GENERATION MASH-UP

The new generation of workers and older generation, serving from a much respected position, are what have been driving organizations. The older generation’s experience and younger generation’s vehemence, when combined together can act as an unstoppable force. But in reality, the mindset of the two work groups act like the same pole of two magnets.

Stir up an ample amount of technological familiarity with a pinch of book wisdom then squeeze out some experience from the older generation. Then you’re provided with a batch of zestful neo-gen looking forward to prancing through every obstacle laid on their path. With brief knowledge, compared to that of their predecessors, but a comprehensive mental drive, expect the work to be executed with an innovative approach. Though the practicality and practice is yet to reach maturity, the force and enthusiasm combined with the technological possibilities ensures an effective result surprising the older generation. This is the beauty of the newer generation, the army that is to lead organizations around the world in a few years’ time. 

Nevertheless, the neo-generation with a rebellious attitude against the system is considered to have their names in the bad books of the managers. With their names already logged onto the darker side of the decision makers, a rift is very obvious. Power struggle, sturdy stance  and issues related to dominant behavior over the other group could affect the work environment if no precaution is taken.   The ‘know all’ behaviors both groups flaunt do not necessary gel well with their counterparts. But if a bridge is created to divert the problems aside in workplace then the combo of the two groups could excel over par.

The bottom line is employees of all generations want their work to be visible in every aspect possible. But allocating every individual with specific work execution plan will help achieve organizational goals and enable them to work as a compact team. Ensuring the team, consisting of all age groups, is well balanced from functionality perspective and personal view also serves well for structural work implementation. 

Also pairing up younger workers with older workers can have a positive impact. The learning process implies on both ends. Younger workers can understand the structural values, face to face interactions and work practicality from their seniors. Similarly, work efficiency in lesser duration and technological lessons can be learned by the senior workers from their younger counterparts.  Yes, exposing different generations and forcing to influence the other on a regular basis can create tension. But this is where understanding, leadership qualities and teamwork come in action.

Shashindra Bhandari (40)

Pooja International Nepal Pvt. Ltd.

Acting General Manager

Since 1st January, 2010

Professional career

Engineer and Business Developer

Academic qualifications

MSE (Automobile Engineering) and BS (Information Technologies)

How has your experience been in regards to working with different generations? What are the high and low points?

My experience working with different generation has been knowledgeable overall. Working with different generations has given me different feelings. The older generations are incredibly experienced and systematic. They further tend to understand the working environment easily. Whereas, the younger generations are very forward. Their minds are as soft as clay which can be molded to any shape and they possess positive energy yet, they’re still inexperienced.

How difficult is it to adjust work environment while working with a generation with a parallel mindset?

It is not difficult to adjust while working with a generation with parallel mindset; it is even easier to work with new generation and old generation combined. We can merge both ideas to get the best possible result for the benefit of the organization.

What could be the perks of obtaining degrees from a reputed institution? How much do the university guidelines, formulae and theoretical business strategies come in practice in real work life?

Obtaining a degree from a reputed institution is definitely a positive point  in regards to taking first steps onto the professional career. Guidance, strategies and logical thinking that you learn from such institutions definitely play a vital role.

What could be the expectations of the senior managers from the newbie?

Senior managers’ expectations are always on the higher side from their newbie. It is because of their academic experience and their updated theoretical knowledge. Plus, fresh positive energy are signs of strong foundation of any organization.

The work environment, the deadlines and peer pressure can be stressful. How do you maintain your cool inside and outside the organization in such situations?

Yes, it can be very stressful sometimes; I prefer taking a break from work to refresh myself. I travel or go on a drive with my loved ones.

We have had organizations being run according to the values of the older generations. Their practices were relevant in their time but now the time for change is more in demand. What are your generation’s goals and values?

We should respect the previous generation’s contribution; utilize their best practices from archive for reference. My generation’s goal will be to merge both generation’s knowledge and ideas to move organization further. This would be done with new synergies plan through the systematic correction towards to provide benefit for both company and participated individually.

What changes do you think are required to attain a height you’ve achieved?

I believe it requires a strong positive dedication, tremendous team responsibility with risk taking ability and complete confidentiality to accept new changes to conquer this height.

