Nutzungsprofile von Internet und sozialen Medien der Generationen Baby Boomer, Generation X und Digital Natives: Ergebnisse aus Fokusgruppen

2019 ◽  
Author(s):  
G Mayer ◽  
S Alvarez ◽  
N Gronewold ◽  
JH Schultz
Keyword(s):  
Generation X ◽  
Baby Boomer ◽  
Digital Natives ◽  
Baby Boomer Generation

scholarly journals Retaining the Knowledge of Older Experts in  an Organisational Context and the Role of ICT

2021 ◽  
Author(s):  
◽  
Carmel Joe
Keyword(s):  
Generation X ◽  
Research Study ◽  
Baby Boomer ◽  
Expert Knowledge ◽  
Knowledge Retention ◽  
Specific Information ◽  
Extensive Literature ◽  
Information And Communications Technologies ◽  
Baby Boomer Generation ◽  
Depth Study

<p>The oldest members of the post-World War 2 baby boomer generation — born between 1945 and 1963 — are soon nearing retirement, reducing or reviewing the extent of their participation in the workforce in the future. This has significant implications, especially for organisations relying on knowledge workers‘ expertise and experience, as within this cohort resides knowledge that is valuable to organisations. In New Zealand, the problem is twofold. First, Generation X — born between 1964 and 1981 — is numerically only 75% of the size of the baby boomer cohort. The workforce as a whole is predicted to grow at a slower rate after 2016 than it has between 1991 and 2006. Second, organisations will lose valuable knowledge if they do not act to remedy the potential impacts of this demographic phenomenon. The research topic is relevant at a time when few organisations have given serious consideration to the loss of expertise. There is extensive literature on the baby boomer generation, and on the information and communications technologies that exist to support knowledge-related activities such as capture and storage, facilitating access, and sharing and dissemination. However, less specific information was found on the infrastructure or processes for successfully retaining the knowledge of older experts. Do organisations know who the experts are and how their expertise may be retained? This action research study using qualitative methods explores how two organisations define the types of knowledge they will lose when experts leave. An in-depth study of one organisation‘s infrastructure and processes for retaining the knowledge of a specific expert in a key business setting, reveals that his expertise was valued but less understood. The study identified similarities between some characteristics of the expert‘s expertise and elements of wisdom. The findings are presented with reference to an existing research framework pertaining to wisdom as a type of expert knowledge. The framework was adaptable as a representation of the older expert‘s knowledge, and could also be related to the organisation‘s knowledge retention process. The study‘s contribution is a model that integrates knowledge retention with the knowledge framework of an older expert. This research study complements a rise in practitioner efforts to address knowledge loss concerns overseas — by extending our understanding of the nature of the knowledge that organisations value, how this knowledge can be retained, and how ICT can support the knowledge retention imperative</p>

scholarly journals PERBEDAAN NILAI-NILAI KERJA GENERASI BABY BOOMER, GENERASI X DAN GENERASI Y (Survey Pada Karyawan Hotel Provinsi Jawa Barat)

2021 ◽  
Vol 11 (1) ◽  
pp. 79-91
Author(s):  
Rita Yuni Mulyanti
Keyword(s):  
Generation X ◽  
Generation Y ◽  
Baby Boomer ◽  
Work Life ◽  
Work Life Balance ◽  
Primary Data ◽  
Life Balance ◽  
Baby Boomer Generation ◽  
Hotel Employees ◽  
Post Hoc

