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, in-
class 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 mind-
sets 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 long-
term 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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