1. From Traditionals to Millenials: Leading Generations at Work
4/20/2017
From Traditionals to Millenials: Leading Generations at Work
Ken Eastman
Department of Management
Oklahoma State University
For the first time in our history, we have four different generations working together in the workplace. As we’ll discuss, this situation presents many opportunities and challenges. As we work to acclimate to a more diverse workforce, we must remember to make generational differences about or our discussion.
Ken Eastman - OSU

2. Caveats Generalizations, not stereotypes
Generations at Work
4/20/2017
Caveats
Generalizations, not stereotypes
Remember, individuals will differ within a generation
Some differences due to life-stage differences
Keep your mind and lines of communication open!
What is a Generation?
A society-wide group, who collectively posses a common persona
Generations are shaped by history and events, technological advances, social changes, economic conditions, popular culture, etc.
They also perceive themselves to have things in common
Ken Eastman - OSU

3. Four Generations Generation Birth Year % in the Workforce
Generations at Work
4/20/2017
Four Generations
Generation
Birth Year
% in the Workforce
Traditionalists
(Matures, Silents, Schwarzkopfs)
1922 – 1945 5%
Baby Boomers
(Boomers)
45%
Generation Xers
(Xers, Post Boomers)
40%
Millennials
(Generation Y, Nexters, Echos)
10%
There are no hard and fast rules about how generations are created and the dates I have used are a consensus of most researchers. There are currently two dominant views on the generations: one that there are four and the other five generations either at work or soon to be. We’ll look at the four approach first and it is probably the most well known.
Boomers rule! They are the largest generation of all time and they have set our country’s agenda for a long time.
Xers are the smallest generation but are beginning to reach key positions in organizations. Often overlooked because of the size of the Boomers and of the Millenials.
Millenials are young, brash, and often misunderstood.
Lancaster & Stillman, 2002
Ken Eastman - OSU

4. “Cuspers” Cusper Birth Years Traditionalist/Boomer 1940-1945
Generations at Work
4/20/2017
“Cuspers”
Cusper
Birth Years
Traditionalist/Boomer
Boomer/Xer
Xer/Millenial
Expanding on the dominant groupings, some researchers argue that there are “tweener” or transition generations that do not fit perfectly into one generation. They are on the “cusp” of two generations.
Trad/Boomer – old enough to relate to the work ethic of the trads, yet young enough to get excited about challenging the status quo with the Boomers. Experienced the transition from radio to TV.
Boomer/Xer – too young to protest in the 60’s and they became preppies. Graduated from college during the recession and had to scratch for a job. Experienced the first wave of video games and computers.
Xers/Millennials – have some of the cautiousness of the Xers and were the first generation to be told they would do worse than their parents. But they also were exposed to the optimism of the millenials brought on by economic success.
Often experience an identity crisis, because they do not completely fit with a particular generation. They can, however, be effective in helping generations understand each other. They bridge two generations and they can relate to both and help those generations interact more effectively.
Lancaster & Stillman, 2002
Ken Eastman - OSU

5. Five Generations Generation Birth Years Traditionalists 1922 – 1945
Generations at Work
4/20/2017
Five Generations
Generation
Birth Years
Traditionalists
(Matures, Silents, Schwarzkopfs)
1922 – 1945
Baby Boomers
Woodstockers
Generation Jones
– 16%
– 26%
Generation Xers
(Xers, Post Boomers)
Generation Yers
Millenials
1990-Present
Other writers draw finer lines among generations. This approach incorporates some of the “cuspers” ideas but also recognizes a difference between Yers and millenials.
In general the descriptions are similar but the Boomers are broken into two groups.
Woodstockers – doted on by parents they became the “me-generation”. The revolution many of them sought didn’t materialize so they poured their energy into work and a dual search for material goods and spiritual meaning.
Generation Jones – must like the cuspers. Missed the social rebellion of the 60’s and they were met with the disappointments of the 70’s – Watergate, gas lines, hostage crisis, & bad economy. Learned you had to struggle to fulfill your dreams and that change occurs from the inside, not outside. With no war of their own, they became “politely political”. Transition to the Xers.
Millenials are seen as distinct from Yers particularly when it comes to “hyper-parenting”.
Gravett & Throckmorton, 2007 and Martin & Tulgan, 2006
Ken Eastman - OSU

6. Five Major Life Shaping Forces
Generations at Work
4/20/2017
Five Major Life Shaping Forces
Parents/Family
Schools/Education
Religion/Morality
Friends/Peers
Media/Culture
After talking about this slide, break them into the generational groups and have them complete the “Generational Perceptions” sheet. Discuss
Ken Eastman - OSU