Setiap generasi memiliki nilai-nilai yang dibentuk oleh peristiwa-peristiwa penting dalam sejarah yang mengubah arah perkembangan masyarakat tempat generasi itu dibesarkan secara fundamental. Peristiwa ini memengaruhi nilai, preferensi, dan perilaku saat bekerja. Artikel ini menjelaskan tentang perbedaan nilai yang dianut oleh generasi baby boomer, generasi X, dan generasi Y di tempat kerja.  Metode penelitian yang digunakan dalam penelitian ini adalah deskriptif kausatif, dengan data primer yang dikumpulkan melalui survei pada 400 orang karyawan hotel di Provinsi Jawa Barat.  Sebanyak 55 orang karyawan generasi baby boomer, 144 karyawan generasi X dan 201 karyawan generasi Y telah mengisi kuesioner. Data yang diperoleh dianalisis menggunakan uji Kruskall Wallis dan dilanjutkan dengan uji post hoc dengan uji Mann Whitney.  Hasil analisis data menunjukkan adanya perbedaan nilai-nilai antara generasi baby boomer, X dan Y. Generasi baby boomer memiliki kepatuhan yang berbeda dengan generasi X dan generasi Y.  Generasi baby boomer dan generasi Y juga memiliki perbedaan nilai-nilai yang berkaitan dengan work life balance. Selain itu juga ditemukan perbedaan antara generasi X dengan generasi Y pada nilai-nilai yang berkaitan dengan kepatuhan, work life balance dan pengaruh.  Perbedaan nilai-nilai generasi perlu dikelola dengan baik agar dapat bersinergi dalam mencapai tujuan perusahaan.Kata kunci: Nilai-nilai generasi, generasi X, generasi Y, baby boomer, uji beda, Kruskall Wallis ABSTRACTEach generation has values shaped by important events in history that fundamentally changed the direction of the development of the society in which that generation was raised. These events affect your values, preferences, and on-the-job behavior. This article describes the different values held by the baby boomer generation, generation X, and generation Y in the workplace. The research method used in this research is descriptive causative, with primary data collected through a survey of 400 hotel employees in West Java Province. A total of 55 employees of the baby boomer generation, 144 of the X generation and 201 of the Y generation employees have filled out the questionnaire. The data obtained were analyzed using the Kruskall Wallis test and followed by the post hoc test with the Mann Whitney test. The results of data analysis show that there are differences in values between the baby boomer generations, X and Y. The baby boomer generations have different obedience from generation X and generation Y. The baby boomer generation and Y generation also have different values related to work life balance. In addition, differences were also found between generation X and generation Y on values related to compliance, work life balance and influence.  The differences in the values created need to be managed properly in order to synergize in achieving company goalsKeywords: generation values, generation X, generation Y, baby boomers, different test, Kruskall Wallis

scholarly journals Retaining the Knowledge of Older Experts in  an Organisational Context and the Role of ICT

2021 ◽  
Author(s):  
◽  
Carmel Joe
Keyword(s):  
Generation X ◽  
Research Study ◽  
Baby Boomer ◽  
Expert Knowledge ◽  
Knowledge Retention ◽  
Specific Information ◽  
Extensive Literature ◽  
Information And Communications Technologies ◽  
Baby Boomer Generation ◽  
Depth Study

<p>The oldest members of the post-World War 2 baby boomer generation — born between 1945 and 1963 — are soon nearing retirement, reducing or reviewing the extent of their participation in the workforce in the future. This has significant implications, especially for organisations relying on knowledge workers‘ expertise and experience, as within this cohort resides knowledge that is valuable to organisations. In New Zealand, the problem is twofold. First, Generation X — born between 1964 and 1981 — is numerically only 75% of the size of the baby boomer cohort. The workforce as a whole is predicted to grow at a slower rate after 2016 than it has between 1991 and 2006. Second, organisations will lose valuable knowledge if they do not act to remedy the potential impacts of this demographic phenomenon. The research topic is relevant at a time when few organisations have given serious consideration to the loss of expertise. There is extensive literature on the baby boomer generation, and on the information and communications technologies that exist to support knowledge-related activities such as capture and storage, facilitating access, and sharing and dissemination. However, less specific information was found on the infrastructure or processes for successfully retaining the knowledge of older experts. Do organisations know who the experts are and how their expertise may be retained? This action research study using qualitative methods explores how two organisations define the types of knowledge they will lose when experts leave. An in-depth study of one organisation‘s infrastructure and processes for retaining the knowledge of a specific expert in a key business setting, reveals that his expertise was valued but less understood. The study identified similarities between some characteristics of the expert‘s expertise and elements of wisdom. The findings are presented with reference to an existing research framework pertaining to wisdom as a type of expert knowledge. The framework was adaptable as a representation of the older expert‘s knowledge, and could also be related to the organisation‘s knowledge retention process. The study‘s contribution is a model that integrates knowledge retention with the knowledge framework of an older expert. This research study complements a rise in practitioner efforts to address knowledge loss concerns overseas — by extending our understanding of the nature of the knowledge that organisations value, how this knowledge can be retained, and how ICT can support the knowledge retention imperative</p>

scholarly journals Generational differences in nurses’ characteristics, job satisfaction, quality of work life, and psychological empowerment

2014 ◽  
Vol 3 (5) ◽  
pp. 124 ◽  
Author(s):  
Amy Sparks Coburn ◽  
Samantha J. Hall
Keyword(s):  
Job Satisfaction ◽  
Generation X ◽  
Generational Differences ◽  
Baby Boomer ◽  
Psychological Empowerment ◽  
Work Life ◽  
Quality Of Work Life ◽  
Quality Of Work ◽  
Baby Boomer Generation

