ANNEX 3 – GENERATION VALUES The Traditional Generation [Born 1922–1945] The Traditional Generation—also known as Veterans, the Silent Generation and the Greatest Generation—comprises employees and retirees born between 1922 and 1943 who are continuing to lead and/or contribute to organizations or are re-entering the workforce. These older Americans hold three-quarters of the nation’s wealth and are the executive leaders of some of the most established and influential companies in America. This group not only survived the Great Depression of the 1930s but was instrumental in shaping the United States as an economic and military power. Patriotism, teamwork, “doing more with less” and a task-orientation very much define this generation. Rules of conduct, respect for authority and following directions are all very important touch points for this generation. Employees of the Traditional Generation are the keepers of the organization’s past and founding goals and beliefs. They are your organization’s historians. Most organizations have as their president of the board of directors a member of the Traditional Generation, who sets the tone of the culture and is ultimately responsible for the strategic direction of the business. The Traditional Generation boasted the first true innovators. They are responsible for developing today’s space program, creating vaccines for many diseases including polio, tuberculosis, tetanus and whooping cough and laying the foundation for today’s technological environment. They moved families from farms and cities to a new kind of community—suburbia. This generation was the first to pursue equality through the Civil Rights Movement. Characteristics of Traditional Generation workers Values
Believe in conformity, authority and rules Believe in logic Very defined sense of right and wrong Loyalty and respect for authority
Attributes
Disciplined View an understanding of history as a way to plan for the future Dislike conflict Detail oriented
Work style
Consistency and uniformity
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Seek out technological advancements Past-oriented Command-and-control leadership reminiscent of military operations Prefer hierarchical organizational structures and will continue to view horizontal structure in a hierarchical way
Ethnic and cultural issues/implications The Traditional Generation at work is predominately a homogeneous population of white males. Although women make up the largest number within the population as a whole, men have higher employment rates. This is consistent with the values of the generation in which women remained at home to care for the family, generally only entering the workforce to support the nation or families during times of crisis such as WWII. This generation saw women enter the workforce and was confronted with issues of racial and sexual equality at work and in their communities. Generational perspectives of the EAP The Traditional Generation first experienced the EAP as an occupational alcoholism program and may not be aware of or comfortable pursuing the broad spectrum of employee assistance services now available. We know that older workers are less likely to seek the services of the EAP. This generation has made tremendous accomplishments by forging ahead during times of trouble and, therefore, is likely to feel obliged to handle any personal concerns alone. Common EAP issues Financial issues
Retirement Long-term care Managing income and expenses
Whereas retirement once was a time of passiveness, today, it is a time of growth and adventure made possible by the opportunity to explore interests that could not be developed with commitments to work and family. Retirement is a transitional time for Traditional Generation employees, who are beginning to identify themselves not in relation to their occupational role but by their personal interests and social relationships. The implied contract between workers of this generation and the company that would support them for life is eroding, and older workers and retirees find they need to increase their income or make sometimes difficult decisions on how to spend their money. Ensuring long-term care arrangements and maintaining a delicate balance of eligibility for federal aid present other significant financial concerns for this group. With many organizations terminating retirement benefits in an effort to contain expenses, many older workers and retirees find they must remain in or return to the workplace to earn income, maintain affordable health care coverage and cover gaps created by inflation and reductions in federal benefits and private pension or retirement funds.
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Legal issues
Estate planning, wills and trusts Health care proxy and living wills
Typically, the legal issues of this generation have been addressed in the form of wills and other estate plans. Living wills and health care proxies become increasingly important as this generation ages. Legal services for this group of employees typically involve updates to existing legal documents and the management of estate issues. Marital/family issues
Marital/family relationships
Relationships outside of work are becoming more prominent and important. As employees of this generation leave the workforce, it is important to help individuals and couples define their new relationships. This is especially true for men who may have had few at-home responsibilities and find themselves bored or “in the way,” and in some instances resentful of the interests and community involvement of their previously stay-at-home spouses. For some couples, redefining their relationship with one another becomes critically important. Friendships that were left to fade due to the pressures of work and family are missed, and employees of this generation may need assistance in identifying new relationships and interests. Medical issues
Chronic disease Diseases of aging
Chronic diseases such as chronic obstructive pulmonary disease, diabetes, osteoporosis, high blood pressure, high cholesterol and cardiovascular disease are common in this age group. Treatment compliance may be dependent upon the ability to afford medications. Illness, treatment or the side effects of treatment may keep this group of employees out of work for a few days or for a period of time. Signs of dementia or Alzheimer’s disease and illness related to smoking or alcoholism may begin to appear or are progressing. Mental health issues
Depression
ValueOptions’ behavioral health care utilization statistics suggests that this stoic generation is least likely to seek mental health services. For this generation depression is an embarrassment and should be addressed quietly, alone and out of the public eye. Losses related to death, illness and changes in work identity might compound existing behavioral disorders. Rates of suicide increase among older people. Reducing the stigma of mental illness and facilitating linkages with mental health professionals are critical for this generation. Given this generation’s respect for authority, the manager’s role in referring to the EAP is extremely important.
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Substance abuse issues
Disease
Long-term alcohol abuse will have affected an employee’s physical health, and the employee may no longer be a functioning member of the workforce. Misuse of alcohol may become more pronounced to reduce the stress of unmanaged mental health issues or as a strategy to avoid uncomfortable relationships.
