Can You Trust Anyone Under

30?Camille Colvin , Lacey

Holtzen, Michelle Karns, Cris MeriaImage retrieved from

http://www.mosatlanta.com/blog/wp-content/uploads/2010/06/inspiregroup1.jpg

A generation is comprised of people born

during the same time period who share social

and historical perspectives.

Preview of Points

Outline of Case Study

Workplace Challenges

Baby Boomers

Generation X

Generation Y

Theoretical Basis

An Economist’s

Perspective

Takeaways

Points to Ponder

References

Can You Trust Anyone Under 30?

According to Conrad & Poole (2012), generational differences are an emerging workplace conflict.

Three generations dominate the workplace Baby Boomers Generation X (Gen X) Millennials (also called Gen Y)

Divergent backgrounds exist (family, economics, technology)

Attitudes toward employment differ (expectations, styles of communication, loyalties)

Workplace Challenges

To learn how generational differences may impact the workplace, watch Associated Bank NA’s (2013) educational film for businesses, Overcoming the Generational Divide. The film notes perceived differences in the following areas:

Communication (written and verbal)

Conflict management

Satisfaction and morale

Performance and productivity

Professional etiquette and grooming

Hiring and retention

Baby Boomers Born 1946-1964

79,000,000 Americans

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Baby Boomers’ Perspective

According to Hahn (2011), Baby Boomers share the following background and characteristics: Raised during a time of economic prosperity and

optimism Grew up with a clear division of gender roles and

low divorce rate Experienced the Vietnam War, the Apollo 11

moon landing, and the Civil Rights Movement Prefer “face-time” at the office Are comfortable working in hierarchical

organizations Demonstrate a strong sense of self, leadership,

and entrepreneurship

Baby Boomers’ Values

Hahn (2011) notes that Baby Boomers share the following values:

High social involvement

Strong work ethic

Willing to work long hours

Exhibit loyalty and leadership in the workplace

Desire job security

Want to make a difference

Baby Boomers’ Expectations

Hahn (2011) indicates that Baby Boomers: Expect hierarchical organization, pay dues

and work way up the ladder Benefits including paid time off, sabbaticals,

family leave, investment planning

Hard work and sacrifice is directly related to success

Health and well-being

Loyalty to and from company

Baby Boomers’ Communication

Need for face-to-face meetings

Value of hierarchy, structure, tradition

Expect life to revolve around work

Like to work in a collaborative team environment

Prefer group decision-making

May feel insulted by constant feedback

Generation X

Born 1965-197649,000,000 Americans

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Generation X’s Perspective

According to Hahn (2011), Gen X members share the following background and characteristics:

Raised during a time of economic downsizing and uncertainty

Grew up as latch key kids with increasing divorce rates and dynamic gender roles

Experienced downsizing economy, the Cold War, the Three Mile Island disaster, and President Nixon’s resignation

Accustomed to change and make good change agents since they readily adapt to their environments

Generation X’s Values

Hahn (2011) indicates that Gen X members share values which include:

Work life balance, including flexible work schedules

Technical acumen supported by continuous learning and skill development

Independence and freedom, including the ability to rebel

Precedence given to accomplishments over an 8 hour work day

Caution and risk aversion

Loyalty to employer not perceived as a value

Generation X’s Expectations

Hahn (2011) reports that members of Gen X have workplace expectations that include the following:

Each job will be just a step up the ladder, not an identity

Businesses and people will do what is best for themselves

Freedom will be given to self-direct

Feedback and recognition will be provided

Untrustworthy employers and peers will create an environment that lacks job security

Generation X’s Communication

According to Hahn (2011), Gen X members have the following communication preferences and perceptions:

Like to receive feedback

Need to question authority

Think that everything is negotiable

Display a low desire for social involvement

Millennials(Generatio

n Y)Born 1977-1997

73,500,000 Americans

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Millennial Perspective

According to Hahn (2011), Millennials share the following background and characteristics:

Raised in a self-centric environment with disposable income and security

Experienced the Oklahoma Bombing, 9/11, and the proliferation of technology

Had older parents with a high divorce rate

Known as multi-taskers with a strong focus on technology & education

Millennial Values

According to Hahn (2011), Millennials share values that include:

Strong social involvement with an emphasis on social networking

Personal growth

Devotion to the greater good

Work life balance

Informal organizational structures and dress codes

Loyalty to themselves and to community

According to Hahn (2011) Millennials have the following expectations:

