"In My Day, Things Were Different!"

Most of us are sensitive to the fact that different cultural backgrounds often translate into different work and learning styles, approaches to communication, and even attitudes towards authority. But social scientists and demographers would be quick to point out that age can also be a determining factor when it comes to differences.

In fact, in today's workplace, members of four demographically identifiable age groups, or "generations," typically have to work with one and another. These four are the Baby Boomers, Generation Jones, Generation X, and Generation Y.

According to Gretel Bakker of the University of Queensland, Australia, knowing a bit about each can go a long way towards avoiding misunderstandings and, possibly, conflict at work. Here are the basics about each generation:

Baby Boomers

The Baby Boomers are the generation that came of age during the 1960s. American Boomers went to Woodstock, and some fought in Vietnam. They experienced Beatlemania in their youth, and later embraced psychedelia and free love. But those values changed as they got older, and they were faced with mortgages and the increasing costs of putting their children through school. Today, Boomers are at or near retirement age. Nonetheless, many continue to overwork themselves, because they enjoy the material comforts that money buys. They also tend to believe that age is no barrier when it comes to work – which means that the other generations can't expect to get rid of them anytime soon.

Generation Jones

Generation Jones is comprised of individuals who were born between 1954 and 1965. The idea of Generation Jones, or the "Jonesers," was first formulated by the cultural historian and social commentator, Jonathan Pontell. "Jonesing" is a slang word that refers to the strong need, desire, or craving for something, and Jonesers desire, above all else, to have a particular demographic identity (in between the Boomers and Generation X). Sometimes also described as "Late Boomers," most Americans of this generation were too young to participate in the Vietnam War. Jonesers are a self-reliant bunch. They are idealistic, but cynical and, like the Boomers, they tend to be preoccupied with financial and employment security.

Generation X

Douglas Coupland's novel, Generation X: Tales for an Accelerated Culture, popularized the term Generation X (although it was first used in a 1960s study of British youth). Generation Xers, those born between 1966 and 1977, are often depicted as slackers, brooding over the question of meaning in an increasingly complex and wired world. They came of age wearing Gap jeans, and they protested against the forces of economic globalism (and then later recognized the irony). Like the Jonesers, they tend to be self-reliant, and they also like to work alone. Much more than the any other generation, they value flexibility and freedom, especially when it comes to work.

Generation Y

The term "Generation Y" was first used in an Advertising Age article in 1993. Also known as the "Echo Generation" or the "Millennials," this generation was born between 1978 and 1987, and their values tend to echo those of their Boomer parents. Generation Y enjoys material comfort and the good life. They taught their parents how to program the VCR, and as a result were treated by them like "friends" and equals. When dealing with more experienced coworkers or supervisors, they typically demand respect first, and reserve the right to prove themselves for later. Like Generation X, Generation Y demands flexibility at work, but unlike Generation X, Generation Y tends to have a pack mentality.

Generations at Work

Looking at the differences, it's not too hard to see what might go wrong in a workplace populated by these four generations.

For example, a Boomer boss may ask his/her employees to put in extra hours. The Boomer's Generation Jones manager will grudgingly accept the extra workload, if only because the Joneser shares the Boomer's values when it comes to the why of work – financial security. The Joneser will also tend to put the desire for employment security ahead of just saying no to the extra work.

But things might not go so smoothly with the Baby Boomer's Generation X employees. The Xers like time off (probably more than they like their work) and, being cynics, they'll recognize that no matter how much extra time they put in, they won't benefit from it, only their bosses will. (Whether or not they will act on this is another question.) The Generation Y staff members, on the other hand, will say no if it conflicts with their schedules. Not only that, if pressured, they'll reprimand the senior staff member making the request, and likely walk. Any other generational combination can lead to similar conflicts.

Of course, not everyone fits into these generational molds, so everyone should avoid stereotyping younger or older colleagues. But being aware of the types of values generally held by different generations may help alleviate conflict in the workplace – or, at the very least, help to avoid reducing all workplace strife to a matter of "personalities."

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