The Baby Boomer Generation [Born 1946–1964] The media has portrayed the Baby Boomer Generation in many lights. With increased educational, financial and social opportunities, the Boomer Generation is often portrayed as a generation of optimism, exploration and achievement. Compared with previous generations, more young adults pursued higher education or relocated away from family to pursue career and educational interests. During the late 1940s and early 1950s, post-war optimism inspired a sense of stability, opportunity and prosperity—values commonly held by the middle class. This was the dawn of space exploration, accessible long-distance travel and prosperity for many Americans. However, with increasing racial tensions in the United States, the emergence of the Vietnam War, as well as the self-exploration and peace movement of the 1960s, the collective identity of the Boomer Generation became more complex. Though the Boomer Generation saw increasing social and economic equality, they also came of age in a period when the country was frequently torn by differing views on politics, war and social justice. The Baby Boomer Generation witnessed and participated in some of the greatest social changes in the country’s history during the 1960s and 1970s with the Civil Rights Movement and the Women’s Movement. This generation experienced dramatic shifts in educational, economic and social opportunities. The face of the workplace began evolving from a fairly racially homogenous, paternalistic environment to one of increased racial and gender diversity. The workplace slowly began to reflect the rapid political and social changes of the nation. This generation coined terms such as the “glass ceiling” and the “equal opportunity workplace” and began using personality profiles to build awareness of how to get along with all co-workers. Characteristics of Baby Boomer workers Values
Individual choice Community involvement Prosperity Ownership Self-actualizing Health and wellness
Attributes
Adaptive Goal-oriented
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Focus on individual choices and freedom Adaptive to a diverse workplace Positive attitude
Work styles
Confidence in tasks Emphasize team-building Seek collaborative, group decision making Avoid conflict
Ethnic and cultural issues/implications Although this generation was actively involved in promoting equal rights among races and genders, they have not fully realized the goals of their youth. Differences in income and educational levels remain largely unchanged for Baby Boomer cohorts. As Baby Boomers age, these differences in income and personal wealth will become more pronounced, and we might anticipate greater poverty levels among minority members. Generational perspectives of the EAP The Baby Boomer Generation has driven the development of EAP services over the last 20 years. While early EAP programs were rooted in providing support for alcohol recovery in the workplace, services have expanded dramatically in the last 20 years to include assistance with work stress, family issues, assessment for depression and anxiety, as well as grief and loss issues. Moreover, legal, financial and work/life services have been incorporated into many EAP services with the aim of assisting employees on a variety of topics. Common EAP issues Financial issues
Savings and debt management Retirement planning
Although Baby Boomers often are portrayed as the postwar generation of opportunity and optimism, many members worry about retirement and have failed to adequately prepare for the transition from work to retirement. Unchecked spending prompted by the economic boom of the 1980s and the materialistic greed personified by Gordon Gecko in the movie “Wall Street” represents the caricature of the Boomer gathering and spending real and “paper” wealth. High secured and unsecured debt balances, college tuitions, elder care and medical expenses are taking their toll on the financial futures of this group of employees. Recent market fluctuations, as well as debate over the future of Social Security, have increased anxiety among this population. The income disparities that exist between racial and gender groups are particularly pronounced in this group of employees, contributing to concerns about financial security. Many Boomers are planning to remain in the workforce beyond age 65 for various reasons, if for nothing more than a consistent income and a sense of identity. For a generation that defined sense of self by what one did for a living, addressing the social-emotional issues of
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retirement are as critically important as the financial issues of retirement. With advancements in medical technologies and overall improved health, Boomers have the opportunity to retire into leisure pursuits or another career. Helping Boomers prepare for this transition will be an important role for the EAP in the years to come. Legal issues
Estate planning, wills and trusts Long-term care Issues of aging relatives
The legal issues for this generation are more likely to be related to estate and retirement planning. Employees who become caretakers for aging relatives also need to address the long-term care and estate issues of their loved ones. Issues include powers of attorney, shared banking accounts, transfer of assets and so forth. The development of such documents and legal protections can be complicated when the caretaking employee lives in a different geographic area or state. Divorce continues to be an issue as couples reassess their relationships after children move away and their role as parents changes. Marital/family issues
Depression Anxiety Self-esteem
Many Boomers are faced with the challenge of raising their children and at the same time caring for their aging parents. Not only are families choosing to have children later in life than previous generations, but medical advancements in some areas have expanded the life expectancy of aging parents. Some Boomers are the primary caretakers for their children, grandchildren and/or aging parents. Because this generation was more likely to relocate from their immediate families for job opportunities, caring for aging parents often is done at a distance. This balancing act presents a myriad of stressors, challenges and dilemmas for many Boomers, which can be felt as financial and marital stress and may impact the workplace through absenteeism, performance issues and fatigue. Medical issues
Lifestyle issues Chronic illness
“Old age” is getting pushed back farther and farther. Whereas this generation once said “never trust anyone over 30,” they now proclaim that 50 is the new 30! Medical and cosmetic advancements have helped Baby Boomers delay the aging process. Unfortunately, aging—like taxes—is one thing we all can count on. The health consequences of lifestyle choices may now be appearing for this generation. Diabetes, high cholesterol, high blood pressure, heart and lung disease, overweight and obesity may now be playing a more significant role in the lives of these employees. Better detection and screenings for breast, colon and prostate cancers have resulted in better
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treatment options earlier in the disease process, and more employees may be receiving care for these illnesses. This group of employees is very receptive to prevention programs designed to minimize health risk. Mental health issues
Depression Anxiety Self -esteem
Unlike the previous generation, Baby Boomers are more likely to seek behavioral health care services. This generation will readily use mental health services and psychiatric medications. While stigma continues to exist, particularly for men in seeking treatment, women are more likely to pursue counseling and/or psychiatric medications. This generation is known for pursuing activities and spending money on self-improvement services. Mental health services framed in the context of self-improvement and coaching will help to improve access to mental health services. Substance abuse issues
Disease Prescription drug issues
Unaddressed alcoholism will progress in the disease state, and employees of this generation may just begin to feel the physical effects of this addiction, including liver problems. The aches and pains of aging and postsurgical pain relief may result in more frequent prescriptions for pain medications and the risks associated with addictive medications.
Generation X [Born 1965–1980] As Baby Boomers took their time to grow up in a world that beckoned them, built malls for them and seduced them into adulthood kicking and screaming, Generation X was pushed toward adulthood at an age earlier than any other recent generation. Whereas Baby Boomers came to understand that the future was theirs for the taking, Generation X felt the future had been given to their parents and older siblings and found the future disappointing and somewhat unappealing. While Baby Boomers whined about the long lines for gas in the mid-1970s, Gen Xers watched from the back seat wondering what the future held. Just like the malls, shopping centers and office buildings they would come to work in and the videos they would rent, everything appeared secondhand and pre-viewed. Born between 1965 and 1980, Gen Xers grew up in an era of emerging technology and political and institutional incompetence. Watergate, Three Mile Island, Bhopal, the Iranian hostage crisis, Iran-Contra and the Clinton-Lewinsky debacles mark the emergence of this generation. Mimeograph machines turned into high-speed copiers, faxes plodded from 30 minutes a page to seconds, and heavy adding machines were replaced with handheld calculators. Whereas computers were the size of whole buildings for the Traditional Generation and whole rooms for Baby Boomers, the computer now became a desktop appliance. Gen Xers spent less time with their parents than previous generations of children had. First recognized as latchkey kids, this generation found themselves home alone and taking care
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of themselves and their siblings, while their parents worked. Divorce was common. They were not coddled for every emotional need and want. Gen Xers learned that their parents were human and fallible and often found themselves treating their parents like older friends. Autonomy and self-reliance, rather than respect for authority, was a natural byproduct of the Generation X childhood. Gen Xers learned independence early in life and turned it into a valuable hallmark as they progressed in the working world. Just as Gen Xers were about to hit the workforce to make their mark in the world, the economic decline at the end of the 1980s occurred. Suddenly the future looked crowded. Competition for jobs was tight. The American dream had changed. For the first time in history, this generation was being told that they would not be able to replicate the lifestyles of their Baby Boomer cousins and parents. Ungraciously dubbed the “boomerang generation,” many Gen Xers were forced to move back in with parents while in their 20s. Characteristics of Generation X workers Values
Contribution Feedback and recognition Autonomy Time with manager
Attributes
Adaptability Independence
Work style
High-quality end results Productivity Balance between work and life—work to live not live to work Flexible work hours/job sharing appealing Free agents See self as a marketable commodity Comfortable with authority but not impressed with titles Technically competent Internal promotion Ethnic diversity
Ethnic and cultural issues/implications Advancements in technology and exposure to music television brought different cultures into the living rooms of this generation. Single-parent and blended families helped this generation understand that families come in all shapes and sizes. More inclusive of others and accepting of differences from themselves or their experiences, this generation is accepting and embracing of diversity.
