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

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.

2021 ◽  
Vol 11 (1) ◽  
pp. 79-91
Author(s):  
Rita Yuni Mulyanti

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


Author(s):  
Natália Vraňaková ◽  
Andrea Chlpeková ◽  
Kristína Koltnerová ◽  
Petra Pračková

Abstract The current workforce in industrial enterprises is formed from four generational groups. These generational groups are called Baby boomers, Generation “X”, Generation “Y” and Generation “Z”. Each of generational groups is specific by own characteristics, positives and negatives. The aim of the article is to refer the features of individual generational groups, to analyze their representation on labor market and to specify recommendations for the management of multigenerational teams for the practice of industrial enterprises in order to achieve the satisfaction and synergy of employees in accordance with the objectives of enterprise.


Author(s):  
Ceren Aydogmus

Today's workforce is more diverse than ever, comprised of five generational cohorts: Traditionalists, Baby Boomers, Generation X, Generation Y, and Generation Z. As each generation has its own values, beliefs, and expectations, their leadership preferences pose new challenges for organizations. In this chapter, leadership approaches are discussed, and the differences and similarities among preferred generational leadership styles are examined. The purpose of this chapter is to determine an appropriate leadership style that meets the needs of all generations, and globally responsible inter-generational leadership has been suggested as the most effective approach.


Author(s):  
Rahul Mohare

Millennials, born starting from the 1980s, who are also called Nexters, the Net Generation, and Generation Y represent a new workforce in a global market and have high aspiration. Because of their digital, liquid, and collective mindset, they are adapting the way people generate the future. But now we have three generations representing the workforce at the same time . Before them, the world had two other generation groups: Generation X, born between 1965 and 1980, and the Baby Boomers who were born between 1946 and 1964 . Following the Strauss-Howe generation theory, each type of generation falls on a certain cycle of social and economic development, namely high, awakening, unraveling, and crisis. As a result, the Baby Boomers were born during the high, Generation X during the awakening, and millennials entered the unraveling period.


Author(s):  
Gregory C. Petty

This was an investigation of the work ethic of K-12 educators from Generation X and Baby Boomer generations. Teachers of the baby boom generation were born between 1946 and 1964, and many are beginning to retire. There is an impending teacher shortage due to the large numbers of this group retiring or leaving the profession. School administrators and public school human resource specialists are beginning to focus on strategies to replace this experienced workforce. Administrators need to know if this group has different work ethic than later groups of teachers. In this study, Generation X teachers scored higher on the subscales of Easy Going, Dependable, and Committed. While Baby Boomers and Generation X teacher about the same on Dependable, Baby Boomers are more “engaged”. Though these differences in the subscales were not significant, The overall MANOVA for the comparison of work ethic as measured by the Occupational Work Ethic Inventory was significant at the p<.05 level. Many older teachers complain about the newer younger generation of teachers and their so-called “lack of a work ethic”. Unfortunately, there were not enough data to study teachers from the latest, millennial generation however, this study points to data that indicate there is more to this difference in perception that originally thought that could affect hiring and training of new generations of teachers.


2020 ◽  
Vol 133 (2) ◽  
pp. 27-40
Author(s):  
Katarzyna Gadomska–Lila

This study attempts to describe the value systems of four generations of employees—Baby Boomers, Generation X, Generation Y, and Generation Z—as well as to identify differences and similarities between values that are appreciated by them. Moreover, it presents a discussion on the essence and role of values in human life, a comparison of results of domestic and foreign research on differences among value systems, especially work–related values, and, finally, the results of an own study conducted applying qualitative methods. The analyses confirmed that there are many significant differences among the value systems of different generations of employees, but similarities, too. This underlines the importance of being familiar with these differences with respect to human resource management, creating working conditions, and choosing leadership style.


e-mentor ◽  
2020 ◽  
Vol 86 (4) ◽  
pp. 87-94
Author(s):  
Martyna Bieleń ◽  
◽  
Jakub Kubiczek ◽  

We are witnessing a generational change in the labor market. The baby boomer generation is replaced by the representatives of the Z generation. The different environment in which they grew up, especially the technology advancing over several decades, has resulted in these generations having completely different characteristics. The conditions of a given generation influence the needs and expectations in private and professional life. This becomes a challenge for employers who have to adjust workplaces to their needs. Moreover, the working atmosphere can be an important factor in the employer's competitiveness in the labor market. Literature studies have shown that although there are many studies on Generation Y (preceding), there are few studies describing Generation Z in the labor market, thus creating a research gap. The purpose of this study was to analyze companies operating in Poland in terms of adapting their workplaces to the Z generation. The main focus of the study are issues related to a friendly atmosphere in the office, the latest technology, ambassador programs, internships and apprenticeships, benefit packages, onboarding and CSR. According to research enterprises make changes in order to adapt to generation Z, however, they do not manifest them excessively. Firms and organizations should consider development report on adjustments to generational change in the labor market.