Objective: Currently, there are four generations in the nursing workforce. Each generation holds a different set of values that create challenges for managing a multi-generational workforce; these values affect nurses’ perceptions of quality of work life (QWL), psychological empowerment (PE), and job satisfaction (JS). The aims of this study are to (1) identify differences in the characteristics of Baby Boomer, Generation X, and Millennial nurses, (2) identify differences in the QWL between Baby Boomer, Generation X, and Millennial nurses, (3) identify differences in JS between Baby Boomer, Generation X, and Millennial nurses, and (4) identify differences in PE between Baby Boomer, Generation X, and Millennial nurses. Methods: This descriptive, comparative design was conducted via a web-based survey among 223 registered nurses in the USA. Data was collected using Survey Monkey. Results: Baby Boomers had significantly more years of experience, higher levels of both PE and JS as compared to Generation X and Millennial nurses. Conclusions: The findings of this study indicate the prominence of RNs’ sociological value systems on their perceptions of their workplace. Based on these findings, nurse managers can work to create an environment that is supportive of multiple generations; an environment that enhances PE and, in turn, JS.

scholarly journals School Administrators’ Perspectives on Teachers From Different Generations: SWOT Analysis

SAGE Open ◽  
2019 ◽  
Vol 9 (3) ◽  
pp. 215824401986149
Author(s):  
Soner Polat ◽  
Çaǧlar Çelik ◽  
Yıldız Okçu
Keyword(s):  
Baby Boomers ◽  
Generation X ◽  
Generation Y ◽  
Swot Analysis ◽  
Baby Boomer ◽  
School Administrators ◽  
Study Group ◽  
Baby Boomer Generation ◽  
New Methods ◽  
Innovation Generation

The aim of this study was to examine the perspective of school administrators with regard to teachers from different generations. In this study, the strengths, weaknesses, opportunities, and threats of each generation were examined. This study was conducted as a Strength, Weakness, Opportunity, and Threat (SWOT) analysis. The study group consisted of 26 school administrators from the Dilovası district of Kocaeli province, Turkey. According to the school administrators, the Baby Boomer generation shows their strengths with discipline and experience, Generation X with determination, and Generation Y with their abilities in technology. As for the weaknesses of each generation, Baby Boomers are against innovation and disobedient of the management, Generation X claims to know everything, and Generation Y is inexperienced. What creates opportunities for schools is that Baby Boomers manage crises and transfer experience, Generation X acts as a bridge between the generations, and Generation Y applies new methods in education. For the threats of different generations to the school, the school administrators stated that Baby Boomers hinder innovation, Generation X is disloyal, and Generation Y is inexperienced and against the system.

Employee Incentive ESOPs: An Equity Tool to Promote Engagement and Performance

2022 ◽  
pp. 088636872110708
Author(s):  
Trevor J. Gilmore
Keyword(s):  
Succession Planning ◽  
Baby Boomer ◽  
Stock Ownership ◽  
Baby Boomer Generation ◽  
Employee Stock Ownership ◽  
Stock Ownership Plans ◽  
Employee Stock Ownership Plans ◽  
And Performance

Employee stock ownership plans (ESOPs) are experiencing renewed interest in America. In recent years, new ESOP formation was largely driven by the aging of the Baby Boomer generation (widely defined as those born between 1946 and 1964), and their desire to liquify their ownership in closely held businesses while rewarding their employees. There are other new forces driving this trend—the quest for equitable solutions for the growing divide between have and have-nots, the need for employers to retain and reward employees in a competitive talent market, and succession planning. In this article, I will discuss how an Employee Incentive ESOP can be used to promote performance and engagement in a broad-based manner.

scholarly journals American Society Viewed from Youths’ Lens: A Study on Bob Dylan’s “A Hard Rain’s a-Gonna Fall”

Lexicon ◽  
2018 ◽  
Vol 5 (1) ◽  
Author(s):  
Fauzan Rodi ◽  
Rahmawan Jatmiko
Keyword(s):  
General Public ◽  
Baby Boomer ◽  
Literary Work ◽  
Social Injustice ◽  
Baby Boomer Generation ◽  
Bob Dylan ◽  
Sociological Literature ◽  
American Society ◽  
The 1960S

This study examines the lyric of a famous song entitled A Hard Rains a-Gonna Fall composed by American folk musician, Bob Dylan. The objective of this study is to analyze the perspective of the baby-boomer generation, which remarkably differs from that of the older generations in terms of their attitude on certain issues such as war, social injustice, racism and equality in the 1960s America. All of these are reflected in the lyric of the song and also in the sociological and historical facts around the time when the work was created. The approach of sociological literature is employed in this study, which is chosen for the analysis to start from the assumption that the meaning of the lyrics is seen as the reflection of what happens in the society. This is also to reconfirm that a literary work can be used as a means of analyzing a period of time and, therefore, giving insights as to how the general public think about it.

Sign in / Sign up

Export Citation Format

Share Document