.50 + VAT)
- Concession: £74 (£61.67 + VAT)
Persons eligible for concessionary rates are student members of the Society, graduate members registered under Rule 15.ii (studying in the UK and not subject to income tax), Rule 21 (retired) members, and members who are unemployed. For evidence of unemployment, we will require a copy of your job seekers allowance book.
How to book:
To pay by cheque or request an invoice complete and return the registration form.
Please note that we are only able to accept invoice requests at least 6 weeks before the event date.
BPS London Office
Tel: +44 (0)116 252 9925
Fax: +44 (0)116 227 1314