Author(s):  
М.А. Гагарина

Рассматривается проблема сходства и различия социальных представлений о денежном долге у разных поколений. Приведен обзор отечественных и зарубежных исследований, описывающих особенности представителей поколений «беби-бумеров», X, Y и Z. Эмпирической проверке подверглись следующие гипотезы: (1) представители разных поколений будут иметь одинаковое содержание ядра социальных представлений о долге; (2) одинаковые социальные представления о долге у разных поколений будут по-разному связаны с различными социально-психологическими характеристиками. Представлены результаты эмпирического исследования с участием 391-го респондента, из которых 71 - представитель «беби-бумеров», 104 - поколения Х, 103 и 113 - Y и Z соответственно. Показано, что ядро социальных представлений о денежном долге у всех поколений составляют убеждения о собственной ответственности за возврат своих долгов, необходимости жизни в соответствии с доходами, минимизации стоимости займа и максимально быстром погашении имеющихся задолженностей. У беби-бумеров наибольшее количество взаимосвязей получено для убеждения «жить надо в соответствии со своими доходами» (с субъективным контролем в разных областях, сознательностью, доброжелательностью), у поколения Y - для утверждения «только я несу ответственность за возврат своих долгов» (с субъективным контролем в разных областях и переживанием вины и стыда), у X - всего две корреляции между утверждением «я всегда стараюсь отдавать долги как можно быстрее» и шкалами сознательность и доброжелательность большой пятерки, у Z все ядерные социальные представления о долге связаны с переживанием стыда и негативным отношением к себе. Сделаны выводы о том, что представители рассмотренных поколений имеют общее ядро социальных представлений о денежном долге, включающее убеждения, описывающие собственную ответственность и быстрое исполнение обязательств, важность расчетов и умеренность трат (жизнь по средствам). Для поколения беби-бумеров и представителей Z центральным является представление о том, что жить надо в соответствии со своими доходами, но для первых оно является более сложным. Для поколения X более значимым является представление о необходимости скорейшего возврата долгов, а для поколения Y - собственная ответственность за это. Для поколения Z исполнение обязательств связано с сознательностью и переживанием социальных эмоций. The paper considers the problem of similarities and differences in social representations of monetary debt among different generations. A review of domestic and foreign studies of the characteristics of representatives of baby-boomers, generations X, Y, Z is given. The following hypotheses were subjected to empirical testing: (1) representatives of different generations will have the same core of social representations about debt; (2) the same social representations about debt of different generations will have different grounds, namely, they are associated with different socio-psychological characteristics. Research methods: The Debt Behavior questionnaire, the Big Five questionnaires, the Locus of Control, Guilt and Shame Proneness Scale. The results of an empirical study are presented, respondents - are 391 in total, 71 are baby boomers, 104 are representatives of the X generation, 103 and 113 are Y and Z, respectively. As a result, it has been shown that the core of social representations about monetary debt for all generations consists of beliefs about their own responsibility for repaying their debts, the need to live in accordance with incomes, minimizing the cost of loans and repaying existing debts as quickly as possible. For baby-boomers, the greatest number of relationships with other socio-psychological characteristics was obtained for the belief that “one must live according to one’s income” (with subjective control in different areas, consciousness, agreeableness), and for generation Y, for the statement “only I am responsible for repaying my debts” (with subjective control in different areas and proneness to guilt and shame). Generation X had only two correlations - between the statement “I always try to repay debts as quickly as possible” and consciousness and agreeableness of the Big Five. In Generation Z, all core social representations of debt are associated with shame and a negative attitude towards oneself. Conclusions: representatives of generations of baby-boomers, X, Y, Z have a common core of social representations about monetary debt, including beliefs describing their own responsibility and quick fulfillment of obligations, the importance of calculations and moderation of spending (living according their income). For the generation of baby boomers and representatives of Z, the central idea is that one must live in accordance with their incomes, but for the former it is more complex and affects different aspects of the relationship, in comparison with Z and Y. For generation X, more significant is - the representation of the need to repay debts as soon as possible, and for Generation Y - their own responsibility for this. For Generation Z, fulfilling commitments is associated with consciousness and the experience of social emotions.


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