When Generations Collide!
Howdy Pot'nas!
I'm not that into the whole "Book Review" thing; I mean, who am I... Oprah?!? However, I read this book a while back and decided to share a summary of it with y'all to get your thoughts.
The Book
"When Generations Collide", by Lancaster & Stillman, is a book based upon the results of the “Bridgeworks Generations Survey” (conducted by the authors' consulting firm...) which indicates that the generalization of people’s generational context may be a more effective stereotype in the workplace than race, religious background, or gender. “Traditionalist (1900-1945),” “Baby Boomer (1946-1964),” “Generation X (1965-1980),” and “Millenial (1981-1999)” generation groups are identified by the authors to be of particular interest, as they are all simultaneously working in the American workforce. It’s argued that the each generation group has experienced specific cultural values and economic conditions during their respective lifetimes which have in turn molded generation-specific workplace values, employment patterns, as well as communication and behavioral norms. Considering the increasing number of generations in the workplace, this book is a unique way of conceptualizing differences between “generation groups” and proposes strategies of increasing the cohesion and sensitivity among those stereotypical groups.
The Traditionalists (born 1900-1945)
Born pre-depression era, they learned that employees should be committed to the company in their entirety and “just be happy that they have a job!” They are found in the upper echelons of large corporations and government agencies and have had the opportunity to see economic changes & organizational trends for the better and worse.
The Baby Boomers (born 1946-1964)
After WWII, there was a “boom” in the birthrate, followed by increased competition for jobs, and later, an increase in outsourcing which resulted in mass layoffs and RIFs. This was the generation of Vietnam, Wall Street, big organizational gains & losses, as well as the rest of the craziness of the 60’s, 70’s & 80’s. The Baby Boomers are currently preparing for retirement to enjoy their families and the fruits of their labor.
Workplace & Career Values:
Generation “X” (born 1965-1980)
Growing up in latch-key, playing video games, and seeing their parents’ employers downsize in an unstable marketplace, Generation “X” became the generation known for technology and “job-hopping.” The smallest of the four generation groups, they’ve had unparalleled opportunity and success, and will continue to have significant impact upon the workplace as prior generations exit the current workforce in droves.
Workplace & Career Values:
The Millennial Generation (born 1981-1999)
Growing up with immediate access to information and professional work during high school building websites, this generation is just entering the workforce and will become its future. This generation has been exposed to the professional workplace, technology and information at a younger age than prior generations and promises to further revolutionize the nature of the workplace, organizational structure, and typical career path.
Workplace & Career Values:
“Cuspers” – Are identified as those individuals born in the last five years of a particular generation range and may possess values of more than one generation.
The Skinny
The overall gist of the book is to promote organizational flexibility, sensitivity, and consideration of different generational values and norms in recruitment, development, motivation, and reward systems currently in place in the workplace. The weaknesses are the over-emphasis on static generational differences and the assumption of organizations being flexible enough to customize their management & benefit systems to meet the differences and needs of different generation group values; however, that’s not to say we should throw the baby out with the bath water.
Questions for the cowpokes...
Do what you do and express yo'self....
All right, click the "comments" link below to read the responses of others, as well as share your own responses. "NO" you don't have to be a member of Blogger to put in your $0.02; Just select "Other" for your identity, type in your name, and post your comments... that's it.... it's as easy as growing hair in areas you really don't want to grow hair!
I'm not that into the whole "Book Review" thing; I mean, who am I... Oprah?!? However, I read this book a while back and decided to share a summary of it with y'all to get your thoughts.
The Book
"When Generations Collide", by Lancaster & Stillman, is a book based upon the results of the “Bridgeworks Generations Survey” (conducted by the authors' consulting firm...) which indicates that the generalization of people’s generational context may be a more effective stereotype in the workplace than race, religious background, or gender. “Traditionalist (1900-1945),” “Baby Boomer (1946-1964),” “Generation X (1965-1980),” and “Millenial (1981-1999)” generation groups are identified by the authors to be of particular interest, as they are all simultaneously working in the American workforce. It’s argued that the each generation group has experienced specific cultural values and economic conditions during their respective lifetimes which have in turn molded generation-specific workplace values, employment patterns, as well as communication and behavioral norms. Considering the increasing number of generations in the workplace, this book is a unique way of conceptualizing differences between “generation groups” and proposes strategies of increasing the cohesion and sensitivity among those stereotypical groups.
