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ESTABLISHMENT OF OUM

10 August 2000

• To be the Leading Provider of Flexible LearningVision

• To widen access to quality education and provide lifelong learning opportunities by leveraging on technology, adopting flexible mode of learning, and providing a conducive and engaging learning environment at competitive and affordable cost.

Mission

VISION & MISSION

"University for All”: democratising

education

Cater for working adults: who needs to manage career, family and higher education at the

same time

Leverages on the quality, prestige

and capabilities of its strategic

partners

OUM believes: education should be made availableto all, regardless age, location and socio-economic

status

ABOUT OUM

OUM Commitment to all its Learners

MQA ACCREDITED PROGRAMMES

Early Childhood EducationHuman Resource ManagementInformation TechnologyManagement

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Diploma

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AccountingBusiness AdministrationTourism ManagementHuman Resource ManagementManagementEducation (Educational Administration)Education (TESL)Education (Mathematics)Technology ManagementInformation TechnologyInformation Technology & ManagementInformation Technology w/ Network ComputingInformation Technology w/ Software EngineeringNursing Science

Bachelor’s Degree

Business AdministrationEducationHuman Resource ManagementInformation TechnologyInstructional Design and TechnologyManagementProject ManagementIslamic Studies Master of Nursing

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Master’s Degree

Business AdministrationEducationEngineeringInformation TechnologyScience

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PhD

* Endorsed by the Institute of Marketing Malaysia (BBA Marketing Major only)

INTERNATIONAL PARTNERSAND COLLABORATIONS

Villa College Maldives

National eLearning CentreKingdom of Saudi Arabia

Eszterházy Károly CollegeHungary

Arab Open UniversityBahrain

Accra Institute of TechnologyGhana

University of Science & TechnologyYemen

Ho Chi Minh CityUniversity of Technology (HUTECH)Vietnam

International Institute ofHealth Sciences, Sri Lanka

Graduate School Of Management, Sri Lanka

Zambian Open UniversityZambia

SIMAD UniversitySomalia

The Civilization and Humanity of

the Y Generation : An Universal

Evolution.

It May Take a Village to Raise a Child, but it Takes a Society to

Raise a Generation

8

SEQUENCE OF PRESENTATION

• Introduction• The Generational

Evolution• Gen Y & the other Gens• Gen Y & Education• Challenges and

opportunities in engaging Gen Y - Teaching & Training.

A quick look at the variables

• CIVILISATION

– The noun civilization built on the seventeenth-century verb civilize to indicate both the process of uplifting to a higher state of humanity and of subjection to law,

– It bears important relations with other concepts such as history, progress, development, culture and modernity of a distinct society itself. (Mazlish & Bruce, 2004)

• HUMANITY

– the quality of being human; the peculiar nature of man, by which he is distinguished from other beings, being ‘cultured’.

– the quality of being humane; the kindred feelings, dispositions, and sympathies of man; especially, a disposition to relieve persons or animals in distress, and to treat all with kindness and tenderness

– (Webster Dictionary 2004)

INTRODUCTION• Trend to categorise people with certain birth years -

subgroups. • Most popular are the Baby Boomers, Gen X, Gen Y

and more recent immergence - Gen Z. • Currently mingling of all four generations commonly

living together, working together, socialising together??

• Some instance of the 5th generation, the veterans –present in some households – extended family communities.

• Each generation displays distinct traits and characteristics that differentiate them in life habits, work attitudes and spatial relationship.

Subgroups (not Subculture)

• according to Jandt (2007): psychologists label this as a membership group based on vocation, hobby, or special skills, that, like cultures, provide patterns of behavior and values: these can be generational, occupational, expatriate, etc.

• These may pose communication problems with other subgroups just as the dominant culture they exist within and depend on may clash with other cultures.

The Generational Evolution

• Post-war – veterans,traditionalists. 1922-1945.

• Baby boomers – 1946-1964.• Generation X – Gen X, Xers – 1965-1980.• Generation Y – Gen y, Millennial, Echo

boomers – 1981-2000.• Generation Z, nexters – from 2001 till now.