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Generational perspectives of the EAP For this generation, EAPs have evolved toward work/life services. Companies adopted flexible work arrangements and work/life services to meet their needs. Generation X employees have responded overwhelmingly to flexible work arrangements when available. Primary reasons for adopting flexible work arrangements and other work/life programs, as reported by members of Generation X, are child care, continuing education, personal health, personal interest unrelated to family, desire to address overwork, and adult care responsibilities. Independent and practical, Generation X employees will look to what the EAP can do for them. Skill development and wellness seminars, work/life programs and workplace programs designed for flexibility will draw the attention of Gen X employees. Common EAP issues Financial issues
One-income families with children Savings
This generation has been much better than previous generations about saving money. Gen Xers have taken advantage of 401(k) accounts, beginning this investment much earlier in their work life, and they have not waited to put money aside for their children. For those parents determined to raise their children with less dependence on day care, many seek part-time employment, depend on extended family-assisted day care or stay at home, creating some drain on family finances. Although very good about managing money, savings inevitably is affected by having only one partner working full time. Legal issues
Divorce Child custody and support
Although the divorce rate for this generation is generally lower than national norms, overall the divorce rate is high and will continue to affect them. Unfortunately, as Generations X’s parents divorced at an astounding rate, divorce is viewed to be normal by many of this generation. Consequently, divorce and child custody will continue to be legal issues for this generation. Marital/family issues
Career vs. marriage and family Parenting roles Relationships
When Generation X entered the job market, many stressors on the economy limited job availability, affecting their ability to obtain meaningful work. Many of this generation were forced to return home at an age when independence would typically be the norm . Factors such as financial dependence on parents and generational expectations for women to work and contribute significantly to household income have narrowed choices for this generation when choosing to marry or begin a family. As career opportunities increased and this generation began to enter into meaningful work, as many as 43 percent were earning
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minimum wage and struggling to survive. For this generation, the age of marriage increased to an all-time high as people waited until their late 20s and early 30s. Due to early development and parenting of Generation X children, defining parenting roles for themselves as distinctly different and more effective than the way they were raised has been a challenge. Creative strategies have been adopted by this generation to address their concerns. Using a mix of traditionalism and pragmatism, Generation X parents struggle to bring new meaning and balance to childrearing. Determined not to repeat the errors of their parents in childrearing and contradicting the popular saying “It take a village to raise a child,” Generation X parents, from early experience, emphasize that it takes parents to raise a child. Due to this heartfelt view of parental roles, some Generation X parents are choosing one parent to stay at home and raise their children or one parent working part time. High expectations, changing courtship rituals and the evolution of the “urban tribe” phenomenon have elevated anxiety as a defining characteristic when it comes to relationships for Generation X. While collecting stories for her book Dating Disasters, Anna Warwick, 28, a Sydney, Australia, freelance writer, found that expectations and stereotypes have changed. As gender issues have become less pronounced, women have become more assertive and just as likely to make the first move, with men sometimes clingier and more often willing to commit. Career-minded people of this generation are more likely to find and receive emotional support from friends, than committed romantic relationships, hence the term “urban tribe.” Due to economic conditions combined with the practical nature of this generation, some began to live together in group houses, others living nearby in neighborhoods, as well as working together, which provided support one traditionally obtains from an extended family. Due to frequent job changes, networks and friendships are more user-friendly and “portable” than serious sexual relationships. Medical issues
Pregnancy Smoking-related health issues
Although Gen X took their time to develop careers, delayed marriage and postponed having children, they are now buying homes and having children at a higher rate than ever. As of the year 1998, the birth rate had increased 2 percent, the first increase in birth rates in seven years. By the year 2000, close to two-thirds, or 65 percent, of women ages 25 to 34 had had children. Smoking-related health issues also may begin to climb, as smoking rates for ages 25 to 44 years have the highest prevalence at 25.6 percent, as reported by the Centers for Disease Control and Prevention in 2003. The smoking rate for men in this age group is 28.4 percent; for women it’s 22.8 percent. Mental health issues
Depression Anxiety Eating disorders
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Depression and anxiety are issues for many of this generation due to the many stressors related to upbringing and social expectations. Divorce rates, which climbed quickly during their developmental years and on into young adulthood, have contributed to the incidence of depression among this group. Yet, delayed treatment for depression is not uncommon because divorce often is viewed as normal and there is fear of being viewed as weak and less competitive in the marketplace. Confusion and anxiety related to developing meaningful intimacy also are issues for this generation. Eating disorders also affect this generation. Extreme thinness—now associated with success, achievement and class—is considered a plus, is reinforced by men of this generation and is associated with a women’s ability to contribute to the financial stability of the family. Substance abuse issues
Marijuana Alcohol
Binge drinking and drug experimentation behavior characteristic of young adults in their 20s is less prevalent among this generation as responsibilities of work and family appear to be factors in modifying drinking and drug-use behavior. Federal drug-free workplace rules and mandatory drug testing always have been present in the workplace for this group of employees. For members of this generation who have not “aged-out” of problem drinking and drug-use behaviors, legal and social ramifications of substance abuse and dependence are more likely to appear and be reflected in occupational problems, marital/relationship problems and potentially legal problems related to drunk driving. The continued use of marijuana often is identified during workplace drug screenings and results in earlier treatment intervention. Generation Y [Born 1980-1994] Generation Y, also referred to as the Echo Boomers, Millennial Generation and Generation Next, are now entering the workforce in droves and will shape and transform your organization. As the generational and cultural landscape is changing, so is the procession from adolescence to adulthood. The right to vote, the right to purchase and consume alcohol and the transition from education to full-time employment once constituted the demarcation between adolescence and adulthood. More recently social psychologists have identified a new developmental period—emerging adulthood. Emerging adulthood is the period between adolescence and adulthood, typically between ages 18 and 25, in which individuals are no longer fully dependent but are not yet fully self-sufficient, with the full responsibilities and independence of adulthood. This developmental period is characterized by self-exploration, experimentation and promise. Born between 1980 and 1994, Generation Y workers have grown up in an era of technology. They have always known cable television, cellular phones, pagers, answering machines, laptop computers and video games. Technological advancements in real-time media and communication drive their expectation for immediacy. Whereas Baby Boomers saw the future as theirs and Generation Xers found the future disheartening, these young workers question whether they will have a future. The
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Columbine High School shootings and the attacks of Sept. 11, 2001, deeply affected this generation. Marketing slogans have become part of the young worker lexicon. “Live for today” and “Just Do It” defines this group of young workers’ attitudes, beliefs and behavior, both in lifestyle and at work. Generation Y’s Baby Boomer parents have nurtured and protected them, providing for their every emotional, educational and physical need and want. They have praised and rewarded their children for minimal effort and have increased the expectations of school and community in educating, entertaining and protecting their children. As a result, these young workers have high expectations of recognition and reward from others with minimal effort on their part. These young workers have close relationships with their parents, often continuing to live with them and to be supported by them to some extent as they enter the workforce. These young workers seek their parents’ advice and approval and look to managers and supervisors to provide the same nurturing protection, advice and approval as their parents have. Generation Ys spent a good deal of time watching as their parents rose to the top of the corporate ladder, balancing work and family, and they have seen their parents lose jobs as a result of downsizing and reorganizations. For this generation, work is temporary and unreliable. They are less committed to an employer, sensing that employers are less committed to long-term employment. In some respect, this group is opportunistic and will job hop to meet their immediate wants, needs and goals. Generation Y workers have grown up playing on teams, they have been educated in an era of “a village raising a child” and “no child left behind” and in a changing demographic society where one in three classmates have been of a different racial, cultural or ethnic background. These young workers prefer to work in teams rather than individually and are easily accepting of diversity. Characteristics of Generation Y workers Values
