Generational differences are often ignored today. Everybody knows they exist but who really knows the mechanics behind them? Why do people from one generation think differently than people from another? I'll take a look at the characteristics of different generations and try to find similarities and differences. To understand why some people function well together, I'll try to define the major generational groups. There are many differences, which when properly utilized can complement each other. This aspect of diversity is important to understand if one is going to be successful working with others.
Baby Boomers
Born between 1946 and 1964, this generation grew up during exciting and turbulent times in the United States. The Vietnam War, the Kennedy and King assassinations, the Civil Rights movement, and women's movement all profoundly affected the way Baby Boomers think and act today. Space exploration was at its genesis and long-distance travel by airplane became more common as America prospered. This generation had far greater social, educational, and financial opportunities than their parents, which led to higher levels of optimism and personal achievement.
Baby Boomers tend to value individuality, creativity, and individual choice. Many were politically active growing up and maintain this interest today. In the workplace, the homogeneity of previous generations has given way to more racial and gender diversity. Today, this generation engages in activities that promote health and wellness, and is very interested in personal growth and fulfillment.
At work Baby Boomers tend to be goal-oriented, with a positive attitude. With the oldest of this generation reaching into their sixties, they've spent a lot of time on teams. Team-building, collaboration, and confident group decision making are hallmarks of this generation. They don't like conflict, so seeking a workable solution or negotiating an acceptable outcome for all parties is viewed favorably.
Baby Boomers derive much of their sense of self-worth and identity from work, so don't expect them all to retire at the traditional age of 65. Medical advances and this generation's commitment to health and financial stability may mean a gradual transition to retirement.
Gen X
The societal issues that influence this generation, born between 1965 and 1982, were tinged more with scandal than ideological conflict. Events such as Three Mile Island, the Iranian hostage crisis, the Clarence Thomas Supreme Court appointment hearing, and the Clinton-Lewinsky scandal all left their marks. Parents of Gen X children divorced more frequently than previous generations.
Television was the babysitter for many of these children, who were called "latchkey kids" because they had parents still at work when they came home from school. From this early introduction to independence, Gen Xers learned to be autonomous and self-reliant. They were certainly not coddled or fussed over. Technology innovation really took off during this generation. Computers shrank drastically in size and handheld calculators became common. This generation grew up with many technologies, such as the personal computer and computer games, and is quite comfortable using new devices when they emerge.
The values most frequently associated with this generation include autonomy, pragmatism, and a fondness for irony. There is a strong need to make a contribution and gain both feedback and recognition for it. With a strong independent streak, Gen Xers must work a bit harder on teams but can add great value when they do. This generation is not easily satisfied with mediocrity and wants to be productive and deliver top-quality results. After watching their parents work long hours and sacrifice time with their families, many Gen Xers vowed to achieve greater work-life balance. They don't "live to work," but rather "work to live" and are proud of it. This attitude can have implications for work teams that may have to put in nights and weekends to meet project deadlines or client expectations.
Gen Y
Most college students today are part of Gen Y, which is over 70 million strong and is born between 1983 and 2003. Parent of Gen Y are likely to be baby boomers who have indulged them from birth. The self-esteem movement in schools, coupled with a parental move that they are special, has led this generation to be optimistic about future success and they may even feel somewhat entitled to it. Gen Yers have been praised for doing everything and anything, from just showing up to real achievement against competitive standards. In the workplace, this generation tends to expect reward and recognition frequently.
Not everything has been rosy for this generation. Disasters such as September 11 and the Columbine school massacre have profoundly shaken their foundation and produced a deep-seated need for security. As a result, this generation lives for today, and has a short event horizon. The need for immediacy is evident in nearly everything, from communicating with friends via instant messaging or text messages, to doing online schoolwork that auto-grades the submissions and provides instantaneous results. This generation watched previous generations go through corporate downsizings and layoffs, which has given them the sense that work is temporary. As a result, they tend to job-hop and display lower levels of commitment if their employers don't satisfy immediate need for security and recognition.
Technology, as defined by parents and older generations, isn't really technology at all to Gen Y. Having grown up with, and been given, the latest gadgets and devices to emerge from the research labs, this generation has seamlessly assimilated everything new into their lives with a seemingly insatiable appetite. Learning to use new devices is no big deal, especially if it makes keeping in touch and socializing more fun. With real-time media feeding current events, celebrity news, reality TV shows, and war news constantly to digital devices this generation is never unplugged for very long. Multitasking when using new technology is common and viewed as normal among peers.
This generation is no stranger to teams because they've played on them from their earliest years. The education system has supported them through initiatives for the No Child Left Behind Act, and their peer groups are more likely to be ethnically diverse. With a preference for structure, they are accepting of working in groups and often prefer it to individual task assignments.
Hopefully an understanding of different generations and their benefits and individual preferences can go a long way toward successful team accomplishments. This little writing helped me to better understand others around me and the values their generation may have impressed upon them. My future assignments in this business class will be done on a team level, with grades based on assignment completion, cooperativeness, and peer evaluations.
The content for this post was largely taken from a textbook- Soft Skills at Work: Technology for Career Success, 2009 Course Technology, Boston, MA, written by Beverly Amer, who just happens to be a CIS professor here at NAU, and also happens to be this year's honored Homecoming Dedicatee. The Homecoming Dedicatee gets a banquet awards dinner in her honor and gets a ride in the parade downtown. Thanks to Beverly for her efforts and insight that provided the inspiration for this post.