1. The Multi-Generational Workforce: Managing, Motivating, and Leading Lawrence S. Silver, D.B.A. Associate Professor John Massey School of Business Southeastern Oklahoma State University
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3. Who are the players? Generation/Work Group Birth Period Age Range Size Veteran/Traditionalist 1929-45 63 - 79 63 million Baby Boomer 1946-64 44 - 62 78 million Generation X 1965-79 28 – 43 48 million Generation Y 1980-99 27 and under 80 million expected)
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Notas del editor
This group doesn’t use/understand a lot of technology, but they possess a great deal of institutional knowledge and wisdom. They like structure at work and do not switch jobs.
Baby Boomers grew up in relative prosperity. They came of age during the 60s and 70s and considered higher education a given. Many Baby Boomers were coming of age during the civil rights era, the women’s movement and the Vietnam war.
This is the smallest group in numbers. They came to age during Three Mile Island and the Iranian hostage crisis. This was the first generation of “latchkey” kids.
This group has grown up with parental nurturing, protection from failure, and lots of praise. They are in constant communication with family and friends. However, they have, at least in the minds of some, substandard communication and problem-solving skills.
This can be a problem if you have the Gen Xer as the Boomer’s boss – the Boomer will be resentful of the detailed instructions the Gen Xer is constantly giving.
“ Sink or swim” doesn’t work with this generation – coaching, guidance and increased opportunities and responsibility are what most Gen Xers will respond to. This is what will be necessary to develop this generation as the leaders they will need to be.
Place is also an issue. Boomers may be very comfortable spending a day or two in a classroom setting while a Gen Y would be more comfortable learning the same information from home on a computer.
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