Case Study Higher Education

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).

Most baby boomers grew up watching their traditionalist parents work very hard to make ends meet and take care of the family unit. As a result of their upbringing many boomers have adopted their parent’s strong work ethics; working hard, long hours trying to climb the corporate ladder. Baby boomers still enjoy personal face to face interactions and building rapport with people

The Baby Boomers were born between 1946 and 1964, and they fall between the ages of 53-71. This generation was subject to the civil rights movements, the Vietnam War and the Cold War, and space travel. Their parents had the highest divorce rate and second marriages in history. “The American Dream” was promised to them as children and they spent their lives pursuing it. As a result some generations see them as being greedy, materialistic and ambitious. This generation believes in working long hours to establish self-worth and identity, they tend to be workaholics and are used to working up to 60 hour work weeks. Working this much caused an imbalance between most work/home life because the workers of this generation were afraid of losing their position at work if they took more time to spend with their families. The preferred work environment for a Baby Boomer is going to be democratic, believe in equal opportunity and be a warm friendly environment. Some pros of the Baby Boomer in the workplace include that they are anxious to please and tend to challenge the status quo. They are mission oriented individuals who will go the extra mile. Some cons of this generation are that they expect everyone to be workaholics like themselves and they don’t like change either after being raised by traditionalists. Some keys to working with these Baby Boomers is understanding how

Their values were shaped primarily by a rise in civil rights activism Vietnam and inflation. Baby Boomers were cherished by parents that had sacrificed and fought a war for the right to bear them raise them, indulge them. Baby boomers tend to be more optimistic and open to change and are also responsible for the “Me Generation” with its pursuit for personal gratification. Baby Boomers value face time in the office and my not welcome workplace flexibility or work/life balance trends. High levels of responsibility, perks, praise and challenges will motivate this Generation. Furthermore, when understanding Boomers, there’s the issue and added complexity of older Boomers and younger Boomers also known as the First half/Second Half. First halfers are those born in the 1940s. They are more idealistic, more likely to be workaholics and more likely to have put career first, family second. The first halfers’ world view was more affected by the 1950s. The late Bloomers or second halfers tend to feel different about work. They graduated from college and went to work during the Reagan era. They got the first taste of downsizing, large scale layoffs. This makes them more cynical and less gung ho about management than early Boomers. They feel that good work habits and positive mental attitude are not always rewarded and often are not enough to save a job regardless of how well it has been

The end of world-war II marked the beginning of a new era in this country. The baby boom era began in 1946 and ended in 1964. During this era, 76 million babies were born according to pew research center. The number of people reaching adulthood in the next decade was tremendous. As a result, the country had to adjust to meet the demands and fulfill its obligations to the citizens. Though, the boomers were sophisticated and wanted to impose their views on the rest of the society. Eventually, the country started to experience some changes and the boomers’ influence was propagating in the society. Cheryl Russell, the Editor-in-Chief of America Demographics Magazine and the author of “100 Predications for the Baby Boom: The next 50 years.” In his

receive donations which is the lifeblood of an charity or non-profit. This paper will discuss the

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 more I read about Daemen College and the athletics department the stronger my belief grew that I would be a great appointment to lead the Daemen College Wildcats. My skills and career experiences align with those associated with the Director of Athletics position and Daemen College aligns with what I desire in an institution.

Evergreen College (Evergreen) is a Canadian post-secondary private career college established in 2003, offering more than 14 different diploma and certificate programs within six campuses in two Canadian provinces. The key barriers in the early days of Evergreen internationalization efforts were insufficient finances, Insufficient Knowledge. With no real expertise in any foreign markets; Evergreen mainly focused to serve the Canadian markets in Ontario and Alberta. However, due to the intensity of the competition within this industry in the domestic market, Evergreen started to serve the international student markets only through recruitment students’ agencies, as well as immigrations lawyers or consultants across the globe. These moderate

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).

The four generations presented in this paper are: The Veterans, The Baby Boomers, Generation X, and the Millennias. The Veterans, also known as seniors or traditionalist, were born between 1925 and 1945 (Andrews & Boyle 2016). These individuals lived through the world wars, overcame economic hardship, and have chosen to continue to work past the common retirement age. This group of individuals believe they work out of

In order to keep Wesley Housing’s vision alive, a new concept will be implemented to target the second and third generations. That is, mentoring. A mentoring initiative that challenges residents from the beginning of middle school to young adulthood to set higher standards for themselves. Warren (1995) refers to this as starting with a new population. For example, worship services with different worship styles are being added to reach people that are not being reached by current worship methods (p. 180). Likewise, the future of Wesley Housing is rediscovering its vision to reach the younger population so that the mission and vision of the organization is not

Every generation has wide eyed youngsters entering the working world with dreams in their eyes to make a difference. Sometimes they feel misunderstood. My dad said it best, “every new generation feels that way, until they see the next one.” Words- his father had shared with him.

Kyles (2005) defines them as competitive, political, hardworking, and nonconformists. “Known for their workaholic ethic, Boomers will do whatever it takes to get the job done and get ahead, and they expect to be rewarded. They outnumber all generations and hold a majority of management-level positions. They are also approaching retirement and are heavily concerned with financial and job security” (Kyles, 2005, p. 54). This group is very hard working and also offers a lot of wisdom that can be beneficial to those of the younger generations.

The world’s labor force primarily consists of three major generations: the “Baby Boomers,” “Generation X,” and “Generation Y.” The “Baby Boomers” were born during and after the 2nd World War (1940 to 1960). This generation has a legacy of expertise, “old-fashioned” autocratic management, and healthy productivity. “Boomers” are known to work hard, remain loyal to their employers, and receive promotions on the basis of hard work and high skill. Technology was rather limited (Hewitt and Ukpere, 2012).