Bill Brennan Generational Differences Summary

Every generation is influenced by its period 's economic, political and social events. From the Great Depression to the civil rights and women 's movements to the advent of television and advanced computer technologies. Thus generational background/situation may also affect the way they work. The key is to be able to effectively address and take advantage of the differences in values and expectations of each generation in the workplace. The current work place consists of four different generations; The Baby Boomers (1946-1964) who are slowly retiring and existing the workforce, The Generation X (1965-1976), The Generation Y or millennia (1977-1997), and the Generation Z who are about to or are just entering the work force. Although these different generations tend to want similar things in a workplace their environment/background has shaped their character, values, and expectations (Hahn 2011).

Today, the workforce is made up of many different generations, which is affecting and effectively changing the workplace culture as a whole. The major generational differences between millennials and baby boomers can be either positive or negative depending on whom you ask. Boomers may categorize millennials as lazy and entitled, while millennials may call themselves innovative. No matter what they call themselves or each other, they all have to work together now as simply as that. This topic has sparked a lot of discussion as to how it’s best for each generation to act and deal with their other generational coworkers.

The generational span is exceedingly larger today than in the prior history of our nation. The multiple generations consist of the veterans 1922-1945, the baby boomers 1946-1964, the generation X 1965-1981, and, the generation Y 1982-1999, in addition, upcoming millennial generation born 2000-2016 (Murray, 2013). There frequently are misconceptions and misunderstandings based on the differing perspectives of each generation. Moreover, as an effective leader, one must comprehend and acknowledge the characteristics of each generation and utilize these individualities to mentor and motivate the staff they are leading (Hendricks & Cope, 2012). In addition to considering the impact of the generational

Makrovich (2013) in a study of stereotypes work in both generations are depending on the nature of the generation. Furthermore, the generation X should appreciate and be ready to adapt to the way work ethic generation Y. The difference between the two generations will maintain loyalty to the leadership of senior generation trends. Enticement, pleasure seeking, self direction and task-oriented are the dominant trait on generation X working stereotype. This is where they are more on task-oriented, independent and also more on self-reliant in their working ethics in the workplace. Generation X at workplace was this generation are easier to adapt and also have high expectation in the workplace. Generation X by virtue can developed living skills

Arlie Russel Hochschild adheres to a variety of assertions in his article, “Gen Fill in the Blank” concerning what he thinks a generation means. It was proposed that generations are solely branded by the pivotal impact they undergo as a cohort during historical events; hence, sharing a common response to those events. Hochschild furthers this idea by introducing generational identity and how that’s defined by the conceptions that society invokes upon a generation. Furthermore, he includes that an important factor making up modern day’s generation is the external burden of American Individualism; this universal pressure has robbed us of our ability to care and resulted in a profound deficiency of “cultural expression”.

Joel Kotkin does not eschew controversy in the title of his essay "Are the Millennials the Screwed Generation." The author postulates that the post-war generation of Baby Boomers has ruined the American dream for the current twenty-somethings, the Millennials. Boomers came of age in a golden economy, with good housing and job markets, yet Millennials have had dismal outlooks in both. Kotkin explores polarities like these in the experiences of the two generations. Millennials may not have had the advantages of Boomers, but they are the future of the country. The author uses compelling evidence to argue that Generation Y is, as he indelicately phrases it, "screwed."

It is important to understand our current generations and previous generations. Understanding generations’ differences can help us when serving the clients. Human service workers will be meeting clients not only from different cultures but also from different generation cohorts. Generation cohorts usually define as grouping people together who born 12-15 years apart and have common experiences. There are five generational cohort groupings: Silent Generation, Baby Boomers, Generation X, Millennial Generation (Generation Y) (The University of Iowa [UIOWA], 2009), and Generation Z. “Each generation has unique experiences that shape their behaviors and attitudes” (Kilber, Barclay, & Ohmer, 2014, p. 80).

The current generations in the workplace today are Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Each generation brings their own values and mindsets to the mix. Although genetics play a part in a person’s characteristics, the generation in which someone is born into also plays an integral part in shaping their mind, values, goals, and work ethics. People from the same generation share similar experiences, and this can influence how they think politically and socially.