Self-expression is more important than self-control Marketing and branding self is important Violence is an acceptable means of communication Fear living poorly—this is related to lifestyle enjoyment, not wealth Respect must be earned; it is not freely granted based on age, authority or title
Attributes
Adapt rapidly Crave change and challenge Create constantly Exceptionally resilient Committed and loyal when dedicated to an idea, cause or product Accept others of diverse backgrounds easily and openly Global in perspective
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Work style
Want to know how what they do fits into the big picture and need to understand how everything fits together—want to effect change and make an impact View their work as an expression of themselves; not as a definition of themselves Exceptional multi-taskers—need more than one activity happening at a time Seek active versus passive involvement Less likely to seek managerial or team leadership positions that would compromise life outside of work Seek flexibility in work hours and dress code Seek a relaxed work environment—bright colors, open seating, personal touches Expect corporate social responsibility and will not work for, or purchase products from, organizations that are not socially responsible Seek work in teams Seek continuing learning and will take advantage of training made available to them Want everything instantly—everything now Effort can be separated from reward—there is no such thing as pay for performance Feeling of entitlement Seek to balance lifestyle and work, with more focus on lifestyle
Ethnic and cultural issues/implications Generation Y is the most ethnically diverse generation ever. Hispanic and Asian ethnic groups are growing at a rate higher than any other ethnic group; it is anticipated that by 2050 greater than 50 percent of the total population of the United States will be Hispanic or Asian. This trend presently is reflected in school attendance, where approximately 20 percent of students have one foreign-born parent. Perceptions of what is considered “ethnic” also have changed. For example, Generation Y ranks Chinese, Mexican and Italian foods as mainstream, whereas Turkish, Pakistani, Ethiopian and Thai foods are considered “ethnic.” Generation Y is openly accepting of diverse backgrounds and beliefs, which creates a community of tolerance and inclusion. Generational perspectives of the EAP With a predisposition to seeking treatment only in crisis, young workers seek the services of the EAP less often than the general employee population. Of the young workers seeking assistance from the EAP, more tend to be female. Male employees are more likely to receive services related to substance abuse. Common EAP issues Financial issues
Debt management Savings Loans and credit
The ability to be financially self-sufficient is of critical importance to this group of young employees. Generation Y workers view financial independence as a requisite for adulthood and before considering serious romantic relationships or marriage. Both men and women
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seek to become financially independent and struggle with gaps between earned income and living expenses. In fact, many young employees will seek work near their parents’ homes so they can remain living there or seek cohabitating arrangements because their incomes do not cover rent, much less utilities, food, clothing, medical, transportation and entertainment expenses. For others, managing funds is more of a concern. Algebra, geometry and calculus are fine, but how do you balance a checkbook, invest in stocks or plan for your financial future? Credit card and student loan debts can be crippling to this group of young workers, and debt reduction, establishing a budget and managing savings are important skills to develop. Legal issues
Traffic violations Drunk driving Criminal issues (such as assault) Child custody and support
The legal issues faced by this group of employees typically involve traffic or motor vehicle violations; drunken driving offenses; criminal issues and family law, particularly child custody and support matters. Resources and materials on resolving traffic infractions, the long-term consequences of a DWI conviction or criminal offense and navigating through the family law system are important for these employees. Marital/family issues
Communication Financial dependence Effective communication Healthy relationships Cohabitation
The period of emerging adulthood extends the dependence/independence struggles between the young employee and the employee’s family. Tensions between parents and their 18- to 25-year-old can be related to the young employee’s expression of independence in clothing, attitudes, behavior and leisure time activities, which may be in conflict with parental rules and expectations. Communication between parents and their adult children can be difficult as they are still adjusting to a shift in the relationship. At the same time, many young adults rely on their parents for economic assistance and to make up for the financial difference between earned income and expenses. And some young employees report greater freedom in continuing to live with parents who love and support them, thus allowing the young adults to continue to experiment, transform and to define themselves as adults. Nowhere are the differences between young men and women more apparent than in marital and relationship issues. And why not? Adults of all generations and ages continue to struggle to understand one another and define their meaningful relationships. Barbara Dafoe Whitehead and David Popenoe in their National Marriage Project publication, “Sex Without Strings, Relationships Without Rings,” identify that:
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Young adults expect marriage to last a lifetime and to meet their emotional and spiritual needs. Marriage is viewed as an economic partnership and intimate partner relationship and not necessarily as the environment in which to bear and raise children. Young women are distrustful of their chances of finding a suitable partner, and this distrust increases with age. As a result young women are more accepting of motherhood outside of marriage. Both young men and women view cohabitating relationships as socially acceptable and economically advantageous. Men seek benefit in cohabitation through “sex without the hassles of dating” and caretaking, while women seek benefit in cohabitation through companionship and as a test of their partner’s character. Although cohabitating relationships are seen as economically advantageous, marriage is perceived as an economic liability potentially exposing the individual to economic hardship in the event of divorce. While men tend to feel more threatened by the post-divorce possibilities of alimony and child support, women feel pressure to maintain financial independence and the ability to support themselves and children.
Young employees are aware of the high national divorce rates and are eager to participate in seminars and encounter groups on improving communication. This is more recently seen in the increasing popularity of high school and college courses on successful real-life relationships. Medical issues
Pregnancy Routine, preventative medical care Accidents
This young worker population has few medical issues. These employees are generally not ill and do not see a doctor often. Physician visits are below average (1.5 visits per year). Women in this age group tend to see their OB/GYN annually. Emergency room visits are higher for this group than for the general population due to automobile and sporting accidents and because many access the ER for routine medical care of illness such as sinusitis. The higher than average rate of emergency room visits suggests that young employees are more likely to wait until a health issue becomes severe than to see their primary care physician when symptoms first appear. Emergency room visits for routine medical care also may suggest that young employees are unfamiliar with how to use their medical benefit plans; have not identified or developed a relationship with a primary care physician and/or lack health insurance coverage. Common medical issues of young workers include pregnancy, asthma, sinusitis, sore throat and headache and acne. Hospital admissions for this age group, in rank order, are related to childbirth, psychosis, tobacco-use disorders, depressive disorders and alcohol- or drug-related conditions. The most often prescribed drug categories for this group of young workers, ranked in order of frequency, are: anti-inflammatory medicines, antibiotics, asthma and respiratory medicines, pain medicines, steroids, psychiatric medicines and antihistamines and allergy medicines.
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Mental health issues
Depression Anxiety Appearance of long-term, chronic disorders such as bipolar disorder and thought disorders (i.e. schizophrenia)
Emerging adulthood is a time of significant transition both socially and psychologically. Anxiety disorders are most often reported by young workers and are the most common reason for seeking mental health services. The early 20s also is a time of psychological developmental, in which more chronic mental illnesses such as bipolar disorder, major depression and thought disorders first appear. The onset of any of these disorders can be terrifying to the young adult, and some may not seek treatment until the pain has become too unbearable or family, friends or an employer encourage treatment. These young employees are particularly at risk for suicide. Eating disorders, sexual dysfunction and adjustment disorders are less frequently occurring, but do occur within this population. Substance abuse issues
Binge drinking Experimentation with illicit drugs
The period of emerging adulthood is characterized by experimentation. In 2002, approximately 40 percent of young adults aged 18 to 25 were binge drinkers, and almost 15 percent reported heavy alcohol use. Likewise, 20 percent of young adults aged 18 to 25 reported illicit drug use in the past month. While most young adults “mature out” of alcohol and drug use, many do not. Also, there is strong evidence to suggest that individuals who fail to transition out of problematic drinking behavior in early adulthood are more likely to have chronic alcohol use problems. Substance abuse among young workers contributes to mood disorders and increases risk of accidental injury or death. Young workers with serious alcohol problems are significantly more likely to drink and drive, be arrested, have more emergency room visits, be hospitalized for a mental health problem and attempt suicide. Because their peers condone binge drinking and misuse of alcohol, young workers may not perceive their alcohol use as a source for concern and, therefore, are not likely to seek help.
