"Pleasure in the job puts perfection in the workplace."
posted by Kathi @ 10:59 AM
That is an Aristotle quote, and for those of us who love our jobs, we know that couldn't be a truer statement. The way I see it, the love of our jobs comes from instrinsic and extrinsic factors. As employers, our employees come to us with an already formed - more or less - set of morals, values, and ethics - the intrinsic factors.
So first off, we have to choose wisely to find employees that sync with ours and our company's culture and mission. How do we do that? One idea - put some serious thought into application questions that would reflect that. How about extrinsically? What can we do as employers to make the job more 'pleasurable' for our employees?
There is a lot of writing and research being done now on generational differences in the workforce. What this research is showing, for example, is that what motivates me as a baby boomer (born 1946 - 1964), is not what motivates the Gen X'ers (1964 - 1980) or the Gen Y'ers (1981 - 2000). Granted, those individual categories have a wide age range, and sure, it's not always accurate to generalize when it comes to groups of people, BUT there are some great insights in this research that I think can be very beneficial to employers - especially to seasonal employers who are managing mostly crews of the Gen Y'ers, also known as the Millenials.
So stay tuned. I'm reading a book right now: "When Generations Collide. Who they are. Why they clash. How to solve the generational puzzle at work," by Lynne C. Lancaster & David Stillman. I'll share what I learn as well as keeping you posted on other blogs and websites that are writing about this topic.
So first off, we have to choose wisely to find employees that sync with ours and our company's culture and mission. How do we do that? One idea - put some serious thought into application questions that would reflect that. How about extrinsically? What can we do as employers to make the job more 'pleasurable' for our employees?
There is a lot of writing and research being done now on generational differences in the workforce. What this research is showing, for example, is that what motivates me as a baby boomer (born 1946 - 1964), is not what motivates the Gen X'ers (1964 - 1980) or the Gen Y'ers (1981 - 2000). Granted, those individual categories have a wide age range, and sure, it's not always accurate to generalize when it comes to groups of people, BUT there are some great insights in this research that I think can be very beneficial to employers - especially to seasonal employers who are managing mostly crews of the Gen Y'ers, also known as the Millenials.
So stay tuned. I'm reading a book right now: "When Generations Collide. Who they are. Why they clash. How to solve the generational puzzle at work," by Lynne C. Lancaster & David Stillman. I'll share what I learn as well as keeping you posted on other blogs and websites that are writing about this topic.
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1 Comments:
First of all, the questions that you need to put some serious thought in are the interview questions. The questions on an application form should remain consistant as what you would find at other companies.
In between the application form and the interview, you can have a psychological assessment to determine what type of job environment they are most comfortable in.
Those that pass the psychological assessment, can get a shot at the interview. The interview is where you "test" the applicants. You can get creative here. For example, you can have panel interviews where a group of managers ask each individual candidate open-ended questions to test for job knowledge. You can have simulations to see how people work together. This is great if you are hiring for customer service type of positions.
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