Work Ethic

Over the next decade, it will be a challenge for employers to attract, keep, and develop a skilled work force for numerous different reasons ranging from the evolution of technology to fewer foreign students coming to America for work. Adding to the problem, companies are finding themselves managing four generations of workers. Based on their generation’s life experiences, each group has its own diverse characteristics, standards, and attitudes towards work. The four generations are as follows: Silents (1925-1946), Baby Boomers (1946-1964), Generation Xers (1965-1980), Generation Ys or Millennials (born after 1980). It is up to management to relate and motivate employees of different age groups. The purpose of this paper is to inform readers

Throughout our lives, we experience numerous lessons that shape who we become, depending on how we interpret them, and what kind of morals we will carry across life. Albeit there are endless significant meanings I have experienced in my time already, the most important by far would be forming a hard and honest work ethic. This kind of integrity has proven to support me in my accomplishments throughout my life and will continue to do so in the future. Circumstances leading to the formation of these principles are my drastic change in location, my increasing involvement in agricultural work, and my explications of life lessons.

I talk frequently but a good thing with that is make connections with most people and normally. So that normally helps make connections with people and build a relationship.

Millenials need a purpose. Many members of this generation are not going to be satisfied with a job that just pays the bills and offers room for advancement. Generation Y is sometimes referred to as the entitled generation. This may be a result of the fact that they know what they want and they demand it. If you want to attract and empower millenials, do not offer boring, static jobs. Let these members of your team define the purpose that is important to them, and then make sure you recognize that importance. That may be the single most important action you can take to achieve success.

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)

Many organizations employ all four. First is the Veterans generation. Members were born before 1946. Next is the Baby Boomers generation. These employees were born from 1946 – 1964. The third generation to discuss is Generation X. These people were born from 1965 through 1980. The fourth generation that is currently comprising the workforce is Generation Y, born from 1981 – 2000. Let’s explore each generation, and what makes it unique. Each generation has a different set of experiences, a different way of approaching their jobs, a different outlook on life, and different strengths and concerns that makes it unique. Managing the differences between the generations and bringing them together to form a strong team can make the difference between the success and failure of an organization, so this information is extremely relevant to today’s workforce managers.

Having a good work ethic can change a lot of other aspects in your life. Before I learned a lesson about good work ethics, I was very frustrated with my job. Work was the last thing on my mind. I did not care if I showed up late or did not show up at all. I was lucky I did not lose my job. When I did show up, I tended to act rude towards the customers if they had any problems or gave me any reason to be mad. I watched the clock for my time to leave and it only made the time drag on longer. I was about to quit my job without looking for another job first. I also got angry when someone would ask me to do anything besides what I was doing in my station.

Generation X are the children of Baby Boomers, whom grew up with technological innovation. Generation X member make a large portion of the workforce for over thirty years. Like their parents, Generation X possess strong work ethics and career loyalty, however work life balance is just as important (Hoole & Bonnema, 2015).

The desire by some to stay and work longer has led to the current workforce capturing many generations. With countries such as the US capturing as many as 5 distinct generations, others have been able to capture 4 and 3. The various generations segment the different age ranges into generations generally governed by different attitudes to work, preferences and value systems. The attitude, preference, and values held by any generation affect the way they approach their works. 21st-century organizations tend to prefer managers who can deal with the different generations as they have different characteristics and present diverse challenges. The attitude of the various generations greatly differs in the workplace. The generations in the workforce have been segmented into the following demographics: the Traditionalists (also known as the silent generation or the greatest generation); the baby boomers; generation X; generation Y (also known as Millennial), and finally generation Z. An understanding of these

If the company is bragging about its casual atmosphere, a very formal interview process may contradict that perception (Lukens, 2014). Likewise understanding that my generation does not plan on working more than is required so being clear about work expectations and being honest about work life balance are important. My generation will check all of these facts against employee reviews and will generally be able to find discrepancies quickly (Kuhl, 2014). Here items such as the ability to telecommute or work flex hours will come off as very attractive to my generation. The second focus point within recruiting is understanding that my generation communicates very differently. Because my generation embraces technology so much communication is expected to be short and immediate. Likewise my generation expects to be able to utilize technology for the application. This means companies that utilize online tools such as LinkedIn and email will have an advantage with my generation. Likewise my generation will not understand why it may takes weeks or months to complete a formal hiring process (Kuhl, 2014). Companies with expatiate hiring process will be seen as much more attractive. Lastly, power in my generation is not linked to status or money, it is linked to knowledge. This is an extremely important thing to understand about millennial's. Millennial's really do not value money the same way previous generations did but they do value the ability to do something