7. Traditionalists: Defining Events
Generations at Work
4/20/2017
Traditionalists: Defining Events
The Great Depression
The New Deal
World War II
GI-Bill
Golden Age of Radio
Things were scarce and life was a struggle for these folks. They became cautious and conservative. They learned to do without, delay gratification, and to be very frugal. They are patient and understand the value of doing grunt work when you are new to a job.
They became loyal and patriotic.
Ken Eastman - OSU

8. Traditionalists: Core Values
Generations at Work
4/20/2017
Traditionalists: Core Values
Loyalty
Commitment
Strong Work Ethic
Patriotism
Law & Order
Respect for Authority
Patience
Delayed Reward
Work hard, keep your mouth shut, and suck it up.
Things take time, so wait your turn.
Ken Eastman - OSU

9. Boomers: Defining Events
Generations at Work
4/20/2017
Boomers: Defining Events
Woodstockers
Civil Rights
Assassinations
Summer of Love
Vietnam War
Space Race/Moon Landing
Jones
Watergate
Gas Lines
Iranian Hostages
Women’s Liberation
They vowed to “never trust anyone over 30”, then settled in to run everything!
The negative events the Jones experienced erased some of the fervent social activism that the Woodstockers experienced. These events taught them the importance of working within the system and they became immersed in the world of politics.
Ken Eastman - OSU

10. Boomers: Core Values Optimism Idealism Personal Gratification
Generations at Work
4/20/2017
Boomers: Core Values
Optimism
Idealism
Personal Gratification
Promotion & Recognition
Competitiveness
Involvement
Lots of opportunity, because the world revolves around them. They literally shaped the world and the world molded to them.
They will work hard and they expect to be personally rewarded for it.
Learned to play the game and play it well…they run most things now!
Ken Eastman - OSU

11. Generation Xers: Defining Events
Generations at Work
4/20/2017
Generation Xers: Defining Events
Milk-carton Kids
Challenger Disaster
Single Parent Homes
Latchkey Kids
MTV
AIDS
Personal Computers
Maybe the first generation to not have clear heros, or at least they were the first to have heros who were not that grand. No John Waynes nor Roy & Dale.
The expansion of technology and media eroded the American mystique and the nobility that it carried. Some researchers contend that this generation was often an after-thought for their parents, since they were consumed with their own lives. Children were not the center of the families.
Drugs, AIDS, child molesters, and drunk drivers created an environment of fear and uncertainty. They did not have the simple, care-free childhood of the Boomers. They were also left alone much more often and at an earlier age than other generations.
Ken Eastman - OSU

12. Generation Xers: Core Values
Generations at Work
4/20/2017
Generation Xers: Core Values
Skepticism
Resourcefulness
Self-Reliance
Pragmatism
Free-Agency
Balance in Life
Informality
They do not trust organizations – companies, religions, political parties etc.
Feel they have to take care of themselves and that they cannot rely on others for help.
They developed a short-term perspectives because they didn’t trust employers to have their long-term interests at heart. Became the first generation to jump jobs to seize better opportunities. Became career-oriented, not company-oriented.
The birth of casual days!
Don’t worry so much about rules and expectations.
Ken Eastman - OSU

13. Generation Yers: Defining Events
Generations at Work
4/20/2017
Generation Yers: Defining Events
Oklahoma City Bombings
Schoolyard Shootings & Violence
Clinton/Lewinsky Scandal
Technology
Globalization
9/11
A number of potentially devastating events occurred in their youth. Things that shattered some of our feelings of security.
At the same time technology seemed to be in hyper drive and the speed of everything seemed to accelerate. Instant messaging and texting become the preferred method of communication.
A very ethnically diverse group.
Ken Eastman - OSU

14. Generation Yers: Core Values
Generations at Work
4/20/2017
Generation Yers: Core Values
Realistic
Hopeful
Socially Conscious
Confidence
Morality
Expressive
Diversity
Strong parental attention helped modified the effect of many negative events on these kids. They see possibilities and feel obligated to make the world a better place. Are more open to different people and experiences.
Believe strongly in the value of education. Want to continually learn and grow by using the latest technology. They feel connected to each other and the planet.
Less likely to abuse drugs, engage in promiscuous sex, and break the law.
Passionate and very confident that they can and will make a difference in the world. Some have called them the next “Greatest Generation”.
Millennials are seen to be an extension of these values – “uber-Gen yers”!
Ken Eastman - OSU