Age Group Of Generation Z (born after 1994 and before 2004) There are several traits that are common when it comes to specific generations. The generation Z is the latest generation who were born after 1994 and before 2004. Many of them are in their early teens and differ from the earlier generation in many ways. This particular generation is still in a stage of evolution and they are yet to learn several things in life. As per research this generation can be an active set of consumers. Being born during the time of consumer market boom they have access to almost all the best things one could get. They have access to almost everything such as communication tools, internet cell phones, MP3 players, Ipods, and all the current gadgets. They are the children of the
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modern world and are also called the digital generation. They also are growing up in a world of equality and they believe men and women are equals. Since they are leading much more structured lives than any of their ancestors, they can be responsible adults and also with high social values. This generation has embraced technology and also they are highly dependent on it. They are more inclined to the virtual world and are less likely to take to extreme measures like terrorism. If generation Z is molded properly, they can achieve a lot more than their earlier generations using the digital media. However, on the other hand they may be poor with interpersonal skills and, in addition, they may not give too much importance to family values. They are very individualistic in their characteristics. Generation Z Behaviour Change Generation Z is the latest generation which will be leading the world in a couple of decades from now. Is the generation responsible enough is a big question and are they being prepared in the right way for days to come? The current recession and financial strife has no bearing in shaping the future of the generation Z and they do not feel it either. Beyond 2020, there could be drastic changes in work culture, ethics and even values that will be set forth by the generation Z. The generation Z is not good listeners and they severely lack interpersonal skills. They use the World Wide Web mostly for communication and keeping touch. So when it comes to work, in future they may barely be seen in an office communicating with their colleagues but might live their life in the virtual world. They are less oriented than the generation Y but have strong opinions and do not take suggestions well. Psychologists are noticing a drastic behavior change from generation Y to Generation Z. For the generation Y, the emphasis has always been career and studies whereas the generation Z does not believe in career and formal studies either. Their personal lives can lack communication and this lack of communication may not be very effective for bringing up future generations by them. Also by the time the Generation Z starts working there might be severe shortage of professionals like doctors and scientists. Also, such professions may not hold any value for the generation Z. Generation Z Characteristics The characteristics and qualities of the generation Z has to be completely set apart from the others and they are the newest generation in their own category. Generation Z are people who were born after the 1990 and by then technology was ruling the world. The generation Z is also called the silent generation, iGeneration, generation quiet and net generation. They have several other names based on their qualities. Today, the generation Z makes up for nearly 18 percent of the world’s population. Here are some classic qualities that the generation Z exhibits. For generation Z, computer technologies and the Internet is the common place. All their communication takes place on the internet and they show very little verbal communication skills. Most of their formative years are being spent on the World Wide Web. They are used to instant action and satisfaction due to internet technology.
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They are very impatient as they desire instant results. The Internet is there and they take it for granted. They do not consider it to be the greatest tool for mankind as it has always been there for them. Their means of communication is mainly through online communities like Orkut, Google, and Face Book. They do not believe in personally meeting their friends and developing relationships. They are capable of making huge communities and have massive collaborations using the Internet without knowing anyone personally. They may not do very well in areas of public speaking and regard privacy to the core. They may consider living with others as intrusion of space. Generation Z Demographics The generation Z lives in the virtual world and they can reach out to any place through the internet. They are less likely to travel and step out of their homes for anything. They lack severely in the areas of expression, verbal communication, confidence and interpersonal skills. For these reasons, they may not gel very well with the generation Y, who are exactly the opposite. Today nearly 18 percent of the world’s population is of generation Z kids. For Generation Z, internet is their birth right and they do not believe in commuting to work place or even for running their daily lives. They can get everything to the place they live. Today most of the ids have at least two gadgets like cell phone or an Ipod and they cannot live without these. They are very individualistic in their character and believe to have their own persona. Generation Z does not believe in getting agreement or living according to social norms. Their society exists on the internet where they speak their mind out and express their opinions. Generation Z being bad listeners have less regard for what others have to say and they do not pay attention to others. This may work against them when they get married and set up their own families. Education and work plays a minimal role in their lives ad they do not see education as a means of survival. They regard intelligence and knowledge about technology more. Being born during the digital boom they adapt to technology like no other generation. Generation Z demographics show that they are mostly teenagers as this generation was born after 1994.
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Generation Y - The Millennial Generation from Generational Learning Styles by Julie Coates. Published by LERN Books, a division of Learning Resources Network (LERN), 2007.
As our discussions of the different generations goes forth, please keep in mind that every individual is different. That does not mean, however, that it is impossible for people with certain shared cultural experiences to develop similar sets of behaviors and outlooks. As much as we are individuals, we also share much in common with our peers. Thus, if we assert that Baby Boomers are avid learners, it does not mean that every Baby Boomer is an avid learner. We all know individuals who are Baby Boomers and who are not at all interested in pursuing additional learning opportunities. Likewise, if we say that Millennials are more likely to have good manners than Gen Xers, it does not meant that all Millennials are polite or that all Gen Xers are rude. It simply means that certain behaviors are more typical of each group than of others. The point is raised because you should not become frustrated when, for the purposes of discussion, certain broad characteristics are made. This is unavoidable, and you must realize that the broad statements are based on behaviors that have been analyzed and measured for statistically significant presence among population groups. Generation Y, born between 1976-1995 or 1988-2001 depending on the source, is vastly different from previous generations - especially Boomers. Members of Gen Y cut their teeth on computer keyboards, and to them, computer technology and the Internet are as natural as breathing. This generation's members know more about digital technology than their parents or teachers, and this promises to change not only the way families interact and communicate, but also how young people relate to school and learning. Generation Y combines the can-do attitude of Veterans, the teamwork ethic of Boomers and the technological savvy of Generation X. For this group, the preferred learning environment combines teamwork and technology. In a classroom with lots of Gen Y's, give everyone a task. When a few have completed it, encourage them to walk around the room and help others. They're used to working this way in school. Generation Y is the most diverse generation in history. Members are born to the most diverse mix of parents in history as well - from teenagers to middle-aged moms who postponed childbearing to establish a career - from Boomers to Xers. One third of this generation was born to single, unwed mothers. This generation is less white and more brown than any generation in our history, too. Many of the parents of Gen Y's are mid-life Boomers, used to winning and achieving. Gen Y members have come to age in a very child-focused world. Many of them had Boomers as parents, and Boomers are as competitive for their children as they were for themselves. Boomers are used to getting their own way, and they have been strong advocates for their children. Because Boomers have worked long hours, because of many single parent families, because of an increasing violent world and because of the desire for their children to "get ahead," Boomers have made sure their children participated in all forms of lessons and activities. Thus, Gen Y has
