1. University of Missouri Extension

2. Generational differences may influence behavior; however, this does not mean that generational differences determine adult interactions.

3.  The shared events and conditions each of us experience during our impressionable years help define the generation we grew up in.  The generation we grow up in is just one of the influences on adult behavior.

4.  Traditionalists (Matures): born 1922-1945  Baby Boomers: born 1946-1964  Generation X: born 1965-1980  Millennials (Generation Y): born 1981-2001 67 – 90 yrs old) 48 – 66 yrs old 32 – 47 yrs old 11 – 31 yrs old

5.  Traditionalists (Matures): born 1922-1945  Baby Boomers: born 1946-1964  Generation X: born 1965-1980  Millennials (Generation Y): born 1981-2001 78 million 41 million 80 million

6. Traditionalists:  Great Depression  FRD – One President  World War II  Radio  Korean War

7. Traditionalists:  Hard workers  Dedication & sacrifice  Respect for rules  Duty before pleasure  Honor, loyalty without questioning

8. Boomers:  Civil Rights Movement  Sexual Revolution/ Rock and Roll  Cold War  Space travel  Assassinations

9. Boomers:  Optimism, energetic  Solved problems by changing the rules  Hierarchy at work  Personal gratification  Live to work – their sense of identity

10. Xers:  Watergate  Women’s Liberation/Latch Key kids  Energy Crisis  Space Shuttle Challenger explodes  PCs and technology

11. Xers:  Accept Diversity  Techno literacy  Fun and informality  Self-reliant/ independent  Pragmatic/practical  Good problem solvers

12. Millenials:  Oklahoma City bombing  Columbine School shootings  9/11  Child focused world  Clinton / Lewinsky  Technology Explosion

13. Millenials:  Respect Diversity  Techno embracing  Confident/Sense of entitlement  Volunteering/civic minded  Live in the immediacy of the moment  Good problem solvers if they are given choices

14. Traditionalists: respect for authority Boomers: Optimism, involvement Gen Xers: skepticism, fun, informality Millennials: realism, confidence, extreme fun, social

15. Traditionalists: “Your experience is respected.” Boomers: “You are valued and needed.” Gen Xers: “ Do it your way”; “The rules are just guides.” Millennials: “You will work with other bright, creative people”; “You will learn from your co- workers.”

16. GenX supervising Millenials Very independent Very Dependent Millenials supervising Boomers Not automatically respectful Automatically respectful Boomers supervising Xers and Millenials Workaholic Work/Life Balance Xers & Millenials supervising Traditionalists and Boomer Tech Savvy Not Tech Savvy Other issues?

17. What does a successful work environment look like? Worksheet (pg 3)

18. What does a successful work environment look like? Optimistic and clear leadership Teamwork Engaged and contributing employees Work that challenges and fulfills Work that meets a need Clear expectations Happy/content employees Secure in budget/future Fun and fulfilling work relationships – co-workers and supervisors Continuing Professional Development

19. Worksheet (pg 1)

20. Years of service, hard work, tradition, following rules, loyalty, respect authority  Baby Boomers:  Traditionalists: Training, teams, working long hours, moving up based on seniority, evaluation once a year  Generation X: Work smarter not longer, pro-active approach to their career, need to see the reason for the task, value time off, give them structure, they will provide you feedback  Millenials: Hard workers but like to have fun, comfortable with mistakes, work with the community, willing to take on projects, like immediate and often feedback

21. What steps are needed in order to ensure we have a successful multi-generational environment? What is changing on the workplace horizon? Worksheet (pg 3)

22. What are the plusses of each generation that we should be taking advantage of? Worksheet (pg 2)

23.  Zemke, Ron; Raines, Claire and Flipczak, Bob. Generations at Work: Managing the clash of Veterans, Boomers, Xers, and Nexters in Your Workplace. New York. AMACOM, 2000.  Lancaster C., Lynne, Stillman, David. When Generations Collide. Harper Collins, 2002  Center for Generational Studies  Office of Institutional Equity, Duke University  Nemiro, Jill; Beyerlin, Michael; Bradley, Lori; Generational Differences in Virtual Teams. Jossey-Bass 2008