Perspectives, Values and Issues

Across the Generations

Implications for the Workplace

Breda Bova, Ph.D.University of New Mexico

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Work underlies the very concept of who we are—changes in society, technology and life expectancy

have influenced how, where and why we work. The workplace is now our most

diverse national institution—and its diversity will only grow.

A Nation at Work, 2003

Pigeonholing

If this information is used to pigeonhole people,

it will become a dangerous weapon.

When we use it to ask ourselves, “How can I be more effective?” or

“How can I better understand behavior?”

it can be a valuable tool.

Key Demographics

In 1900 there were 13 million people in the U.S. over the age of

45. Today there are nearly 100 million.

Fastcompany, 2004

Key Demographics

Between 2010 and 2020, 70 million Americans will retire, while only 40 million will enter the workforce.

By 2020 the key age group of employees (ages 25 to 44) will shrink by 3%, while those aged 55 to 64 will grow by 73%, those aged 65 and older will grow by 54%.

The aging workforce is a global issue—by 2050, China will have more people over age 65 than the rest of the world combined.

2010 Meltdown, 2005

Key Demographics

According to estimates released in February 2005 by the United Nations, the fertility rate in the United States is projected to fall below ‘replacement’ level by 2015 to 2020, declining to 1.91 children per woman (lower than the 2.1 children per woman rate needed to replace the population).

Key Demographics

One in three American workers are chronically overworked, with job-related stress varying significantly by age, employment situation, and demands at home.

70 percent of employees say that family is their most important priority. (Ranstad North America survey, 2002). This compares to 54% in 2000.

In 70 percent of American families, all parents are already working—the reverse of 1960 when 70 percent of all families had at least one parent at home full-time.

More than 1/3 of employees (36%) do not plan to use their full vacations.

Source: Families and Work Institute, 2005

Key Demographics

More than 20% of households indicate they are responsible for some or all of the care of elderly relatives.

The number of professional women working part time—by choice—has risen 17 percent from 1994, to 2.9 million according to the U.S. Bureau of Labor Statistics.

Bailyn, 2001

CIVIC ENGAGEMENT TRENDS

Turnout among 18-29 year old voters increased by more than 2 million in the 2006 elections compared to 2002.

Volunteerism by college students increased by 20% from 2002 to 2005.

There is a large and growing civic divide between those with a college education and those without one.

National Conference on Citizenship, September 2006

Educational Trends

In the United States today, according to the U.S. Department of Education, we have over 90 million people whose literacy and numeracy skills are below the tenth-grade level.

There is a tendency to equate convenience with quality in education.

Recent research from the Center for Academic Integrity shows that 70% of post-secondary students admit to cheating on tests, and 84% admit to cheating on term papers.

By 2016 women, are projected to earn 60% of bachelor’s, 63% of master’s and 54% of doctorate and professional degrees.

Forty percent of students reported that the television was their primary source of obtaining news while 34 percent reported that websites were their primary source (newspapers were the primary source for 11 percent and radio for 8 percent).

90% of the fastest growing jobs require post-secondary education.

Strategic Planning Trends, December 2003

Educational Trends

Half of what students learn in their freshman year about the cutting edge of science and technology is obsolete, revised or taken for granted by their senior year.

All signs indicate that corporate involvement in public schools will continue to increase over the next decade.

In 2003 there were more women enrolled in Higher Education than men.

Today’s college grads have spent less than 5,000 hours of their lives reading but over 10,000 hours playing video games and over 20,000 hours watching TV.

Grade inflation. Expectations Gap.

From The Futurist, 2003

A Generation Defined

“Generation” is defined as a group of people who share the same formative experiences.

These experiences bind people that are born in continuous

years into “cohorts”--a group of individuals that have a demographic statistic in

common.

Birth Year

Most frequently, demographers use birth

year as that common statistic.

Generations Are Shaped by Formative

Events

To a great extent, the personality of a generation is formed by the seminal events that take place from the early to middle years of its members.

Generational Traits, Characteristics and Values Are Not Universally Shared

Not every member of a particular generation will share everything in common with other members of that generation.

The Generation Gap

The Generation Gap is most apparent in the workplace. Other than the family, it is the place where we interact with our generations.

The Challenge May Come from Interactions with

Your supervisor Instructor of students An employee Co-worker Client or even a vendor

As with other diversity issues such as age, gender, ethnicity and race,

examining and understanding generations has become an increasingly important part

of maximizing organizational effectiveness.