Those changes, both good and bad, should be what younger generations should prepare for when entering the job scene. Since about 89% of Boomers graduated from high school and only 29% have a bachelor’s degree or more, those future Boomer bosses would want employees who have more experience outside of school (Madjaroff, 2014). Boomers also valuable communication skills, so younger generations should work on gaining more people skills. By having younger generations, such as Generation Xer’s, learn more about the values and culture of the Boomer generation, the future work environment in America and all over the world will be more efficient and effective overall.

X, and Generation Y, AKA the millennials. There is a shift in the demographics of the workforce as the Baby Boomers, roughly 1946-1964, are gradually starting to retire. Millennials, broadly defined as those born after 1980 and up to around 2000 (The Denver Post 1), will be expected to take up to three fourths of the “workforce within 10 years”(The Denver Post 1). With the increased numbers of the “younger generation” entering jobs, there will be new challenges. They regard career choices in how the job fits them, instead of them fitting the job. Other generations deem this as arrogant, self-absorbed, and having a sense of entitlement. One could say that this has likewise been true with previous generations as well when they entered the workforce. Hasn’t each group has made changes to the business environment in order to make it more gratifying to go to work? Millennials are no different in that aspect, they are bringing new concepts to the conference table. In order to retain the influx of a newer generation, companies will have to adapt along with the “older” generations. The millennial generation is precipitating new change for business. In this change, millennial employees perceive their ideal workplace as collaborative, flexible, and creative.

There are three main populations of generations in the world of work today, Baby Boomers, who was born between 1965 to 1980; Generation X, who was born between 1965 to 1980 and Generation Y or Millennials, who was born between 1980 to 1995. According to Fry, population of the Millennials in 2016 has exceeded Baby Boomers’ and Generation X’s population, by now, is the biggest living generation in the United States. Huge numbers of Millennials are starting to seek their employment. Millennials workers are going to outnumber their Generation X predecessor and dominate the workforce in the years to come.

While at work, Millennials and Gen X need completely different workplace environments. Millennials need “clearly outlined goals … [and] acknowledgement to a greater degree” as well as a setting where they can work together well as a team (Reynolds). The workplace needs to have a positive attitude to it or else the Millennials at work may crumble under the pressure of an unpleasant boss or coworker. Not only do Millennials need a positive environment, but they also need a calm environment with no risks. Because Millennials were raised with helicopter parents who made sure their children never did anything harmful, the generation grew up to be adults who never take any risks that may cause harm. Millennials need bosses who are always involved with the work that they are completing. Working Millennials who do not have constant positive feedback and contact with their bosses create a negative workplace environment for everyone. When the workplace does not suit Millennials, it causes the employees to become unhappy and that shows in their work. On the other hand, Generation Xers tend to lean towards work environments where they

This is also part of why they like to change their jobs and careers more often than other generations; they don’t like that much sameness. Another issue is how their lives run. Generation Y is the busiest generation ever, particularly when younger, resulting in less free time, and may mean their lives are more scheduled. This can cause conflict when shifts need to be covered, and may make them more inclined to get shifts off, which others may see as issues. Gen Y has also begun to read far less, even over electronics, meaning they will take in much less from long written reports, policies, etc. Employers will need to either find an alternative, or offer multiple forms of communicating the information. For most of Gen Y, the more that is done using electronics, the better, making the key to a functioning workplace with Gen Y implementing technologies into how the workplace runs. A balance will have to be found, as the other generations are not as technologically inclined as Gen Y tends to be. Generation Y should be valued for their understanding of technology and insight into its uses. They will be capable of helping implement technology into the workplace, improving efficiency. Most importantly, they can assist older generations in understanding newer technology. A lack of experience only means they need to be taught, not that they will be incompetent. Generation Y