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grown up in a very structure, busy and over planned world. Also, Gen Y is made up of confident, optimistic young people who feel valued and wanted. Here are some of the characteristics identified for Generation Y: 1. Closer relationship with parents. 2. Admiration for their parents (33% names one or both parents as their hero, rather than a pop culture celebrity). 3. A closer sphere of influence - a more dangerous world has created an environment which is more sheltered and structured, and where young people have been protected. 4. The small sphere of influence has contributed to the creation of a generation that is, in general, more polite and considerate than their predecessors. They are less likely to call adults by their first names, but rather use the more formal Mr. or Mrs. 5. Attentive and respectful. This generation has been brought up to show respect for others. In a crowded world where there are larger numbers of people in classroom and activities, civility becomes essential to getting along. 6. Programmed and team oriented. Some college administrators believe that many Gen Y's have "lost the sense of pure play." They expect everything to be planned for them and do not expect to have as much freedom - or responsibility for structuring their educational lives. 7. Having spent a large percentage of time in structured activities, they are accustomed to having a lot of adult supervision. Thus, they may have poor conflict resolution skills. 8. Pressured to succeed. The Boomers, parents of the Gen Y generation, pressured themselves to succeed and also transferred that pressure to their children. In addition, just as Boomers have lived in a world where there is increasing competition for resources, Gen Y has done the same. 9. Involved. This is a generation of activists - young people who believe they can make a difference. 10. Egalitarian. This cohort often prefers to work in teams or groups. They definitely do not prefer hierarchy. Sometimes faculty finds the lack of authoritarian hierarchy in their groups creates ambiguity when it comes to having a point of contact for information. 11. Open and eager. Member of Gen Y are very open and eager. Student are responsive and "very smart" according to some faculty. 12. Demanding of themselves and others. Members of this cohort set the bar high for themselves and they, like their Boomer parents, expect success. They sometimes "expect" to get good grades and are upset when this does not happen. 13. Stressed. Compared with five years ago, 81% of college mental health service directors reported an increase in students with serious psychological problems. Pressure to succeed is one reason identified by some counselors. 14. Multi-taskers. This generation can easily manage to listen to music, work on the computer and watch television at the same time. This means they need a lot of stimulation in their learning environments and may be more focused than it seems to their teachers. 15. Socially conscious. There has been a resurgence of interest in politics and social issues. Administrators at Colgate University reported that 70% of first-year students came to
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campus already registered to vote. Some 93% indicated that they voted in the 2004 presidential election. Here are some shared experiences of Generation Y 1. Child focus (Sylvan Learning Centers) 2. Oklahoma City bombing 3. Busy, over-planned lives (more than 75% of time spent in structured experiences) 4. Stress 5. Malfunction at Three Mile Island nuclear power plant caused a near meltdown 6. Iranian students took 66 people hostage at the US Embassy in Tehran 7. US boycotts the Olympics in Moscow 8. President Regan shot 9. The Equal Rights Amendment passed (though not ratified) 10. The Space Shuttle Challenger explodes shortly after liftoff, killing all seven astronauts on board 11. The Exxon Valdez spills more than ten million gallons of oil into Prince William Sound 12. The Berlin Wall demolished 13. Persian Gulf War 14. Four white police officers accused of beating Rodney King were acquitted; shootings at Columbine High School in Colorado left 13 students and one teacher dead; the Dow Jones Industrial Average closes above 10,000 for the first time 15. It took more than a month to declare a winner of the presidential election because of ballot ("hanging chad") disputes 16. Four US planes were hijacked in attacks on the World Trade Center and the Pentagon, killing more that 3000 people leading the US into an ongoing fight against terrorism 17. The Space Shuttle Columbia exploded upon re-entry into the Earth's atmosphere, killing all seven astronauts on board. 18. War is waged against Afghanistan and Iraq Here are some additional characteristics of Generation Y 1. Bigger than Baby Boomer Generation 2. 3 times the size of Generation X 3. Roughly 26% of the population 4. Diverse 5. Inclusive 6. Powerful 7. Weak on interpersonal skills 8. Cyber 9. Activists 10. Support social causes 11. Impatient 12. Active/hands-on learners 13. Use technology 14. Spending power exceeds $200 billion
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15. Independent 16. Strong views 17. Close to family Here is Beloit College's Mindset List for the Class of 2008 1. Most students entering college this fall were born in 1986. 2. Desi Arnaz, Orson Welles, Ray Orbison, Ted Bundy, Ayatollah Khomeini, and Cary Grant have always been dead. 3. "Heeeeere's Johnny!" is a scary greeting from Jack Nicholson, not a warm welcome from Ed McMahon. 4. The Energizer bunny has always been going, and going, and going. 5. Large fine-print ads for prescription drugs have always appeared in magazines. 6. Photographs have always been processed in an hour and less. 7. The never got a chance to drink 7-Up Gold, Crystal Pepsi, or Apple Slice. 8. Baby Jessica could be a classmate. 9. Parents may have been reading "The Bourne Supremacy" or "It" as they rocked them in their cradles. 10. Alan Greenspan has always been setting the nation's financial direction. 11. The US has always been the Prozac nation. 12. They have always enjoyed the comfort of pleather. 13. Harry has always known Sally. 14. The never saw Roseanne Roseannadanna live on Saturday Night Live. 15. There has always been a Rock and Roll Hall of Fame. 16. They never ate a McSub at McDonalds. 17. There has always been a Comedy Channel. 18. Bill and Ted have always been on an excellent adventure. 19. They never have been tempted by smokeless cigarettes. 20. Robert Downey, Jr. has always been in trouble. 21. Martha Stewart has always been cooking up something with someone. 22. They have always been comfortable with gay characters on television. 23. Mike Tyson has always been a contender. 24. The government has always been proposing we go to Mars, and it has always been deemed too expensive. 25. There have never been any Playboy Clubs. 26. There have always been night games at Wrigley Field. 27. Rogaine has always been available for the follically challenged. 28. They never saw USA Today or the Christian Science Monitor as a TV news program. 29. Computers have always suffered from viruses. 30. Politicians have always used rock music for theme songs. 31. Network television has always struggled to keep up with cable. 32. O'Hare has always been the most delay-plagued airport in the US. 33. Ivan Boesky has never sold stock. 34. Toll-free 800 phone number have always spelled out catchy phrases. 35. Bethlehem has never been a place of peace at Christmas. 36. Episcopal women bishops have always threatened the foundation of the Anglican Church.
