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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.
ABOUT OUM
Cater for working adults: who needs to manage career, family and higher education at the same time
OUM believes: education should be made available to all, regardless age, location and socio-economic status
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It May Take a Village to Raise a Child, but it Takes a Society to Raise a Generation
SEQUENCE OF PRESENTATION Introduction The Generational Evolution Gen Y & the other Gens Gen Y & Education Challenges and opportunities in engaging Gen Y - Teaching & Training.
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.
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
Hammill (2005)
Generation Y or Millennial
Gradual increasing in numbers in the employment sector, though many still at finishing school / pursuing education.
Very resourceful, individualistic, self reliant and skeptical of authority and independent. Values freedom and responsibility. Believe in work to live.
Not interested in long term careers, corporate loyalty or status symbols. At workplace, focus on relationships, outcomes, rights and skills Attitude what's in it for me. Wealth is important
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.
Can create dissonance & disharmony, affect s work habits, & results in rapid attrition of dissatisfied, disillusioned, bored Gen Yers.
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.
Recap
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.
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.