 

CONTRIBUTED BY

PRANAB KUMAR SARKAR.

ORGANISATION

JAGDAMBA CEMENT

DESIGNATION

BUSINESS HEAD ( working for previous two years )

EDUCATION

B.COM , MBA ( MARKETING )

PROFESSIONAL CAREER

Nearly 30 years of professional experience in Sales and Marketing. Mainly worked in automobiles and engineering field in India at senior levels. In Nepal, worked in Morang Auto for four years as Business Head and then joined the cement industry two years back.

The nature of the workplace change is a speedy process in ev- ery organization. When I started my career about 30 years back, computers were regarded as the technology of the future. The period perceived simple calcu- lators and adding machines as the ultimate technological boon. Records were kept in black and white with huge ledger books and cash / journal books. Ca- reer growth was subjected to job knowledge, aptitude and experience and lot of patience. Employees more or less were joining good organizations with a vision of long term association. General morale was ‘rolling stone gathers no moss.’

Ten years prior to the new mil- lennium, old technology was be- ing disposed and replaced by new. Computers took over and spread in all areas of life. The business world changed completely. Gen X managers slowly started feel- ing the heat from Gen-Y in the scene. This new generation was equipped with technology and had a lot more up their sleeves, giving them the upper hand in many aspects.

The know-all attitude; the new generation supposedly started creating creaks in work environment. The gradual rift that took place due to con- stant misunderstanding be- tween the managers of Gen X and the blooming Gen Y put a question mark in the efficient functioning of work. The virtue of patience, Gen X lacked and the strong stand they took up weaved tangles which proved to be hard for managers to handle. Though Gen X possessed tech- nical skills, they chose to stay apathetic to the experience their predecessors collected prior to their engagement in any way whatsoever. The aftermath of the battle for supremacy however came up with a bal- anced design to carry out the day-to-day activity.

In today’s business environ- ment retaining workforce is very

important and CEOs of many large organizations worldwide spend 50% of their time in HR related issues and balance the re- maining 50% to address other issues of the com- pany. This year, Indian auto giant, Tata Motors hired professional management consultant form Accenture
to particularly work to get their workforce involved and moti- vated to generate best outputs. Such path would not neces- sarily mean quantum jump in remuneration but many other areas which TML management would like to know about their employees.

At a time of such paradigm shift in the workplace, I also worked as senior manager and hired such Gen-Y workers my- self. But I decided to take the bulls by the horn. I provided such new employee with a short term career roadmap and specifically told them what were expected of them and what career ladder lies post ac- complishing specific goal. After outlining these expectations, I simply stepped back and al- lowed the employees to work with a sense of freedom and ownership. In doing so, I had been able to retain Gen-Y em- ployees at least for some time.

To the current managers in various organizations my suggestions would be that there are more responsibilities and very less time in today’s workplace. If goals are not set and carrot is not shown, Gen-Y employees will feel stuck and will try to move to some other organization.

At the same time my advice to Gen-Y would be- promote your- self. Younger people need to look beyond their job description and know that they are always expected to do more than what they are hired to do. Once their managers get the feeling that Gen-Y guy is taking ownership, rewards are bound to come.

Kashyap Shakya (35)

Co-founder at Allied Food Industry

Brand Manager at Nepal Life Insurance sice 2013

How has your experience been in regards to working with different generations? What are the high and low points?

Honestly speaking it’s absolutely how you take it. Yes you may face problems with the rudimentary and traditional practices being forced upon you by the older generation but there’s a lot of learning too. And even if you know you’re right in many aspects, it’s about how you put it and convince the older generation. But no MBA degree can compensate for the learning through experience that the older generation have. I personally look up to my grandfather and use him as an inspiration every now and then. Though there are a lot of disagreements when we come to running the company (Allied Food) presently.

Now after about 10 years of full time work experience in various organizations it’s not only the problems being faced while working with the older generation. The time has come where you’re entering the older generation yourself and have to deal with challenges being brought forth by the new generation. Being in the middle management is the most difficult part as you have to deal with both the generations and organizational strata.

How much does head start count to fresher’s, what would be the best option to enter a reputed and equally competitive organization.

