The Multigenerational workforce consists of five distinct generational cohorts: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. For more info on the Multigenerational Workforce, see below.
We are each motivated by various things. Generational cohorts are no different. Based on their life themes and individual experiences, researchers have categorized general motivators for each group. For more info on Intrinsic/Extrinsic Motivators, see below.
Women generally want the ability to have both career and family, to have flexibility or “balance” and to pursue the career of their choice. For more info on Gender Dynamics, see below.
The Multigenerational workforce consists of five distinct generational cohorts: Traditionalists, Baby Boomers, Generation X, Millennials, and Generation Z. Among these groups, there are certain trends which have cultural impact: Language use, slang, technological influences, workplace attitudes, generational consciousness, intergenerational living, and demographics.
Much of these groups’ behaviors and life perspectives (Life Themes) can be attributed to the occurrences during their upbringing:
Traditionalists (1925 – 1945): Traditionalism, fear, unrest, caution, pessimism
Baby Boomers (1946 – 1963): Independence, rebellion, optimism, consumerism
Generation X (1964 – 1978): Cynicism, challenging, self-reliant, MTV generation
Millennials (1979 – 1995): Adventure, entrepreneurism, environmentalism, digital takeover, uniqueness, trophy generation
GenZ (1996 – 2010): Acceptance, inclusivity, body positivity, gender neutrality, feminism, advocacy
A generation gap or generational gap is a difference of opinions between one generation and another regarding beliefs, politics, or values.
We work with DEI professionals to bridge the generational divide in the workplace and beyond. Contact us
We are each motivated by various things. Generational cohorts are no different. Based on their life themes and individual experiences, researchers have categorized general motivators for each group.
1. Traditionalists are motivated by money but also want to be respected. This group typically prefers milestone recognitions and values flexible schedules and promotions.
2. Baby Boomers prefer monetary rewards but also value nonmonetary rewards such as flexible retirement planning and peer recognition. This is an ambitious, goal-oriented generation that is motivated by promotions, professional development, a desire to be in a position of authority, and having their expertise valued and acknowledged. They prefer recognition from their peers rather than their supervisors.
3. Generation X members value bonuses and stock as monetary rewards and flexibility as a nonmonetary reward. The type of rewards they favor are recognition from the boss, gift cards, experiential rewards and flexible schedules.
4. Generation Y (Millennials) wants stock options as a monetary reward and values feedback as a nonmonetary reward. They respond to recognition from the boss, time off and flexible schedules as rewards.
5. Generation Z is more interested in social rewards—mentorship and constant feedback—than money, but this generation also is motivated by meaningful work and being given responsibility.
They want interesting projects which spark their passion and they will challenge businesses to consider their operational model. This also is the most tech-savvy of all of the generations. Their members typically are plugged into multiple devices at once.
The rewards they prefer include recognition from the boss, experiential rewards and badges such as those earned in gaming. Members of this generation expect workplace flexibility and diversity.
Traditionalists: They want to make an impact and continue to add value to society and the organization.
Baby Boomers: They do not require constant feedback, having an “all is well unless you say something” mindset.
Gen X: This generation prefers to work independently and believes career progression should be based on competence, not rank, age or seniority in the job.
Gen Y (Millennials): Members of this generation are motivated by skills training, mentoring, feedback and workplace culture.
Gen X: They want to know how their work impacts the organization and their role in the organization’s big picture.
We work with DEI professionals to identify and address motivators for the generational cohorts. Contact us
Women generally want the ability to have both career and family, to have flexibility or “balance” and to pursue the career of their choice. Women Traditionalists generally divided labors with their husbands – she as a mother and homemaker and him with a job. For those who worked outside the home, middle class women were secretaries, teachers and nurses; poor or minority women were domestics or field workers.
Baby Boomers saw the introduction of birth control and the opening of choice - stay at home, build a career or try to have it all.
Members of Gen X had “career moms”; they knew they would have choices of how to balance family and work. Often Gen X women have married men (who also had career moms) who share the work of raising children and caring for the household.
Millennials and Gen Z members grew up seeing women as secretaries of state, Supreme Court justices and a presidential candidate. The men — who have competed with girls in school and on the job and have had women bosses — are likely to see women as equals.
Traditionalists and Boomers observe and honor hierarchical structures. Gen X, Millennials, and Gen Z tend to value hierarchy less and prefer more flat and networked structures.
We work with DEI professionals to create awareness and acceptance of constructive gender dynamics between Multigenerational cohorts. Contact us
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European Institute for Gender Equality
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