Upon reflecting on the three main generations that comprise the workplace today, a few differences emerge. “Baby Boomers” grew up in a time when movements were prominent, the Vietnam War occurred, key figures were assassinated, the Watergate Scandal occurred, and television was introduced (Twenge et al., 2010; Schullery, 2013). Overall, “Baby Boomers” seem to exhibit a distrust of authority, value hard work, and want to enjoy their achievements (Robbins & Judge, 2015; Twenge et al., 2010). As such, they are results driven and give their utmost effort (Robbins & Judge, 2015). “Generation X” grew up in a time of computers, divorce, two career parents, MTV, and economic uncertainty (Twenge et al., 2010; Robbins & Judge, 2015). For the most part, they seem to exhibit the workplace behaviors of independence and a lack of commitment to employers (Twenge et al., 2010). They value a balance between work and life and place more focus on extrinsic rewards such as monetary compensation (Twenge et al., 2010). “Millennials” grew up in prosperous times with technology dominating the era and over-protective parents (Robbins & Judge, 2015; Schullery, 2013). Generally, they seem to place a greater value on employee benefits, leisure time, teamwork, and open communication (Society of Human Resource Management, 2004; Twenge, 2010; Myers & Sadaghiani, 2010). In addition, they have also been given the labels of “self-centered” and “entitled” (Myers & Sadaghiani, 2010).

As generation Y, the first group to come of age in the new millennium, grows and matures, they have entered the workforce at an increasingly high rate, making them the fastest growing segment of the United States workforce (Dorsey, 2010, pg. 15). These “youngsters” are typically in their early 20’s to early 30’s, still in the early and formative stages of their careers (Wain, 2013, pg. 308). Joining these Millennials in the workforce are those known as Generation X, consisting of the middle generation born from around 1965-1984 (Wain, 2013, pg. 308). At the far end of the age-workforce spectrum sit the Baby Boomers – those born between the years of 1946 and 1964 (Kaifi, Nafei, Khanfar & Kaifi, 2012, pg. 89). And finally, the oldest generation still trying to eke out their last paychecks before retirement is the Traditionalists, born between the years of 1937 and 1945 (American Medical Writers, 2012).

According to Mary Bennett, Silenters, Baby Boomers, Generations X, Millennials and Nexters are the five generations that make up the workforce. The descriptions of each generation and the motivational factors that drive each to perform vary. Although Rose Dunn refers to individuals born before 1964 as “Veterans or Silenters”, Bennett identifies individuals born during the years 1900 to 1946, as the Silent Generation. Bennett describes members of this generation as individuals who value duty, loyalty, independence, are committed to compliance and prefer teamwork. Bennett describes boomers as individuals whose self-worth is defined by their professional success, are devoted to their careers, adapt to change, prefer to communicate in person, and

While the Silent Generation and Boomers are characterized as being extremely loyal towards their employers, whereas Generation X & Y lack loyalty with their employer. For instance, Brenner depicts the Silent Generation (born before 1945) as long-term employees who value loyalty and do not question authority. Brenner states that “they tend to respect hierarchy” (p. 26). Next, Baby Boomers (born between 1946) tend to challenge authority, want open lines of communication, results driven and competitive. Brenner states Boomers “…would like to have been long term employees” (p. 27)

Nearly 3.7 million American babies born in 1982 were the first members of the new Generation Y, or more affectionately known as millenials (Thompson, par. 1). Many things play into whether a generation is considered to be faring ‘better’ than another one; job opportunities, the state of the environment, whether the U.S. is at peace or at war, income vs. living expenses, the general happiness of the people, and the list goes on. Millenials are part of a special generation because

In a work environment everybody wants to climb the totem pole. For Millennials, they want to rise to leadership without working too hard for it. They are trying to reach the leadership positions as fast as they can and at times they are unprepared for the position they enter because they have not experienced enough along the way. Where Millennials are too fast to rise to leadership, people considered to be Generation X, who are known for their hard work ethic and experience are often complacent in the workplace. Though they gained their experience (unlike Millennials) by working their way up the chain of command and gradually paying their dues and though they also do not expect to be handed a higher position, like Millennials who feel entitled to higher positions in the workplace, they are also not as motivated as Millennials. (Bresman)

Each generation has certain characteristics and values with which the members of it can identify. Members of Generation X highly value their job and family time; so they try to find a balance between these two aspects of their lives. Generation X are hardworking people, but they are