The Traditionalists (born 1900-1945)
Born pre-depression era, they learned that employees should be committed to the company in their entirety and “just be happy that they have a job!” They are found in the upper echelons of large corporations and government agencies and have had the opportunity to see economic changes & organizational trends for the better and worse.
Workplace & Career Values:
- Dedicated & loyal to a single company who has provided for them their entire careers and will continue to do so into retirement; the company is a “paternal” figure of job security
- Believe in tradition, following the “chain-of-command” and hierarchical organizational systems
- Have a sense of duty to the company, want to build a legacy and value satisfaction of “a job well done!"
- Believe in hierarchical management strategies of “No news is good news” and “management by exception”
The Baby Boomers (born 1946-1964)
After WWII, there was a “boom” in the birthrate, followed by increased competition for jobs, and later, an increase in outsourcing which resulted in mass layoffs and RIFs. This was the generation of Vietnam, Wall Street, big organizational gains & losses, as well as the rest of the craziness of the 60’s, 70’s & 80’s. The Baby Boomers are currently preparing for retirement to enjoy their families and the fruits of their labor.
Workplace & Career Values:
- Ambitious with a “dog eat dog” mentality, they are optimistic and want to make a difference in the system
- Believe in working long hours, putting in “face time,” and “changing the chain of command” for the positive; “live to work” perspective
- Desire building a stellar “career” and have traditionally found self-fulfillment through the attainment of money, titles, recognition, and the “corner office”
Generation “X” (born 1965-1980)
Growing up in latch-key, playing video games, and seeing their parents’ employers downsize in an unstable marketplace, Generation “X” became the generation known for technology and “job-hopping.” The smallest of the four generation groups, they’ve had unparalleled opportunity and success, and will continue to have significant impact upon the workplace as prior generations exit the current workforce in droves.
Workplace & Career Values:
- Skeptical of the stability of organizations and jobs, they are focused upon freedom, independence, work-life balance, and a self-commanded approach to the personal development of portable knowledge and skill sets
- Job stability is attained by taking advantage of a variety of employment opportunities to develop knowledge & skill sets; “job-hopping” is the product of not finding growth opportunities within a single company
- Believe that “face time” and being a “company man” is a waste of time; work is viewed more as a means to an end; a very “Work to Live” perspective
- Very focused upon continual feedback, performance management, and perpetual stimulation & challenge
The Millennial Generation (born 1981-1999)
Growing up with immediate access to information and professional work during high school building websites, this generation is just entering the workforce and will become its future. This generation has been exposed to the professional workplace, technology and information at a younger age than prior generations and promises to further revolutionize the nature of the workplace, organizational structure, and typical career path.
Workplace & Career Values:
- Value collaboration, adaptation and flat organizations rather than hierarchy and “chain of command”
- Have been accelerated-learners and desire to work for forward-thinking, innovative, and adaptable organizations; expectations are for this generation to not only change jobs and organizations regularly, but have multiple careers
- More of an emotionally-based value of work with meaning rather than purely monetary value
- Believe in collaborative management styles with immediate and continual performance feedback and development
“Cuspers” – Are identified as those individuals born in the last five years of a particular generation range and may possess values of more than one generation.
The Skinny
The overall gist of the book is to promote organizational flexibility, sensitivity, and consideration of different generational values and norms in recruitment, development, motivation, and reward systems currently in place in the workplace. The weaknesses are the over-emphasis on static generational differences and the assumption of organizations being flexible enough to customize their management & benefit systems to meet the differences and needs of different generation group values; however, that’s not to say we should throw the baby out with the bath water.
Questions for the cowpokes...
Which generation group do you feel you fit? Is it the same group to which you actually belong?
What's the practicality of applying these group differences? Is this just another, "nice to know, but doesn't really matter" type of things, or does this imply that we should be more flexible in understanding the differences in perspective and values of generational groups?
Do what you do and express yo'self....
All right, click the "comments" link below to read the responses of others, as well as share your own responses. "NO" you don't have to be a member of Blogger to put in your $0.02; Just select "Other" for your identity, type in your name, and post your comments... that's it.... it's as easy as growing hair in areas you really don't want to grow hair!
posted by Don the "Head Chimp" at
11:36 AM
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3 comments