A Few Specific Differences Between Generations

Include:

Communication styles and expectations

Work styles Attitudes about work/life balance Comfort with technology Views regarding loyalty and

authority Acceptance of change

The Four Generations

The Silent Generation (1925-1942) Approximately 63 million

The Boom Generation (1943-1961) Approximately 77 million

Generation X (1962-1981) Approximately 44 million

Generation Y (1982-1998) Approximately 70 million

Generation Z (2001-Present)

The Four Generations that remain in the workplace today

are:

Generations

Silent Baby Boomer Gen X Gen Y

Outlook Practical __________ ________ ______

Work Ethic ________ Driven ________ ______

View of Authority

________ __________ Unimpressed

______

Leadership by

________ Pay your dues ________ ______

Relationships

________ __________ Reluctant to commit

______

Work/Life Balance

GenerationsSilent Baby Boomer Gen X Gen Y

Outlook

Work Ethic

View of Authority

Communications

Relationships

Work/Life Balance

Practical

Dedicated

Respectful

Formal Memo

Self-sacrifice

“Don’t get it”

Optimistic

Driven

Pay your dues

In Person

Personal gratification

Responsible balancing for everyone else

Skeptical

Free Agent

Competence

E-Mail or Voicemail

Reluctance to commit

Want it now

Cautious

?

?

Text/ Skype/ IM

Inclusive

Flexibility and options

Approach to Change

SilentsReady-Ready-Ready-Aim-Fire!

Boomers

Ready-Aim-Fire!

Xers

Ready-Fire-Aim!

(Learn – Experiment – Adapt)

Ys

Fire-Fire-Fire-Aim-Fire!

Silent Generationaka

Veteran Generation WWII Generation Seniors Geezers Radio Babies

Seminal Events

World War II The Great Depression The New Deal Korean War Rise of Labor Unions

Characteristics of Silents

Postpone Gratification Risk Aversive Loyal

Family Country Job

Respectful Communication Adherence to Rules

Paying Your Dues

They were prepared to endure situations or master a body of knowledge.

They were willing to demonstrate respect for those who came before them.

Age and experience counted.

Baby Boomer Update

30% of the Baby Boomer generation are grandparents.

28% who are grandparents have divorced, remarried and have second or third sets of children. In some cases our children are playing with our grandchildren.

Baby boomers are on the brink of retiring in droves leaving behind the largest labor shortage in history.

80% indicate they plan to work past age 65. Will control the workplace until about 2015

Baby Boomer Characteristics

Largest Generation: 77 Million Optimistic Redefined Roles Management by Buzz Word Skewed Work/Life Balance Brought Up in a Competitive

Environment Will Revolutionize Retirement “Work Ethic” and “Worth Ethic” Are

Synonymous

The Baby Boomers

Seminal Events1954 McCarthy HCUAA hearings begin1955 Salk Vaccine tested on the public and

Rosa Parks refuses to move to the back of the bus in Montgomery, AL

1957 First nuclear Power Plant and Congress passes the Civil Rights Act

1958 National Defense Education Act1960 Birth control pills introduced and John

Kennedy elected

The Baby Boomers

1961 Kennedy establishes Peace Corps1962 Cuban Missile Crisis and John Glenn

circles the earth1963 Martin Luther King leads march on

Washington, D.C. and President John Kennedy assassinated

1965 United States sends ground combat troops to Vietnam

1965 Higher Education Act1965 National Organization for Women

founded

The Baby Boomers (continued):

1966Cultural Revolution in China1967American Indian Movement

founded1968Martin Luther King and Robert F.

Kennedy Assassinated1969First Lunar landing and Woodstock1970Kent State University shootings

What the Other Generations Think About

the Baby Boomers

Silents say… “They talk about things they ought

to keep private… like the intimate details of their personal lives.”

“They are self-absorbed.”

What the Other Generations Think About

the Baby Boomers

Gen Xers say… “They’re clueless about

the future.” “They’re workaholics.” “They’re too political,

always trying to figure out just what to say…to whom…and when.”

“Get outta my face.”

“They do a great job of talking the talk. But they don’t walk the walk.”

“Lighten up; it’s only a job.”

“What’s the management fad this week?”

“Can’t make a decision without forming a committee.”

What the Other Generations Think About

the Baby Boomers

Gen Y say… “They’re cool. They’re up to date

on the music we like.” “They work too much.”

Managing Baby Boomers

Recognize their experience as a valuable asset

Use them as mentors Recognize role overload and

conflicting demands Assist with time demands Recognize Technology Challenges

GENERATION X

“Twentysomethings”“Baby Busters”

“The Thirteenth Generation”

Gen X Update

Generation X is moving into its peak family raising years.