Head start has its advantages for sure. The earlier you start, the more you learn is an obvious fact. And I’d recommend this for zealous entrepreneurs though a little bit of experience always adds up to it. But it’s always better to start early. You get a lot of time and energy to experiment and take risks. If you succeed, very well and good but if you fail, you still have time and the energy to experiment further. And all it takes is a one good venture to succeed in life. The many failures become irrelevant then.

How do you value risks from an individual perspective? Has the risks taken for personal / company benefits backfired? How did you managed to recover from it?

I value risks among the most important things in life. With a risk there are only two choices, either you take it or leave it. And there could be drastic consequences. But with time and experience I’ve understood the importance of “Calculated Risk”. I guess that’s where the role of education comes in and plays an important part. It helps you to understand what is good and what is not. But again the best part about risk is that even if you fail, there is always a big learning you get. So I consider it to be a win-win situation always.

But at times, there have been suggestions that didn’t work, at classes some experimental teaching techniques have failed and in my business some new product introductions have failed leading to losses. Recovering is always difficult and it’s most important to not make the same mistakes again. But keep experimenting is what I suggest. As I mentioned before, it just takes one successful venture or one successful product to cancel out all other failures.

The work environment, the deadlines and peer pressure can be stressful. How do you maintain your cool inside and outside the organization in such situations?

I faced a lot of stress, especially when I was a full time employee elsewhere. Definitely the working environment, deadlines, career growth always put a high level of stress on you. But now with the passage of time and a lot of learning to handle difficult situations, I’m much less stressed and the major reason is the fact that I’m doing what I like doing.

My family is another major stress buster, specially my son Arahanta at the moment. I’m always eager to go back home and play with him.

My classes have been a major stress buster as well. Interacting with new minds with new ideas always makes my day. A class a day keeps the doctor away.

We have had organizations being run according to the values of the older generations. Their practices were relevant in their time but now the time for change is more in demand. What are your generation’s goals and values?

Like I mentioned before the learning from the older generation will always be relevant. Their experience can never surpass any university degree. But there has to be a transition and a mixture of old learnings and new ideas.

What I’ve realized is that the older generation was enterprising and the new ones are too with great ideas in their minds. But the present situation poses a threat of survival and hence a lot of great minds end up compromising with their dreams and get into the rat race. Hence the goals are defined, not by what you want to do but what you have to do to exist. I’ve always remembered a quote which says “beware of the rat race. You may win but you will still remain a rat.”

 

Gaurab Hamal

Currently employed at

Teletalk Pvt. Ltd

Designation

Marketing Head

Part of the organization for: 1 year

Professional career

Marketing

Age: 38 years

Academic Qualification: MBA in Marketing

How has your experience been in regards to working with different generations? What are the high and low points?

Every Generation has their own distinct characteristics, values, and attitudes toward work-based on each generation’s life experience. I have working experience with different generations. Newer generations are more competitive, higher priority for work over personal life, whereas middle generation - my generation - is more likely to be skeptical and independent-minded than prior generations. They naturally question authority figures and are responsible for creating the work/life balance concept. Older generation—also known as Millennial—are all about teamwork, feedback and technology. I always try to take & balance the entire positive takes of these generations.

How difficult is it adjust work environment while working with a generation with a parallel mindset?

Working with parallel mindset is not really difficult. In fact, it is easier to work with generation with a parallel mindset. I think it creates a healthy working environment.

How do you value risks from an individual perspective? How much of a risk- taker are you?

We take many risks, small ones as well as big ones for benefits of the company on a regular basis. It’s part of the job. No risk no gain. After all, we all practice business.

The work environment, the deadlines and peer pressure can be stressful. How do you maintain your cool inside and outside the organization in such situations?

Yes, this is the part where we always struggle. But in my experience, during a stressful situation, one should not panic and consistently work & perform coolly. Also, I believe that, “Slow & steady win the race”.

What changes do you think are required to attain a height you’ve achieved?

To attain the kind of height I have achieved, I think skills & hard work are highly required.

In what ways do the visions of older generation differ from the newer generation?

The older generation always tries to achieve goal & success with very hard work and process of attaining the goal is defined by what they have achieved, whereas the new generation are very fast, they are much diversified and strive for success in every sector. Basically, they want to reach a defined height very fast. It’s like they have so much good to do and so little time.