Career should be purposeful, fulfilling, and balanced with personal life

Jobs and careers will change many times

The ability to make changes in organizations and immediately work on top projects with top officials should be an entitlement

Wellness benefits, including a flexible work schedule, telecommuting, and work-share options should be standard

Millennial Expectations

Hahn (2011) indicates that Millennials:

Prefer collaboration over hierarchy

Seek positive reinforcement

Integrate technology into workplace communication and rely on it for social connectivity

Expect to share their ideas, be given important projects, and have high visibility

Millennial Communication

Theoretical BasisCommunication as RelationalityCeleste M. Condit

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interpersonal-communication-skill.jpg

Communication as Relationality

According to Condit (2006):

People communicate to maintain relationships

Communication changes those relating to each other

Communication is understood through the lens of personal perspectives with a purpose related to a specific Time Place Social or cultural context

Communication as Relationality

Condit (2006) notes:

Society isolates, aggregates, and labels groups like generations for convenience

People identify more intensely with groups they are closer to physically or socially

Similarity and difference both impact relationships

Communication apprehension may occur between groups due to perceived differences in experience, power, or credibility

An Economist’s PerspectiveMillennials and the World of Work: An Economist’s Perspective

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An Economist’s Perspective

Levenson (2010) makes the following assertions regarding generational differences in the workplace:

Perception of differences does not prove actual differences exist

“Each generation goes through a natural life cycle evolution in their attitudes toward and decisions about work,” so stage of life should be considered (p. 258)

No data exists to compare decisions of previous generations to those of Millinnials during similar stages of the life cycle

An Economist’s Perspective

According to Levenson (2010), the following factors should be considered:

Social norms change slowly, and are likely unrelated to the emergence of a new generation

“Quite different stereotypes about the same generation at different points in time were put forth as part of the conventional wisdom,” so perceptions of Millennials are likely to change (p. 260)

Economic and environmental factors contribute to Millennials’ attitudes and behavior and may impact how they are perceived

TakeawaysKey findings supported by research

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Key Findings

Differences between generations are perceived in the workplace Baby Boomers live to work, but Gen X and

Millennials work to live Baby Boomers believe people should do what they

are told, but Gen X and Millennials expect to be listened to and valued

Perceived differences may cause divisions Baby Boomers feel respect must be earned Both Gen X and Millennials feel they are entitled

to respect and the ability to question authority

Key Findings

Features believed to differ between generations include: Influences Environment Motivations Expectations Communication styles Backgrounds Work habits Use of technology

Note: For a humorous take on perceived generational differences in the workplace, watch The O’Shea Report.

Key Findings

Employers can improve communication and work environments by focusing on: Ethics Wellness benefits Communication Collaboration Flexible structure Succession planning

Perceived differences may not be actual differences

Points to PonderPlease consider and respond to the following questions.

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Points to Ponder

Based on the dates cited, which generation (Baby Boomer, Gen X, or Gen Y) do you belong to?

Which values associated with your generation do you identify with most closely? Which values do you identify with least?

What are two misconceptions you had or have about another generation?

After learning more about this concept and watching the videos, how can you change those misconceptions?

References

Conrad, C. & Poole, M.S. (2012). Strategic organizational communication in a global economy, 7th ed. Malden, MA: Wiley-Blackwell.

Condit, C. (2006). Communication as relationality. In G. Shepherd, J. St. John, & T. Striphas (Eds.), Communication as perspectives on theory (pp. 3-12). Thousand Oaks, CA: Sage Publications, Inc.

Gibson, J., Greenwood, R., & Murphy, E. (2009). Generational differences in the workplace: Personal values, behaviors, and popular beliefs. Journal of Diversity Management, 4(3).

Hahn, J. A. (2011). Managing multiple generations: Scenarios from the workplace. Nursing Forum 46(3), 119-127.

Associated Bank, NA. (2013). Overcoming the generational divide. Retrieved from http://knowledgecenter.associatedbank.com/Business-Insights/Resources/Video-Overcoming-the-Generational-Divide

Levenson, A. R. (2010). Millennials and the world of work: An economist’s perspective. Journal of Business and Psychology, 25, 257-264. doi: 10.1007/s10869-010-9170-9

The O’Shea Report (2011). The O’Shea Report: Generations at work. Retrieved from http://www.youtube.com/watch?v=V2k3Mx07B9I