Census data shows an increase in stay-at-home Gen X moms. The increase is most pronounced among college graduates. Many indicate they are looking for a less “frazzled” lifestyle.

40% indicate they have too much debt to consider saving.

Thirty percent have college degrees.

Gen X Seminal Events

1971 Intel’s first chip developed 1972 First e-mail management program 1975 Personal computer introduced on the

consumer market 1981 Centers for Disease Control’s first

published report on AIDS 1981 Reagan assassination attempt 1984 Extensive corporate downsizing

begins 1986 Challenger explosion

Generation X Characteristics

Dedicated to people, projects, ideas and tasks, not to longevity and lifetime employment

They are parallel thinkers They are independent and resourceful They are accepting of change They “Want it now!” They are comfortable with diversity They have expectations of balanced lifestyles They view mentoring as a right not a privilege They have a free agent approach to careers

What Xers Want in the Workplace

They want flexibility They want to be developed They want to be engaged They want affiliation They want us to “lighten up” They want to be appreciated They want balance

Managing Gen Xers

Frequent Feedback Limit the Bureaucracy Give them plenty of “elbow

room” Understand your overall

employee motivation package Give them work they can

“juggle”

GENERATION Y

Also known as:“Net Generation”“Echo Boomers”

“Digital Generation”“Generation Next”“.com Generation”

“Point and Click Generation”Generation Stress”“Digital Natives”

Gen Y Update:

72 million, second in size to the Baby Boom Generation.

90% say they are close to their parents. Most ethnically diverse group in U.S. history. 78% believe spirituality is important. Nature Deficit Disorder. More conservative than their parents. Kiddie Migraines. Many have been raised by “Helicopter”

parents. They’ve been over parented, overindulged and

overprotected.

U.S. News and World Report, November 2003

GENERATION Y CORE VALUES INCLUDE:

Optimism Volunteerism; i.e., 700

chapters of Habitat for Humanity in high schools

Inclusiveness Collective Action Speed

The oldest Millennials were born in 1980, the

year:

John Lennon is assassinated by Mark David Chapman.The U.S. Supreme Court allows patents on living organisms.Mount Saint Helens erupts, killing 60 people.CNN is launched as the first all news network.Japan passes the U.S. as the largest automaker.Bill Gates licenses MS-DOS to IBM, makes next to nothing on the deal.

Mindlist to assist managers in thinking about what their new employees have experienced and what they have never experienced:

The Kennedy tragedy was a plane crash, not an assassination.

A “45” is a gun, not a record with a large hole in the center.

They have no clue what the Beach Boys were talking about when they sang about a 409, and the Little Deuce Coupe.

They have probably never lost anything in shag carpeting.

M*A*S*H and The Muppet Show have always been in reruns.

There have always been automated teller machines. Watergate is as relevant to their lives as the Teapot

Dome scandal.

Mindlist to assist managers in thinking about what their new employees have experienced and what they have never experienced (continued):

There has always been a national holiday honoring Martin Luther King, Jr.

Bear Bryant has never coached at Alabama. Elton John has only been heard on easy-listening

stations. Most have never seen a black and white T.V. They have never used a bottle of White Out. “Google” has always been a verb. They grew up in mini-vans and have no clue as to what

a station wagon is.

Generation Y Characteristics

Using computers since Pre-Kindergarten E-Learners In a state of continuous partial attention Used to instant communication Accustom to giving feedback Many are into “Extreme Sports” Expect frequent and/or constant feedback Optimistic Speed is valued more than attention to

nagging detail Oriented toward collective action

Career Development Trends

Young adults entering the workforce will change jobs approximately every 2-4 years.

More people will be free agents. A hop-scotch approach will replace

linear career pathing. In the future, employees will look to

work for 8-10 years, then take time off, like a sabbatical.

Career Development Trends

Flexible Employment Will Gain Popularity As more people work flexible hours,

work from home and use technology to work for employers in distant locations, the traditional workday and workweek will further erode.

Part of this movement will be driven by parents who want to spend more time with their children.

Career Development Trends

We see the apparent downtrend in career ambition as the real revolution,

where very sizeable numbers of women and men are working hard,

but not wanting the trade-offs they would have to make

by advancing into jobs with more responsibility.

Building Bridges Across Generations

Wishing people were more like you is not a strategy.

Respect Work Life Balance Building communities Discuss definitions of ‘professionalism’ Leverage Connections in the workplace Professional development of managers Conduct a demographic audit of the

workplace

QUESTIONS