Saurav Joshi

Managing Director

Furniture Land

Since 2012

Academic degrees:

Bachelor in Business Administration

How has your experience been in regards to working with different generations? What are the high and low points?

My experience in regards to working with different generations has been quite extraordinary. The younger generation is very active. They work hard and they work fast. And they want the results fast too. In some field this trait might come a bit handy, but in our field, especially considering our Nepali market, I find that the working style of the previous generation seem more beneficial for us. And yet, I do hire younger staffs as they have more new and fresher ideas brewing in their mind which works quite well when merged with the ones of the older generation. 

How much do you take, degrees from reputed institution, into consideration while hiring new staffs? How much do the university guidelines, formulae and theoretical business strategies come into practice in real work life?

Not everything you learn in universities are applicable in real life. On the other hand, experience and social skills come quite handy in our line of work. While hiring new employees the things I take into consideration are how they dress, how they speak and their potentiality. Of course education is important, but in my opinion, experience is more important.

How important is the motivating factor to any employee, especially newer ones? How does your company motivate its employees?

Motivational factor is very important to any employees and not just new ones. I think the first and foremost thing that helps motivating an employee is salary. A decent salary would make anyone one to work better and actually earn it. Other than that, listening to them and their ideas, including their ideas, making them feel heard, encouraging them to work without slave driving them plays quite an important role in motivating the employees.

How do you value risks from an individual perspective? Has the risks taken for personal / company benefits backfired? How did you managed to recover from it?

In Nepal, Furnitures were generally imported from China. But after I joined the company I started to expand our horizons by importing furniture from different countries like India, America, etc. There was this American company, Ashley, which I tried introducing in the Nepali market. They exported American designed Bedroom/Living room/Kitchen furniture. The dining tables and sofas were easily accepted and sold in the Nepali marked, but things backfired when it came to the beds. People were quite uninterested in the American designed box-spring bed. Thus, my attempt to introducing American styled bed in Nepali market did not go quite as planned.

What are your goals? How do you plan on achieving them?

I was trusted with this established brand name by my father and his partners and I am forever thankful for that. My further plans regarding this company are to make it the best furniture store, to provide after sales services and to open various outlets of the company even outside the valley. Also, I very much want to remove the concept of Chinese stuff being bad and unreliable, from the Nepali market.

 

Raju Paudel (35)

IME Limited

Relationship Manager since 2006

Professional career

Teacher

Education degrees

Master’s Degree in English Education

How has your experience been in regards to working with different generations? What are the high and low points?

Of course, work nature & understanding of the problems varies from generation to generation. New generations are much more energetic, whereas the thing with the older generation is that they have more experience.

How difficult is it to adjust work environment while working with a generation with a parallel mindset?

Parallel mindsets usually create problems, especially during the exchange of ideas among the team members.

How much does head start count to fresher’s what would be the best option to enter a reputed and equally competitive organization?

Reputed organizations, as they denote it, already have a higher proficiency level as well as their own established norms & values. I think at least their level of competency should adjust with level of proficiency of the company. So, I recommend them to have proper training as well as the intern experience along with the certificates.

How do you value risks from an individual perspective? Has the risks taken for personal / company benefits backfired? How did you managed to recover from it?

Every private organization have controlled risk management system. Comparatively, ours is higher than other institutions. But we have the proof that without risk there is no gain. If the risk has its organizational benefits we take it, but the sole risk doesn’t go to personal bases.

Similar risks must have helped in benefitting the organization and your personal work life too. Can you name a few incidents as such which has led to certain gain?

Yes, I have a history of experience dealing with risks, especially in the international market. When I was appointed at IME, I was deployed as an overseas staff. It was my duty to brief the migrant workers of our product and services. We used to visit their residences frequently, especially at times when they requested for our help for financial transactions.

It was against the company’s policy but we worked from personal grounds to make matters easy for our customers. But as we expanded, we had to stop.

We have had organizations being run according to the values of the older generations. Their practices were relevant in their time but now the time for change is more in demand. What are your generation’s goals and values?

Values are changeable & should change time and again. We have to respect the previous values in the meantime, we have lots of options to standardize / upgrade the traditional into new one. Trustworthy service is our generation’s goal.