Each Generation• Consists of approximately a 20-year span (not all

demographers and generation researchers agree on the exact start/stop dates)

• Has a unique set of values • Reacts to the generation before them• Looks at their generation as the standard of

comparison• Looks at the next generation skeptically “these

kids today…”• Those born on the “cusp” may have a blended

set of characteristics• They are either idealistic, reactive, civic-minded

or adaptive

Some characteristics – Hammill (2005)

Hammill (2005)

Generations still in employment

• Veterans – very few, majority passed on.• Baby boomers – below 65yrs still

employed, mainly in public & private sector– 60yrs is mandatory retirement in public sector . – 70yrs for Academicians and at some Top

Management positions – a handful.

Generations still in employment

• Generation X or – Xers.– The bulk in current employment, but relative

population ratio wise to other gens- smaller.

• Generation Y or Millennial – Gradual increasing in numbers in the

employment sector, though many still at finishing school / pursuing education.

Current scenario at workplace• Three generations working together – Baby

Boomers, Gen X and Gen Y.• Baby Boomers- most hold managerial and

executive positions, large numbers leaving due to mandatory retirement.– Impact to organization – experienced workers

leaving, vacuum exists. – Lack of proper succession plan, newcomers

from Gen X, stepping in impose new ideas.– Anxiety & Conflicts among the generations

involved.

Stereo-type impressions of Gen Yers

1. They are spoiled rotten brats whose parents have given them everything.

2. This generation is extremely talented and will bring technology and teamwork skills to the workforce.

Characteristics of Gen X & YGeneration X Generation Y

Often both parents working, latch key child. Both parents working

Well educated, many have tertiary education. Technology savvy.

Well educated and very technology and web savvy. Cannot do without a smart phone, etc. Sets trends for latest gadget.

Very resourceful, individualistic, self reliant and skeptical of authority and independent. Values freedom and responsibility. Believe in ‘work to live’.

Comfortable in a diverse ethnic group. Have almost similar values to veterans – optimistic, confident, sociable, have strong morals and civic mindedness. Optimistic and team players.

Not interested in long term careers, corporateloyalty or status symbols. At workplace, focus on relationships, outcomes, rights and skillsAttitude – what's in it for me. Wealth is important

Expect great workplace flexibility, higher job expectations. Likely to change employers more frequently than Gen X. Wealth is very important . Not interested in politics.

Gen Yers Want to LearnWith technologyWith each otherOnlineIn their timeIn their placeDoing things that matter (most important)

Attributes of Gen Yers• Being technology and web savvy - they have to be

connected to the world all the time.

• Purchase the latest gadget available. Prefers fast and effective digital communication – test messaging, email, ‘whats app’ and other new application.

• Prefers organization with new technologies, flexible working hours and balanced life.

• Confident and ambitious. Wants to take on advance roles soon as they start work.

• Likes teamwork and wants to be included. Expects transparency and openness.

• Likes acknowledgement in praises, feedback, gratitude for a job well done. This is nurturing them.

Gen Y and education• The most education – minded generation group.• Realise that Knowledge economy can cause

widening gap of income between those with college degrees and those without. – Most believe higher education provides them

with better professional standing– Believe higher degree bring better income, less

chance of unemployment.• Parents of Gen Y financially and mentally

exhaustive fulfilling requests for study by Gen Yers of places & courses of their own choice.

Education opportunities

• In 2014- a typical Gen Y born in 1981 – will be 33 years old, probably having a clear career pathway.

• Those born in 1990 – will be 24 years. Many are still pursuing studies, due to their changing minds about what they want to do.

• Many pursue studies of their own interest, disappointing their families and a constraint to finances.

• Tempted to study in areas believe to promise good monetary returns, with little effort. Easily swayed to change professions too.

Challenges to Educators of Gen Y

• Maybe from Baby boomers or Gen X• Value systems, Perceptions, Approaches &

Expectations may differ. • More theorists - Baby boomers tend to be more

rigid and traditionalists.

• More pragmatic - Gen X more flexible, willing to trade off some complexities in a work process.

• Can create dissonance & disharmony, affect s work habits, & results in rapid attrition of dissatisfied, disillusioned, bored Gen Yers.

Challenges & Opportunities in engaging Gen Y - teaching and training • Gen Y fastest growing generation in business

and business leaders, which offers flexibility needed.

• Being IT natives - prefer IT based businesses, synchronise their multi-faceted needs simultenously.

• Those who venture in other areas, pose great challenge to their employer and trainer.