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37. Svelte Oprah has always dominated afternoon television; who was Phil Donahue anyway? 38. The never flew on People Express. 39. AZT has always been used to treat AIDS. 40. The international community has always been installing or removing the leader of Haiti. 41. Oliver North has always been a talk show host and news commentator. 42. The have suffered through airport security systems since they were in strollers. 43. They have done most of their search for the right college online. 44. Aspirin has always been used to reduce the risk of a heart attack. 45. They were spared the TV ads for Zamfir and his panpipes. 46. Castro has always been an aging politician in a suit. 47. There have always been non-stop flights around the world without refueling. 48. Cher hasn't aged a day. 49. M.A.S.H. was a game: Mansion, Apartment, Shelter, House. And finally, Generation Y in the classroom While boomers like to be in charge of their own learning and the Generation Xers prefer to work independently with self-directed projects, Generation Y prefers learning that provides interaction with their colleagues. They like a lot more structure and direction than Generation X. The want to know everything up front as far as what is expected and what criteria will be used to evaluate their performance. They are the most likely to want to ask questions like, "Will this be on the test?" or specifics such as "how is this going to affect my life in a positive way?" Certainty and security is key for this group. Tying the leaning outcomes to economic objectives is important for Generation Y's. This generation is as comfortable with technology as a fish is with water. In spite of their technology savvy, Generation Y is in some ways very traditional. Members of Generation Y are motivated to learn in order to reduce stress and increase their marketability. They place high value on developing good interpersonal skills and in "getting along." This is a generation that is polite, believes in manners, adheres to strict moral code, and believes in civic action. This is a generation that places a high value on making money - more than any previous generation - and they see education as a means to this goal. Like Generation X, this generation likes learning to be entertaining and fun, and become quickly bored in a learning environment that is not highly active and interactive. They grew up with the Learning Channel and Chuck E. Cheese - edu-tainment and eat-o-tainment. Stand-up talking is deadly for this group who, even as adults, respond to music, art, games, and other creative activities. Leaning materials for this group should have the same levels of value interest and multiple focal points as those of Generation X. However, there is an important difference in Generation Y in this regard. It is a generation of readers, so written information works well with this group. Tips for Teaching Generation Y Some experts have asserted, "there is a growing mismatch between faculty and students in terms of teaching and learning." 1. Develop opportunities for experiential learning. Small group discussions, projects, inclass presentations and debates, peer critiques, team projects, service learning, field
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experiences, developing simulations and case method approaches have been found to be successful for high school and college Generation Y students. 2. Encourage the development of learning communities - small groups of students that can discuss and analyze readings and assignments. This also addresses the need of many Generation Y students for hands-on activities in the classroom. 3. Provide lots of structure. Having grown up in a highly structured world, Generation Y look for structure in their learning setting. They want to know precisely what is required of them, when work is due, and very specific information about expectations. 4. Provide lots of feedback. Providing frequent feedback is essential for Generations Y's. This allows them to know when they are headed in the right direction and when they are getting off-track. Frequent attention from teachers is welcome. 5. Use technology. This is a generation that uses technology for "everything." A classroom that does not incorporate it will not meet students' needs for variety, stimulation, and access to information. Some classrooms still require students to study and learn in ways that, to them, are completely different from the ways they operate in every other aspect of their daily lives. 6. Make it fun. Like their Generation X predecessors, Generation Y's want to enjoy their learning. If it is not fun, it will be cast into the category of "boring" and may become less effective. Millennials learn best when they are entertained. 7. Incorporate games. For Generational Y, using computers games as a instructional technique can be very effective. These incorporate many of the strategies that Generation Y's have already developed for learning: multi-media sensory stimulation, interactive (either with other people or with the computer), individualization (customization) of the learning experience, control over processing time, highly visual. 8. Be relevant. Like Generation Xers, Generation Y's will demand relevance in what they are learning. This will also want to "skip" steps in learning if there are areas of the information that have already mastered, and will avoid repetition and rote practice once they feel they have mastered the information. 9. Utilize their talents. This is a generation that likes to be useful and helpful. If you have students who know more about a topic than you do, let them talk about what they know. If they finish an assignment early, let them help other students. 10. Present the big picture. Many in this generation are global or "big picture" learners. They learn better if they have the big picture and then learn more concrete and specific information. 11. Allow for creativity and be creative. This is a generation that thinks in many dimensions at once. Provide opportunities for them to be creative in how they approach and fulfill requirements. Music, art, and games are good teaching tools. 12. Offer multiple options for performance. Try to provide a variety of acceptable, measurable outcomes so that students can optimize their performance. 13. Be visual. This group is the most visual of all learning cohorts. In general, visual learners predominate, but among Generation Y learners it is even more strongly preferred than in other age groups. 14. Be organized. Because they need a lot of structure, Generation Y students also learn best when materials are presented in a well-organized and rational way. Generation Y students are much more prolific readers than Generation Xers, so reading materials for them are not a stumbling block. However, materials should be clear, use lots of white space, and
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be visually accessible, just as for Generation X. Summarizing key points is very important for this group. They want to know where they are going with their learning and why. 15. Be smart. Unlike Generation Xers, Generation Y's will not look at you with disdain if they feel they know more than you about a specific topic. However, they will expect you to be open to hearing their ideas and to demonstrate competence as a teacher. To this generation being "a good teacher" is more important than knowing everything. 16. Be fair. Like their Boomer parents, fairness is important to this group. 17. Recognize the need for social interaction. This is a key for Generation Y learners, so learning strategies that incorporate social interaction work well. 18. Remember, talk is essential. Develop activities that encourage students to exchange information verbally. When they say it, it is converted more quickly to long-term memory. 19. Structure a learning environment that demands respect and positive reinforcement. Positive reinforcement, from teachers and peers improved learning and increases motivation. 20. Tie learning to actions. For some key information, students can increase their recall if there is a specific action linked to their learning of a key fact. For example, if you want students to remember the date of the Norman invasion, then you give them the information, the year 1066, have then hold up 10 fingers and then 6 fingers. The information will stay with them forever. 21. Think positively. Positive thinking stimulates the brain. It increases the likelihood of success. 22. Be clear and precise. Give students clear goals, targets and purpose. Generation Y's particularly want to know precisely what they need to do meet the requirements of the class. This in not a lack of intellectual curiosity, but a desire to be efficient. Keep in mind that these students have been exposed to more information in their lives than the two preceding generations combined. They know a lot. For them, school is one of the many ways to get information, and they are used to getting what they need or want in ways that are efficient for them. 23. Allow focus time. The Generations Y attention span declines after 15-20 minutes. You have you student's brain for only 20 minutes at a time. Break up the class time into 20-30 minute segments with some kind of activity (outbursts, e.g.). 24. Talk is critical. Talking stimulates the brain, in particular, the frontal lobe, the area which controls higher-level thinking and decision-making. Social interaction is important to memory and learning. 25. Enhance procedural memory with movement. Procedural memory is stored in the body it is muscle memory. Riding a bike is an example of procedural memory. Procedural memory is easy to access. Relating procedural memory to cognitive tasks can improve recall. 26. Make learning relevant. Tie learning tasks to real-world problems. If it is not seen as relevant, there will be resistance to learning.
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TIPS TO IMPROVE INTERACTION AMONG THE GENERATIONS TRADITIONALISTS, BOOMERS, X'ERS AND NEXTERS From the National Oceanographic and Atmospheric Association Office of Diversity
Values can collide when members of different generations work and learn together. Having a better understanding of others can make the working and learning environment more productive. What generations are generally represented in today's society? Traditionalists Baby Boomers Generation Xers Nexters or Generation Y The Baby Boomers make up the largest percentage of the population today according to U.S. Census statistics. Boomers consist of people currently between the ages of 37-55 (born between 1947-1965). When we discuss the generations in our society, we can't forget the Boomers' parents. These are the Traditionalists, War Babies or Veterans, who are now older than 55. How about our younger generations? The Generation Xers are people in the 25-36 age group (born between 1966-1977). Last are our youngest citizens, the Nexters or Generation Y, representing people age 7-24 (born between 1978 and 1995). These are the cyber kids who grew up with the Internet, and speed and access to information is something that they are accustomed to. What Do The Members of Each Generation Value? Fundamental value differences exist between those of different generations. Understanding these values may help understand differences that may arise in the learning environment. Organizational development scholar, Dr. Morris Massey, began looking at generational values and argues that our behaviors are driven by our value system or our value programming. He offers that what we are now is closely rooted to what we were when we were value programmed. If we examine the value system shared by generational groups then we can better understand their diverse beliefs and behaviors. We don't have to agree with the values of different generations but we can strive to understand the mindsets of different generations and how each group sees the world based on their experiences. While it's important to recognize that many dimensions of diversity from race, sex, sexual orientation, geographic location, etc., shape who we are and how we behave, we can generalize values based on generations. Let's take a look at some of the espoused values or beliefs held by each of the generations so that you will be better able to appreciate the challenge that we face as an educator trying to create an inclusive learning environment. Please note that these are generalizations and will not apply to all members of a particular generation.
