Generation X vs. Generation Y (Pt.2)

Continuing from the first part in the series of entries on the differences between ‘Generation X’ and ‘Generation Y’.

I deal with Generation Y in a learning and educational environment. But I am well aware that I am working with them (sometimes against them) to get them into some kind of state of mind to enter the workplace so they have the skills and knowledge and abilities to fit into the (hopefully) modern office.

According to Jordan Kaplan “‘Generation Y’ is much less likely to respond to the traditional command-and-control type of management still popular in much of today’s workforce,” He continues by saying ” … they’ve grown up questioning their parents, and now they’re questioning their employers. They don’t know how to shut up, which is great, but that’s aggravating to the 50-year-old manager (Generation X) who says, ‘Do it and do it now.’ ”

“Some conflict is inevitable. More than 60% of employers say they are experiencing tension between employees from different generations, … more than 70% of older employees are dismissive of younger workers’ abilities … and nearly half of employers say that younger employees are dismissive of the abilities of their older co-workers.”

There is an advantage, some say, to being part of ‘Generation Y’ … they are computer literate, hungry for knowledge and to find easier/better/quicker ways to do the same thing, and the less-informed people (‘Generation X’ers?) are more likely to go to them for help.

It’s not just about being independent; it’s about being in charge of themselves (and others), it’s about being in control (of themselves and others) … it’s about not having to answer to someone (especially someone else).

There is, however, a disadvantage. Being young and very well informed & capable means that ‘Generation Y’ is not always welcome. For more senior or long-serving individuals, having to report to someone younger and less experienced is not something that they are comfortable with. We all know this shouldn’t be an issue, but we live in the real world and we know it is an issue.

Michelle Oftedahl, writing in the American Journal, shares her views that as a member of ‘Generation Y’ she is finding it increasingly difficult to ‘relate’ to her colleagues, those who are definitely ensconced in the ‘Generation X’ mentality. She is realistic, if a little impatient, in the impact the change is bringing to the modern workplace, saying … “It’s when you add in resistance to change or an attitude of superiority that the mixture gets a little sour. If we can learn to understand and respect the Gen X’ers patterns, and they ours, maybe the workplace would mean profit for our efforts and not punishment. Change will undoubtedly happen in time, but anything we can do to smooth the road on the way there will benefit all involved”

Part 3 to the series will come shortly … thanks, and see you there.