15. Millenials 9/11 Helicopter parents German reunification
Generations at Work
4/20/2017
Millenials
9/11
Helicopter parents
German reunification
Soviet Union collapses
Gulf war
Space station launched
A combination of tragic and uplifting events.
Parents lavished attention on kids. Family life revolved around kids and kids were nurtured and developed.
is slow for these kids. Instant messaging is important.
Will be the most ethnically diverse group with over 1/3 being non-Caucasian.
Ken Eastman - OSU

16. Millenials: Core Values
Generations at Work
4/20/2017
Millenials: Core Values
Still being discovered
“Uber-Gen Yers”
Strong parental attention helped modified the effect of many negative events on these kids. They see possibilities and feel obligated to make the world a better place. Are more open to different people and experiences.
Believe strongly in the value of education. Want to continually learn and grow by using the latest technology. They feel connected to each other and the planet.
Less likely to abuse drugs, engage in promiscuous sex, and break the law.
Passionate and very confident that they can and will make a difference in the world. Some have called them the next “Greatest Generation”.
Millennials are seen to be an extension of these values – “uber-Gen yers”!
Ken Eastman - OSU

17. Generations at Work
4/20/2017
Clashpoints
Collisions at work between people of two different generations
Occur around career goals, rewards, balancing work and home, retirement and having fun at work
People from different generations have different values, views of authority, and communication styles
The different generational experiences has created different interpretations of how we should conduct ourselves and how we relate to organizations.
Lancaster & Stillman, 2002
Ken Eastman - OSU

18. Authority Generation View Traditionals Chain of Command Boomers
Generations at Work
4/20/2017
Authority
Generation
View
Traditionals
Chain of Command
Boomers
Change of Command
Gen Xers
Self-Command
Gen Yers
Collaborate, not Command
From loyalty and order to flexibility and team-work.
Traditionals have a more military-oriented mentality. Follow the chain of command and obey your superiors.
Boomers rebelled against the command and control and challenged authority. They did not believe they should blindly follow orders and saw political maneuvering as the key to getting what they needed.
Xers don’t believe in hierarchy or politics. They believe they should be given the right to make decisions about what they do. They hate mindless procedures and just want to be able to do what is needed. Xers do not like groups as Yers…they prefer greater independence.
Yers were raised in a participative environment with parents who asked them what they wanted to do. As such, they believe that we should work together to make decisions. They will be difficult to bully because they are used to standing up for themselves. They respect authority but are not awed by it. They also want to know “why” things need to be done.
The Boomers started the trend and younger generations have followed it…authority isn’t that big a deal. Younger workers believe that if they have the goods, they should be allowed to make the decisions. Seniority is an antiquated concept.
Ken Eastman - OSU

19. Work-Life Balance Generation View Traditionals
Generations at Work
4/20/2017
Work-Life Balance
Generation
View
Traditionals
Support me in shifting the balance.
Boomers
Help me balance everyone and find meaning.
Gen Xers
Give me balance now!
Gen Yers
Give me flexibility.
It’s a matter of balance of time and mind…people want to feel they are centered. Traditionals and Boomers do not thing that Xers & Yers have earned the right to ask for balance. If we have flex-time, who will do the work?
Traditionals believe they have earned the right to a little flexibility but most are so loyal, that they feel guilty about taking time off. They also worry about their self-worth after retirement…they need help with this.
Boomers are competitive and politically savvy. They know the importance of being seen at work. Ever the idealists, they are seeking their life’s purpose.
Xers hate meetings, being micro-managed, and political actions. They don’t believe they should “earn” balance, but rather they need it now. Xers have helped spur changes such as telecommuting and flex-time. Older workers see problems with these arrangements, younger ones don’t. Getting the work done, not how much time you spend on the job, should be rewarded.
Yers were raised to be active and involved. They multi-task and spread themselves thin. They learned to juggle activities and they want work and their life to be a seamless blend of time.
Ken Eastman - OSU

20. What Younger Workers Want in a Boss
Approachable
Active listener
Supports life-balance
Provides regular feedback
Doesn’t micro-manage
Encourages growth

21. Younger Workers Need to “Manage Up”
Show some loyalty
Have some patience
Be a team player
Appear positive
Make your boss look good
Lancaster & Stillman, 2002

22. Generations at Work
4/20/2017
Summary
Generations should be a part of any diversity management program
Be aware of generalizations, but be wary of stereotypes
Be open to differences
We were all “young” once!
Ken Eastman - OSU