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TRADITIONALISTS Traditionalists
Value...
Traditionalists values are influenced by the experiences of their parents whose values go back to the 1800s. This generation experienced the Great Depression and World War II both of which shape how they view the world.
Privacy: Traditionalists are the private, silent generation. Don't expect members of this generation to share their inner thoughts. Hard Work: They believe in paying their dues and become irritated when they perceive others are wasting their time. Members of this generation often feel that their career identifies who they are. Trust: A traditionalist's word is his/her bond. Formality: Whether written or in oral communication a formal communication style is preferred. This generation values formal dress and organizational structures. Authority and institutional leadership: Traditionalists have a great deal of respect for authority. Social Order: Other generations may view this desire for social order and placement as bias, prejudice or even racism or sexism. Things: This group loves their stuff and they won't get rid of it. Some may call them pack rats but others would argue that they remember the depression days and going with out. You never know when you might need it.
Supportive Behaviors and Tips For Communicating with Traditionalists...
By nature Traditionalists are private, the "silent generation". Don't expect members of this generation to share their thoughts immediately. For the Traditionalist a educator's word is his/her bond, so it's important to focus on words rather than body language or inferences. Face to face or written communication is preferred. Don't waste their time, or let them feel as though their time is being wasted.
BABY BOOMERS Morris Massey calls this group the Nuagers. This generation represents the children of our World War II veterans. They did not go through economically hard times as their parents did, they had the good life the Traditionalists wanted them to have the best and as a result, the "Me" decade arrived. Baby Boomers Value...
Competition: Boomers value peer competition and can be see by others as being egocentric. Change: Boomers thrive for possibilities and constant change. Hard Work: Boomers started the "workaholic" trend. The difference between Traditionalists and Boomers is that Boomers value the hard work because they view it as necessary for moving to the next level of success while Traditionalists work hard because they feel that it is the right thing to do. Success: This generation is committed to climbing the ladder of success.
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Body Language: Boomers are the show me generation and body language is important. Teamwork: This group embraces a team based approach to business-they are eager to get rid of the command and control style of their Traditionalist predecessors. Anti Rules and Regulations: They don't appreciate rules for the sake of having rules and they will challenge the system. Inclusion: This generation will accept people on an equal basis as long as they can perform to their standards. Will Fight For A Cause: While they don't like problems, if you give them a cause they will fight for it.
Supportive Behaviors & Tips For Communicating With Baby Boomers...
Boomers are the "show me" generation, so your body language is important when communicating. Speak in an open, direct style but avoid controlling language. Answer questions thoroughly and expect to be pressed for the details. Present options to demonstrate flexibility in your thinking.
GENERATION XERS Morris Massey refers to this group as the Syn-Tech generation. This generation is both economically conservative, remembering double-digit inflation and the stress that their parents faced during times of on and off unemployment. Unlike their predecessors, they will not rely on institutions for their longterm security. Generation Xers Value... o Entrepreneurial Spirit: Xers believe in investing in their own development rather than in their organization's. While others may see them as disloyal they are cautious about investing in relationships with employers because experience has shown that these relationships are not reliable. Cavalier as it may sound, one Xer told a Boomer that if you want loyalty get a dog. Loyalty: To an Xer, this may mean two-weeks notice. Independence and Creativity: Xers have clear goals and prefer managing their own time and solving their own problems rather than having them managed by a supervisor. Information: They value access to information and love plenty of it. Feedback: This group needs continuous feedback and they use the feedback to adapt to new situations. This generation is flexible. Quality of Worklife: This generation works hard but they would rather find quicker more efficient ways of working so that they have time for fun. While Boomers are working hard to move up the ladder, Xers are working hard so that they can have more time to balance work and life responsibilities. Supportive Behaviors & Tips for Communicating With Generation X...
Use email as a primary communication tool.
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Talk in short sound bites to keep their attention. Ask them for their feedback and provide them with regular feedback. Share information with them on a regular basis and strive to keep them in the loop. Use an informal communication style.
GENERATION Y (Also Called Nexters) If you think that Generation Xers were challenging for Traditionalists and Boomers to teach just wait until Generation Y arrives. Generation Y represents people who have grown up during the high tech revolution. They have never known a world without high speed video games, speed dial and ATMs. The secret to motivating this group is to provide systematic and frequent feedback - as it happens. Generation Y Values...
Positive Reinforcement: Members of this cyber generation value positive reinforcement at accelerated rates compared to older generations. Autonomy: This group wants more input into how they are learning and the independence to do it. Positive Attitudes: This group grew up during tranquil times and as a result have a very optimistic outlook on life in general. Diversity: This group grew up with more diversity than their predecessors and if not exposed to it in their community then they were introduced diverse people and cultures through the media. Money: This group is used to making and spending money. Technology: Technology is valued and is used as a tool for multi-tasking.
Supportive Behaviors & Tips for Communicating With Generation Y...
Use action words and challenge them at every opportunity. They will resent it if you talk down to them. They prefer email communication. Seek their feedback constantly and provide them with regular feedback.. Use humor and create a fun learning environment. Don't take yourself too seriously. Encourage them to take risks and break the rules so that they can explore new ways of learning.
Managing the Generational Mix How do we keep a generationally diverse group of learners motivated in today's environment? The first step to making the generational diversity work is to understand what motivates members of different generations and to institute teaching techniques that are flexible enough to meet their needs. In today's complex mix of generations, Traditionalists are found with Boomers and Boomers with Generation Xers. Trends toward later retirements mean that traditionalists are still happy working and learning and Generation Xers are quickly moving into positions of power and influence where they are supervising and educating members of older generations.
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Educators are beginning to recognize that the changing demographics of the learning environment can affect morale and productivity. Companies like Pitney Bowes have incorporated an intergenerational component to leadership training. Executives experience how different generations react and interact with each other. Chairman and CEO Michael Critelli also focuses on opening the channels of communication by encouraging employees of all levels to email questions and comments to him. The company has also focused on creating a more fun working environment to address the needs of incoming generations. Pitney Bowes also strives to match people with their jobs and to ensure that they are continuously challenged. Other successful companies such as TGI Fridays, Ben & Jerry's and Lucent Technologies understand that it is important to focus not only on what needs to get done but on accommodating the work and learning styles of the various generations. Lucent Technologies instituted a training center called IdeaVerse that focuses on creativity. Another company created what they call generational play grounds, from cafe.com an on-site coffee house attracting twenty somethings to a bookstore which carries the latest in self actualization books which seems to attract the Boomer generation.
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