SHPE - Conference 2007 - (Page 26)

PROFESSIONAL DEVELOPMENT mous numbers. They are an amazing work force because of their dedication to a solid, strong work ethic, defined by them as working long and hard and being seen doing it. The word “workaholic” was coined to describe the Boomers. They believe in “face time” with their bosses; they must be seen working hard or else that work ethic may not benefit them. On the world stage, the Matures laid the groundwork for the United States to become an influential member of the world community, but the Boomers came behind them and set the wheels in motion. Through their enormous numbers (77 million), their intense work ethic and their competitive nature, the Boomers got productivity in the United States to the forefront of the world community. The Boomers were raised during an era of prosperity (the 1950’s) and turmoil (1960’s-1970’s). They believe in the sanctity and the importance of the individual. Developing themselves into a more “whole” person is very important. In their view, learning to operate as a member of a team is part of becoming a better person. They are champions of teamwork. Boomers are working as hard as they’ve ever worked, but some are asking themselves if their intense work ethic has paid off the way they had hoped. Keep in mind that the Boomers entered the workplace when company loyalty was standard and they have seen that change dramatically. Throughout their careers, Boomers have seen tough economic conditions that have resulted in layoffs and downsizings. Since their work ethic may have gone unrewarded, some wonder if they’ve missed critical parts of their lives while giving the company 110 percent. Generation X In the Workplace: • Eschew the hard-core, super-motivated, do-or-die Boomer work ethic. • Want open communication regardless of position, title or tenure. • Respect production over tenure. • Value control of their time. • Look for a person, not a company, in whom they can invest loyalty. In the Marketplace: • Can spot a phony a mile away. • Rely on peer-to-peer referrals more than any other generation. • Want options: plans B, C and D. • Embrace technology as a way to maintain control of their lives. • Want to be in control of the sale. (Millennials) This generation is different than all the rest. Born in a time where cell phones, laptops, remote controls and travels to outer space are the norm, the Gen Yers are living in a world ubiquitous with technology. Studies show they’ll still see more change in their lifetime than any other generation. Along with ever-present technology, the Gen Yers have grown up in the lap of luxury in one of the best economic times in the last 100 years. The recent economic downturns are the first change in the nation’s economic pace they’ve experienced. Excess is part of the Gen Yers reality. They have developed the reputation of being big spenders. By and large, they are the biggest Generation Y Generation X Gen Xers were brought up on television, Atari 2600s and personal computers. Born between 1965 and 1980, they grew up in the “Me Generation” of the 1980’s and were given an unflattering, vague name. They have been defined as “slackers” and characterized as unmotivated, lethargic, sarcastic and irreverent. This is a generation of individuals. They were the first generation that parents could take pills not to have. As youths they were told they’d be the first generation in the nation’s history that would not be as successful as their parents. Every institution in the United States that has said “you can trust us” (government, the church, military, marriage, major corporations) has fallen flat on its face. To Gen Xers, their past experiences have led them down a path of overwhelming skepticism. Though Xers could easily be considered pessimistic about their world and their future, their attitude has a “carpe diem” feel to it. If they feel that they cannot count on anything in the future, they will focus on the short-term and make the most of it. Each day has significance. It is not an attitude of irresponsibility, it is the contrary. In fact, Xers willingly shoulder the realities and responsibilities of their day-to-day. In the past, they have seen companies and governments not provide what was promised, so they begin to rely on themselves for what they need. This attitude permeates the workplace where Xers are steadily rejecting the Boomer’s “face time” work ethic attitude. Ironically, along the way, they’re gaining Boomer converts. In fact, the concept of “flextime” was the result of a basic Xer value — the desire to control their own time. Today, the eldest Xers are achieving management positions and the youngest have been in the workplace for three years or more. They’ll inherit the many management positions vacated by the Boomers as they begin the mass exodus to retirement, and things will be different. They will focus on being effective, profit-oriented and responsible, but they’ll do it their own way. Generation Y In the Workplace: • Search for the individual who will help them achieve their goals. • Want open, constant communication and positive reinforcement from their superiors/managers. • Find working with someone of the Mature generation easy to do. • Search for a job that provides great, personal fulfillment. • Are searching for ways to shed the stress in their lives. In the Marketplace: • Want to be treated like their peers, but be given opportunities to differentiate themselves. • Don’t want to be hurried. • Will consider a company’s products if the company is known for its altruistic attitude. • Are loyal consumers. • Search for the unique and hard-to-find items. consumers in the marketplace today. Children of the Boomers and the oldest Xers, the Gen Yers have lived protected by their parents. Threats to them are of a different variety than those with which children of any other generations have experienced: rogue individuals with nuclear weapons, unchecked violence from their peers and terrorism in their home nation (and, in one case, by their own countrymen). The parents’ response is to insulate and protect their children, to carefully guide them through life and to constantly build their self-esteem. The Gen Yers are pivotal to their parents’ life. This is SHPE R Conference 2007 26

Table of Contents Feed for the Digital Edition of SHPE - Conference 2007

SHPE - Conference 2007 Contents President’s Letter From the Vice President Calendar Browser The Top 10 Interview Questions A Federal Case for Education Reform Managing in the Multi-Generational Work Force Ahead of Their Times: An Engineering Progression The Place to Innovate Management Growth Training Executive LeaderSHPE Institute Programs & Services Welcome Letters Highlights Conference Schedule STAR Awards Company of the Year Professional Adelante and Student Chapter Awards Speakers Professional Development Strategy SHPE Academic Olympiad AHETEMS Design Competition Morgan Stanley Web Coding Competition The Ultimate SHPE Challenge Technical Paper Competition Pre-College Symposia Graduate Program Tours Hospitality Suites Advisors Workshop Quick Guide Workshop Descriptions Sponsors and Career Fair Exhibitors Hotel and Convention Center Maps IPC Update Regional Roundup Advertisers Index Inner Circle Employer Profiles

SHPE - Conference 2007

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