Maheshwor Ghimire (40)

NB  Bank

Branch Manager

(Jorpati Branch)

since 2001

Professional career:

Started as marketing executive in Kantipur Publication in 1998

Academic Qualifications: MBA, Finance

How difficult is it to adjust in a work environment while working with a generation with a parallel mindset?

Yes, difficulties are there, but making a bridge between two parallel mindsets is the way to overcome this situation. Additional efforts like responsibility change from one department to another may be applied depending upon the situation.

How much does head start count to fresher’s, what would be the best option to enter a reputed and equally competitive organization?

Actually, from a boss’s point of view, it is quite beneficial to provide time to a fresher if he or she is capable enough to understand the situation as the boss understands it. Giving extra time, training and responsibility are always beneficial to boss in the long term, but initially close watch is necessary. The experience does count everywhere, but time to collect experiences is an important part of investment in career.

What could be the perks of obtaining degrees from a reputed institution? How much do the university guidelines, formulae and theoretical business strategies come in practice in real work life?

 The recognition of the degree from reputed institution is obviously different from others because the expectation from that individual is a bit higher than from the others, but if outputs are not seen accordingly than it causes disappointment. The knowledge of every aspect comes handy in real work life, but one needs to be able to apply that knowledge in real work life.

The work environment, the deadlines and peer pressure can be stressful. How do you maintain your cool inside and outside the organization in such situations?

Pressure to the individual from the work environment and deadline are bound to arise as these days in modern organizations with minimum number of staffs having to deliver maximum output along with understanding the situation and developing a proper mechanism. It’s hard to maintain the cool, we just have to tackle it.

In what ways do the visions of your age group differ from other age group – both of the older generation and the newer generation? 

Our age group can be referred to as the middle generation, the age group between older and newer generation. I have considered this as an advantage because all it takes is a small effort on my part to understand both generations which also helps me much during decision making.

What are your goals? How do you plan on achieving them?

My goal is to benefit the organization highly in terms of profit by conducting healthy business. But then again, healthy business is a complex word and I am making it simple using my managerial skill and experiences which are backed by the spiritual aspect of life too.

What changes do you think are required to attain a height you’ve achieved?

One of the major changes required to attain the height I’ve achieved is transparency in our duty. In my opinion duty is not just a job. I hold duty in higher level than that. Job itself comes under a duty, but for duty there are rare limitations.

 

Ramesh MK Poudel

SIM TV

Managing Director

In The Organization Since a year

How difficult is it to adjust work environment while working with a generation with a parallel mindset?

To work with different generations with parallel mindset is difficult but frequent interactions simplifies work environment. Understanding minds via healthy discussion forums help.

What could be the perks of obtaining degrees from reputed institutions? How much do the University guidelines, formulae and theoretical business strategies come in practice in real work life?

Of course, these days, degrees play a vital role. But the degrees graduates obtain and the practical way of working in our contest is little bit different. So, educational institutions should include practicality in order to provide students with better and qualitative degrees. Most of the institutions are doing this also.

How important is the motivational factor to any employee especially new ones? How does your company motive its employees? What could be the expectations of the senior managers from the newbies?

To motivate the any employee is important, especially new ones. Without proper motivational tools we can’t provide them a healthy work environment feel. Our company is giving such environments by frequenting interactions, providing necessary trainings and awarding outstanding employees. Expectations of the senior managers are always to get the creative ideas from new ones.

How do you value risks from an individual perspective? Has the risks taken for personal/ company benefits backfired? How do you managed to recover from it?

In business the risk factor will be always there but if we manage all in proper way with team co-ordination then we can minimize the risk. Backfiring every often is not the ideal solution, the solution would be to control such risk.

The work environment, the deadlines and peer pressure can be stressful. How do you maintain your cool inside and outside the organization in such situations?

There’s pressure in work everywhere. But if we take pressure in our job, we must be cool and manage all pressure in proper way. We should not show aggression of any kind. We have to be positive and hardworking always.

We have had organizations being run according to the values of the older generations. Their practices were relevant in their time but the time for change is more in demand. What are your generation’s goals and values?

Everyone knows that to get success and achieve heights we have to be careful and creative. Our generations’ goals should be to work hard and be creative.

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