Question

Do commonly held assumptions about different generations in the workforce stand up to scrutiny? What do you think and why?

Answer 1

Historians generally agree that generational naming began in the 20^th Century. Since then several theorists, thinkers and learned men have tried to classify generations according to their understanding. For our study purpose we will take on Neil Howe and William Strauss defined generations as follows:

• 2000–: New Silent Generation or Generation Z
• 1980 to 2000: Millennial or Generation Y
• 1965 to 1979: Thirteeners or Generation X
• 1946 to 1964: Baby Boomers
• 1925 to 1945: the Silent Generation
• 1900 to 1924: the G.I. Generation

After various researches being done we can identify certain traits from different generations, to club them under the same category and provide them with a unique name. However this identification of traits is somewhat an assumption, an assumption that is well backed by research. Therefore not all in the same generation will share the same story as others in their era, there will be exceptions. Let’s go deeper and understand from the explanations of Neil Howe and William Strauss.

Among the millennial traits, it is said that these workers grew up believing they were special and important; they were highly protected as children; and they are confident, motivated, and goal-oriented. In addition, Millennial prefer working in teams, as opposed to working alone.

Generation X, by contrast, is sometimes called the latch-key generation. Its members are more likely than past generations to be children of divorce; consequently, they grew up fending for themselves after school because their single parent was working. As a result, they tend to be independent and more inclined toward entrepreneurial opportunities.

Baby Boomers, on the other hand, grew up wanting to change the world. Their quest for power has been well documented, as has their reluctance to hand over the reins to younger generations.

Well the above said assumptions might hold true at times for scrutiny of a candidate to see if it fits the requirement of the company, however it may also so happen that you might miss out on a great candidate.