lit review

Generational Workplace Ethics

Assignment: Six Source Paper

Peter Hurlock

University of Maryland Global Campus

WRTG 391- 7378

Dr. Dennis L. Winston

November 21, 2020

Work ethics is defined as a set of beliefs and attitudes that reflects an individual's fundamental value of work (Banister, C., Woehr, D., & Meriac, J. 2010). One's ethics and morals demonstrate how an individual will act while they are not only in the company of others, but also behind their backs. With every generation being shaped by significant events that occurred during that period it's only common to know that every cohort's ethics will be different. In other words if someone is born during a time where they are struggling as a nation they will have issues growing up and developing independence. However those who come from an era where times are not so poor and terrible events have a better chance of being set for success in the future. However, it is important to note that these same historical events that defines a generation can vary depending on a cohorts location and experience (Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. 2012). This means that events that happened in the 60’s in the United States differ in ways that would affect those born in Russia or China. Today the workforce is divided into four major categories (Srivastava, M., Banerjee, P., 2016): traditionalists (pre-1946), baby boomers (1946-1964), generation x (1964-1979), and millennials/ generation y (1980-200); and what is tending to be observed is that baby boomers are retiring and generation x is the largest generation in the workforce with thirty-four percent (Randall,R., 2016). It is noted by Banister, C. (2010), that there is a large difference in many dimensions of work ethics that may contribute to the misunderstandings and differences in work expectations of different generational cohorts. As a whole all cohorts will have to work together and it is best to be able to understand each other and how each different generation is in order to build the best work environment.

With each generation that is being born, the individual develops their own significant traits, but mainly these traits are shaped by the position of the world during generational time. Baby boomers are known as those individuals born 1946-1964, they are the oldest generation in the workforce today and are currently retiring. The cohorts are known to have their beliefs and attitudes shaped by the significant events of the Vietnam War, push for African American Civil Rights, and the assassination of prominent leaders (Agnieszka, S., Baltes, B., Zabel, K., Early, B., Biemeier-Harison, B.,2017). As adults they challenge social norms, are fiercely loyal to their employers, and placework central to lives with having difficulty separating work from personal life priorities. According to Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. (2012) baby boomers are described to be time stressed and materialistic. As the oldest generation in the workforce, baby boomers look forward to the opportunity to be mentors to the younger generation, seek opportunities to learn, and place a high level of significance on self improvement. Face-to-face communication is the preferred method of communication but they are open to using any form of communication, although they feel that technology is a commodity. Banister (2010) reported that there was a slightly higher level or work ethics in baby boomers. However when it came to job satisfaction Badger (2012) noted that there was no difference when comparing baby boomers to generation x and y, however; they are noted to have significantly higher organizational commitment than other cohorts.

Generation x is the one generation that is said to be born during a poor economic condition during a time when independence was being stressed (Agnieszka,S., Baltes, B., Zabel, K., Early, B., Biermeier-Hanson, B., 2017). Cohorts born during this generation are believed to be shaped by the significant events of Iraq War, school shootings, the Clinton sex scandal, and the tragic epedemic of HIV. By others they have been noted to extend their adolescence and have a tendency to move away from home however they always tend to go back home. These individuals are described as skeptical and individualistic (Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. 2012). They are the first cohorts to have a huge influence by technology and they view it as a part of life. Generation x individuals strive to be able to work independently and are known to want to be able to promote quickly. Unlike baby boomers who place work central to their lives, generation x members are less likely to feel that work should be an important part of life. These individuals are believed to have a better work/life balance unlike other cohorts. According to Glass, A. (2007) generation x cohorts look for jobs that are lower paid and less strict on the hours of work. With anyone who looks for a job looks for particular benefits that will benefit them. Cohorts born during the era looked for jobs that offered daycare benefits, maternity leave, and a flexible schedule (Glass, A., 2007). There was a note that work ethics between generation x and millennials are less clear to note due to lack of evidence (Banister, C., Woehr, D., & Meriac, J. 2010).

Millennial/ generation y cohorts were born between 1980-2000. They were shaped by the tragic event of September 11, having Barack Obama as President, and the second Iraq War. Growing up during a time of catered school systems, for those with self-esteem issues, they are viewed as having a sheltered life. Like generation x, they witnessed the effect that the corporate downsizing had on their parents. Millennials are assumed to be influenced by technology because they grew up in an era that allowed them to work practically anywhere. Srivastava, M., and Banerjee, P. (2016), report that millennials are characterized as ambitious, positive, flexible, confident, and have a clear sense of direction. Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. (2012) believe that generation x cohorts are socially conscious, narcissistic, and highly cynical. When it comes down to work ethics they look for collaborative decision-making and a fast track leadership program. Millennials, themselves are known for technology which is why it isn’t a surprise that they favor text messages, email, and instant messages rather than face-to-face communication (Glass, A. 2007). Technology communication can cause an issue when sharing bad news. It wouldn’t be surprising to know that millennials lack relationship development with colleagues and managers due to technology. When it comes to work ethics millennials value job security less, however; they prefer a higher salary, flexible working arrangements, and more financial leverage than the cohorts of generation x (Hess, N., Jepsen, D. 2009).

Peers, parents, popular culture, and prominent events are different things that can have an effect on an individuals development. The impacts of how an individual is viewed can also result in the outcomes in different settings: the most cited ones would include effect of generational difference on work-related outcomes such as commitment, satisfaction, motivation, risk-taking, and leadership style (Costanza, D., Gade, P., Severt, J., Fraser, R., & Badger, J. 2012). According to Glass, A. (2007), baby boomers feel that younger generations do not work as hard as them because of telecommunication and the ability to have virtual offices. However generation x and y cohorts believe that as long as the work is getting done why does it matter where it is done at. They also see boomers as resistant to technology. Glass, A. (2007) pointed out that the baby boomer cohorts prefer little feedback and would be insulted by constant and specific instructions. Hess, N., and Jepsen, D. (2009) states that generation x cohorts are said to be less loyal to organization and fall into a more “me” orientation. However, millennial cohorts expect and need the constant feedback and feel at ease when completing work when given detailed oriented instructions (Glass, A., 2007). There are perspectives that believe that one's career stage can play a role in their work ethics. In the end all cohorts are able to learn from each other. Everyone needs empathy and the key to success is sensitivity.

References

Banister, C., Woehr, D., & Meriac, J. (2020). Generational Differences in Work Ethics: An examination of Measurement Equivalence Across 3 Cohorts. Journal of Business and Psychology. 25(2), 315- 324, doi:10.1007/s10869-010-9164-7

Costanza, D. P., Badger, J. M., Fraser, R. L., Severt, J. B., & Gade, P. A. (2012). Generational Differences in Work-Related Attitudes: A Meta-analysis. Journal of Business and Psychology, 27(4), 375–394. doi:10.1007/s10869-012-9259-4

Glass, A. (2007). Understanding Generational Differences For Competitive Success. Industrial and Commercial Training, 39(2), 98–103. doi:10.1108/00197850710732424

Hess, N., & Jepsen, D. M. (2009). Career Stage and Generational Differences in Psychological Contracts. Career Development International, 14(3), 261–283. doi:10.1108/13620430910966433

Srivastava, M.; Banerjee, P. (2016, July-Sept) Understanding Gen Y. Journal of Management Research. Vol. 16(3). P148-164

Zabel, K. L., Biermeier-Hanson, B. B. J., Baltes, B. B., Early, B. J., & Shepard, A. (2016). Generational Differences in Work Ethic: Fact or Fiction? Journal of Business and Psychology, 32(3), 301–315. doi:10.1007/s10869-016-9466-5