What Are Baby Boomers Value In The Workplace

BABY BOOMERS were born during 1946-1964 and are in the 48-65 age range. Health, energy and wellness are major goals for them. Family values are very important to this generation. Many are becoming Empty Nesters since their children are leaving home. The necessity of having a family vehicle is not essential anymore.

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

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

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

managers and professionals" where the U.S. generations were Generation X, Baby Boomers, and the Silent generation (p. 210). Their premise was that "values specify an individual's personal beliefs about how he or she should or ought to behave" (Meglino & Ravlin in Egri & Ralston, 2004, p. 211). This angle was useful to study being it relates to morality and people's perceptions of it.

It is important to keep in mind that each generation sees the world through a unique lens that forms as a result of the events that were taking place in the world as these individuals grew up. Brenner focuses on the different events that have shaped their values and their perception of work. For example, the Veterans went through World War II and grew up with a strict regimen. As such, quality, respect and authority are important to them. Baby Boomers embraced the value of having to sacrifice to get ahead. All that sacrifice makes them very loyal. Generation X workers were the latchkey children who watched their Boomer parents forge a new workplace. They were also the first generation to grow up with technology. As such, this generation cares more about productivity and less about the number of hours spent on the job. Millennials are a generation entrenched in technology and therefore urn for instant gratification. They bore easily. Because they best understand how to maximize technology, they value a balance between work and

This is a small sample, survey and by interviews asking four Baby Boomers and three Generation Xers. This will help establish a demographic, by ethnicity, age, gender and education attainment. Each person interviewed asked to state a belief, value, norm, and a tradition. The results are in here are the similarities and differences between the generations and cultures.

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)

“The number of employees over the age of 55 has increased by 30 percent; however, the number of 25- to 54-year-olds has only increased by 1 percent” (Claire, 2009). In 2008 the eldest of the 77 million baby-boomers turned 62. Estimates are that by the end of the decade about 40 percent of the work force will be eligible to retire. As people begin to reach the age of retirement there may be not be enough new employees to fill the gap (Clare, 2009). Companies need to find ways to attract Boomers and Millennials. Companies that want to attract Boomers and Millennials need to be creative in their culture, HR policies and work environments.

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

The baby boomers were born between 1946 and 1964. This is the largest of all generations. Baby boomers define themselves through their careers (Marshall 2004). Some of the major events that shaped baby boomers values were the Vietnam War, civil rights movement, and Kennedy assassination. Their parents tended to follow all the rules, but this generation is known for challenging the rules (Lieber 2010). Many baby boomers worry that technology is phasing out face-to-face communication, and they are battling younger generations to keep its importance in organizations (Lieber 2010). The baby boomers strong work ethic tends to make them expect the same work ethic from younger colleagues which can be a source of great tension. This group is very competitive in the workplace, and craves recognition (Bartley, Ladd, & Morris 2007).

“Generation X” (“Gen-Xers”), born from about 1960 – 1980, maintained some attributes typical of the “Baby Boomer” generation, but feel that their upbringing was too strict. They added an emphasis on work/life

To examine the first research question, a MANOVA was conducted to determine if generational differences existed for the MWEP. The results indicated significant differences by generation. The post hoc results showed that millennials scored higher in hard work (Millennials M=3.94, Gen X M=3.82, Boomers M=3.70), centrality of work (Millennials M=3.39, GenX M=3.23, Boomers M=3.09), lower in morality/ethics (Millennials M=4.14, GenX M=4.26, Boomers M=4.48) and wasting time (Millennials M=4.23, GenX M=4.29, Boomer 4.37) compared to the other generations. Additionally, the millennials scored higher in leisure, self-reliance, and delay for gratification compared to the Baby Boomers. There were very little differences between the Millennials and GenX’s. Real et.al (2010) indicated “while these results were statistically significant, the differences were both small and in unexpected directions, suggesting that any differences were of little practical significance” (p. 307). Information and comments collected as results of the focus group sessions were mixed and not totally in favor of positive millennials’ work ethics.

Generation X, children born between 1965 and 1976, the first generation of children defined as ‘latchkey’ (oxford, marketing 4th edition). Living in an era of “dual-income” families, Gen X children were often left alone, and thus developed a sense of independence, and resourcefulness. Unlike Baby boomers, where equality was a core value, Gen X experienced more cultural diversity, higher levels of education, with some even attaining college degrees. Gen X is also extremely flexible, while they are loyal and committed to their jobs; if a better opportunity presents itself they would grasp it in a heartbeat. Gen X is determined and enthusiastic about life, growing as individuals,