6/21/2017
Bekerja di UGM:
Education Background:
Fakultas Psikologi Magister Manajemen PostDoctoral Research at TU Wien, Austria Doktor Psikologi Informasi Teknologi (UGM + University of
Massachussetts, USA) M.Ed in IT, Multimedia, & Education University of Leeds, UK MA in Clinical Psychology, UGM
Neila Ramdhani | http://neila.staff.ugm.ac.id Disampaikan dalam Seminar Nasionall “ELECTRONIC LENDING: KONSEP BARU LAYANAN PERPUSTAKAAN DI ERA DIGITAL NATIVE Grhatama Pustaka Rabu, 17 Mei 2017
Industrialisasi
Teknologi Informasi
Program Director of Teacher Quality Improvement, the Titian Foundation Trainer: PT PLN, PT Telkom, PT Pertamina, PT VICO Indonesia, PT Medco Energy, PT Berau Coal, PT PJB, PT Perhutani, BPR BDE, Bank Sleman, TOTAL Bangun Persada, PT Pegadaian, PT Sinar Mas Group, dll..
Ilmu Pengetahuan
ICT era
Agricultural
Milleneal Generation Generasi Y Generasi X Baby Boomers
Knowledge: Smart Society
Generation Y born between January 1980 up to December 1999. the Millennial Generation, Generation Next, the Net Generation, and the Echo Boomers. They come from the family of better economic achievement ( middle-up in socio economic class), experience less hardship compared to their parents. They tend to be much more optimistic Familiarity with communications, media, and digital technologies.
NET Generation
1. Network
Multitasking
2. Digital
Personalize
3. Visual oriented
work for money and status
Digital natives
opportunities
flexible working time to travel
security earn money to feed their families
better work-life balance and job that fulfill their dream and values
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Instead, they were ready to resign if their jobs were not fulfilling and fun, with decent holidays and the opportunity to take long stretches off for charity work or travel. Salary and status were not high on the priority list. The older generation (X generation) created the culture of long working hours, The Generation Y reluctantly accepted it, since they don't live to work. They have grown up in relatively affluent families. They want to be sure that they can strike a balance between work and their personal life, and so the opportunity to take time off, to travel, to work for a company with a strong social responsibility record, these are all concerns that increasingly appears when recruiting generation Y with a good talent.
Generation X ( their parents) work for money and status. Generation Y care less about salaries, and more about flexible working, time to travel and a better work-life balance. They expect employers to meet their demands. Generation X thinks about security (permanent job with good salary) , Generation Y thinks about opportunities. Generation X work mostly to earn money to feed their families. Generation Y expect great fun, job satisfaction and job that fulfill their dream and values. Generation Y rebel against their parents' values and were determined not to lead lives that revolved so heavily around the world of work. Money and work are not the be all and end all.
What it offers to meet the needs of Generation Y, in addition to stressing good salary, the company is recommended to give them :
the opportunity for flexible hours, the chance to work from home, the offer of up to a year of 'family leave' to look after children or elderly parents, the promise of travelling and regular sabbatical leaves.
These packages are given by Procter and Gamble. Similar packages are being offered by companies across Britain.
'They have only ever known economic prosperity. They have many choices: gap years and extensive travel are the norm. They can join a company, or set up their own. They have seen their parents in stressful jobs, working long hours, and realise that hard work for big companies apparently does not bring prosperity and happiness, or make the world a better place. They want their lives to be different - and this shows. If they are dissatisfied, they resign.'
Generation Y changed jobs more frequently, They were less willing to put up with long hours or poor holidays. Officials in the US have estimated that a typical member of Generation Y will have 10 jobs by the age of 38. 'People think, why stay in a job you do not enjoy?' he said. as work-life balance, personal development, exciting jobs and motivating managers
Their attitude is: "If I can't get one job, I will get another one." They are not preconditioned, like many of us, to be cautious of authority. Generation Y workers are far more willing to challenge managers and are undeterred by traditional hierarchy. Much of what the workers were demanding. They demand a work-life balance, personal development, exciting jobs and motivating managers
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Generation Y wanted to spend 30 per cent to 70 per cent of their time working from home. More than half wanted a flexible working arrangement. The top priority when choosing a job was 'doing work they love'. 'Earning lots of money' was far behind, in seventh place. When it came to walking away from an employer, a lack of motivation was the top reason followed by a work-life balance leaning too far towards the job. They will get the job done on time ... but on their own terms.' The confidence, it said, came from a feeling of security: 'Unlike Xers and Boomers, they are not remotely daunted by the spectre of unemployment.'