• Health sector offers many opportunities and those do not make it in their respective choices, will join in to experience.

Characteristics of Gen Y as a student• Easily bored with sit-in didactic classes. Span of

attention much shorter.• In bigger groups, tend to link with members with

similar interests – talk less, more IT based comm. • Use technology to gather interest related

information, which may differ from course they are currently doing. Can distract others not in ‘sync’ with them.

• Absenteeism can be high, non conformance to conventional rules and regulations.

• Individualistic – values pride. Performs well, even though has no interest in subject matter.

Challenges to teachers

• Student –centred learning is the better option, as it allows them freedom to search for related info, and discuss in group. Feels the effort is theirs and contribute positively to their learning.

• ‘Out with Old, and In with the New’ approaches – revolutionize teaching methods. Minimise

lecture. Encourage discussion in small groups.• Keep the group engaged in topics, made more

interesting with students’ self-activity, reward good work with genuine praises.

Challenges to teachers

• Varying the teaching stimuli – use technology in teaching, have more interactive sessions.

• Internet access during teaching, can find information faster due to IT savvy, and teacher learns as well to keep pace.

• Smart phones, tablets – are the education tools the students relate to easily.

• Students enjoy community work, like to balance work and life, idealistic worldview.

Challenges to employers

• Will not hesitate to leave if not happy, routine, mundane work do not interest them.

• Less tolerant with rigid work schedules. • Willing to learn & experiment, employers must

tap this positive attitude. It comes with a cost –benefit recognition.

• Have confidence of assuming senior position, if given a chance – but may be overrated due to idealism, lack of patience, & perseverance.

• Always volunteer, to go for training that assures promotion & recognition.

Challenges to employers

• Be prepared to continually look for succession planning & replacement of Gen Y staff.

• Shift work may be a deterrent to longer stay at the workplace.

• Money matters – many aspire to be rich early with minimal effort & enjoy life with early retirement. They observe with resentment how their parents worked hard, with little time for them.

IMPLICATIONS FOR TEACHERS

• It savvy students – prefers to work alone or in small groups.

• More hands-on than lectures to prevent boredom. • Engage learning using latest applications and

web learning.• Teachers need to be up-to-date with IT skills• Student –centred learning, with proper guidance

by teachers.

Recap

The “Information Age” Mindset• Gen Y Students have never known life without

the computer. It is an assumed part of their life.

• The Internet is a source of research, interactivity, and socializing (they prefer it over TV).

• Doing is more important than knowing.

• There is zero tolerance for delays.

• The infrastructure and the lecture tradition of colleges may not capture their interests for long compared their preference for Internet and interactive games.

In the classroom• They need to understand why

they are doing what they are doing – objectives of classroom activities and projects.

• They like to give their opinions on their educational processes.

• They want to be involved in meaningful activities, not mundane work.

• They think it is cool to be smart.• They will respond well to programs like “learning

communities and service-oriented learning.”

Gen Yers have “High Expectations”

• They are likely to appreciate clear expectations, explicit objectives, and well structured assignments.

• They expect detailed instructions and guidelines for completing assignments.

• They want to know what will be covered on tests and what exactly must be done to earn an “A”.

• Because of their high expectations of themselves, students may become demoralized by earning a B or C in exams.

In Conclusion

• Change in mindset of teachers of different generation gap from Y – is a must.

• Leaders and organizational decision makers willing to accept and initiate change.

• Gen Y are the biggest population in number, and they can impact the world in whatever choice they make.

• Teachers need to revolutionise traditional teaching methods, materials and assessment methods to accommodate change and to meet the next challenge - Gen Z.

References

• Hammill, G. (2005). Mixing and Managing Four Generations of Employees. Edumagazine Online(Winter/Spring 2005).

• Jandt, F. (2007). An introduction to intercultural communication: Identities in a global community. Thousand Oaks, USA: Sage Publications.

• Kersten, D. (2002). Today's Generations Face New Communications Gap. USA Today(November 15).

• Mazlish, Bruce. 2004. Civilization and Its Contents. Stanford, CA: Stanford University Press.

• Zemke, R., Raines, C., & Filipczak, B. (2000). Generations at Work: managing the Clash of Veterans, Boomers, Xers and Nexters in Your Workplace. New York: American Management Association.