While warning that those who did not make an effort to respond to the needs of this group would end up 'dead in the water', Gilleard added: 'Just how far do employers lean over backwards before they end up being horizontal?' Others felt that companies should not 'overreact' to the new values and attitudes, warning that things could soon change again. Helen Bostock, global head of campus recruiting for the investment bank Credit Suisse and a board member of the AGR, said: 'A few years ago I recall the dotcom bubble when everyone was trying to reinvent themselves with an entrepreneurial culture. Now it is generational theory. What happens is that employers get sucked into the whole thing, then the pendulum swings one way or another. One thing that is consistent is that there is always something we are tackling. If it is not work-life balance, it is diversity, inclusion or something else.
You Don't Know Me (dissociative anonymity) You Can't See Me (invisibility) See You Later (asynchronicity) It's All in My Head (solipsistic introjection) It's Just a Game (dissociative imagination) We're Equals (minimizing authority)) True Self?
The overconfidence of Generation Y is proving a challenge for employers. This summer the Association of Graduate Recruiters will host a conference, at which delegates will debate how far firms need to go towards accommodating the desires of younger workers and how seriously they should take the concept of Generation Y. Carl Gilleard, chief executive of the AGR, recently described young workers as 'opinionated' and more demanding of employers. He said: 'One colleague who recently faced a barrage of questions about what her firm will give one young man, was forced into reacting with the question, "And what are you going to give us?" '
Gen Yers are self-directed, results-oriented, and seek advancement opportunities. As Dzdigital natives,dz we have a desire for flexibility, yet maintain a preference for speed and efficiency. We are also willing to put the time in to stay Ǯdigitally literateǯ as technologies rapidly change. So what are my thoughts for todayǯs world leaders? The Gen Y mindset isnǯt going away as we grow older, we will be more difficult to recruit and manage. Yet if we can harness the wisdom and organizational knowledge of the older generation and the creativity of the younger generation, we have the possibility to create a very highperforming work environment for the future. Iǯll be thinking about all of these things at Davos and blogging about the conversations I have there.
ಯ…anak-anak sekarang berpikir dan memroses informasi dengan cara yang berbeda dengan orang tua mereka…ರ ಯDifferent kinds of experiences lead to
different brain structures…ರ
Bruce D. Berry, M.D., Ph.D., Basic neuroscience and clinical research, Baylor College of Medicine.
ಯ…diduga struktur otak generasi digital
mempunyai struktur yang berbeda dengan digital imigranರ
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•
Mereka lebih cerdas, cepat mengambil tindakan, dan memiliki toleransi yang tinggi atas perbedaan suku, agama, dll. Dibandingkan generasi tua. • Mereka lebih peduli pada persoalan keadilan dan problem yang dihadapi masyarakat, dan mereka lebih mudaha aterlibat dalam perbuatan sosial, baik di sekolah maupun di masyarakat. • Mereka lebih memiliki kesadaran politik, lebih melihat demokrasi di Amerika serikat sebagai cara hidup sebuah negara yang baik. • Mereka adalah anak-anak yang inovatif.
•
Larangan menggunakan Internet/Komputer BUKAN solusi • Hal yang dapat dilakukan orangtua: – Arahkan anak ke aktivitas lain yang menarik hatinya,
• •
– Arahkan anak ke aktivitas lain yang menarik hatinya,
seperti olah raga, nonton bisokop, dll. – Kalau anak sudah sangat kecanduan, dan ada
kecenderungan mengalami masalah kejiwaan yang dikompensasikan dengan sibuk berinternet sebaiknya anak diajak bicara. – Kalau anak tidak mau bicara dengan orang tuanya, minta orang lain yang anak mau dengar untuk meberikan nasehat atau di bawa ke pusat konseling.
Belajar nikmati media baru Ketahui batas yang harus ditetapkan Pelajari media tersebut
Fitur-fitur “aturan main”, “safety”
seperti olah raga, nonton bisokop, dll.
– Kalau anak sudah sangat kecanduan, dan ada
kecenderungan mengalami masalah kejiwaan yang dikompensasikan dengan sibuk berinternet sebaiknya anak diajak bicara. – Kalau anak tidak mau bicara dengan orang tuanya, minta orang lain yang anak mau dengar untuk meberikan nasehat atau di bawa ke pusat konseling.
Batasan ini berkaitan dengan Kesehatan: Obesitas, mata/telinga Perilaku positif Kesejahteraan emosi
Melindungi anak dari: Cyber-bullying (Video Amanda Todd) Mengakses situs tak sesuai dengan usia
Larangan menggunakan Internet BUKAN solusi Hal yang dapat dilakukan orangtua:
www.netlingo.com, www.noslang.com www.netsmartz.org, www.parentfurther.com
Minta anak anda memberitahu atau mengajarkannya kepada anda!
Transformational Leadership Flexible time and more sabbatical leaves More travel opportunity Give them feedback on their job Give them work that fit to their values Give them meaning in their job (3 M). Participative decision making. Provide opportunity for more personal
development training Provide them with information technology
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TERIMA KASIH
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