scholarly journals Value measurements of generations through actualized fears

2019 ◽  
Vol 10 (2) ◽  
pp. 67-81 ◽  
Author(s):  
V.I. Pishchik

The article presents the results of the study of the values of representatives of generations through actual fears through the author’s questionnaire. We have compiled data on the study of values in psychology and sociology and showed that values, value orientations constitute the core of the individual, underlie social norms. The avail able methods for the study of values that identify them at the group or personal level are discussed. A link is found between values and human fears. A working version of the author’s questionnaire examining the values of generations through actual fears (fears: I, others, nature, culture, technology, mystical) is presented. The sample of representatives of generations (180 people) shows the results of the initial testing of the questionnaire. It was shown that the «Transitional» generation (according to N. Howe, W. Strauss is generation X) is dominated by the value of culture and the fear of losing it, the «Informational» generation (generation Y) is dominated by the value I and the fear of losing oneself, The «New» generation (generation Z) is the most valuable information technology and the fear of the multiplicity of worlds is actualized. It is concluded that the submitted questionnaire is easy to use, speeds up the process of use and reveals the peculiarities of values from deep positions.

Author(s):  
Burcin Kaplan

Generations are mainly listed as the silent generation, Generation X, Generation Y, Generation Z, and lastly, Generation C. Among them, “Generation C” is the new target market of the strategists with their high use of technology and changing consumer behavior. Especially with the conveniences provided by the Internet, while the world is getting smaller and more global, it is foreseen that this generation, who tend to live mobile and who are active media users, will change the equilibrium in the future. In this chapter, generation C's consumer behavior and the marketing strategies developed for them are explored. As GSM sector is assumed to be one of the most important sectors of this generation, a good member of Turkish GSM market, Turkcell's, approach to this generation is surveyed in the frame of this new generation.


2020 ◽  
Author(s):  
Desy Harefa

Human being transforms over time, from one generation to another. Each oneshows and marks their characteristic at one specific era. The MILLENNIAL orMILLENNIUM era presents a generation of people who are occupied withdifferent characteristics that make them draws a lot of attention. Generally thismillennial generation is YOUNG PEOPLE who live at the average age of 17-35years old. They are often referred to as generation Y, which distinguishes themfrom the earlier generation (generation X), and there after (generation Z andAlpha). The Y are born, grow and develop in the midst of the development ofscience and technology, especially the information technology which is verythe presence and impact of the information technology. Questions such as: whatplatform they use, how they communicate, and how they learn: are questions thatoccasionally discussed among educators andby various educational institutions.Information technology based products such as: E-mail, SMS, Facebook andTwitter are always used by these millennials, and so cell phones, laptops, internet,are always carried everywhere and operated in communication and learning.Through these tools, millennials communicate and access information widely andrapidly.


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):  
John K. Hope

When the post-world war two ‘baby boomer' generation reached school age, education changed. Massive increases in student numbers required changes to teacher education, enormous investment in new schools and changes in pedagogy. Each succeeding generation has been different, and of necessity, education has changed to reflect the needs and aspirations of the new generation. Generation Y students are now in higher education, the first Generation Z students will soon be entering higher education. Both groups are showing signs of being different to their seniors. This difference implies changes to higher education learning. Compounding the need for Generation Y and Generation Z instigated changes to higher education has been the rapid onset of new forms of technologically infused learning, some generated by an industry desperate to maintain its influence on education as the market for paper-based books and journals declines, others generated by the ubiquitous nature of everyday life technological innovations such as social media, and more recently, the widespread availability of tuition fee-free MOOCS. This chapter will chart the generational and technological changes that are likely to increasingly demand changes to learning in schooling and higher education. Possible future change scenarios are also suggested.


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.


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.


Author(s):  
Patrick J. Montana ◽  
Francis Petit

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">This article examines the factors that have motivated Generation X and Y over time and the emerging attributes that will be impacting Generation Z.<span style="mso-spacerun: yes;">&nbsp;&nbsp; </span>More specifically, two hundred recent graduates and Executive MBA students (Generation X) as well as undergraduates (Generation Y) at Fordham University Schools of Business were surveyed recently and were asked to rank six (out of twenty five) factors they consider most important in motivating them to do their best work on the job.<span style="mso-spacerun: yes;">&nbsp; </span>When comparing Generation X and Generation Y, the results are very similar.<span style="mso-spacerun: yes;">&nbsp;&nbsp; </span>Both groups rank Respect for me as a person and Good Pay to be their top motivators.<span style="mso-spacerun: yes;">&nbsp;&nbsp; </span>While both groups have similar motivators in their top six including Chance for promotion, Opportunity to do interesting work and Opportunity for self-development and improvement, Generation Y differs greatly as Getting along well<span style="mso-spacerun: yes;">&nbsp; </span>with others on the job ranked third in their top six.<span style="mso-spacerun: yes;">&nbsp; </span>This factor is considered a &ldquo;hybrid factor&rdquo; that crosses motivation and maintenance needs.<span style="mso-spacerun: yes;">&nbsp; </span>While this &ldquo;hybrid factor&rdquo; does not appear as an important motivator among the Baby Boom generation, it is projected that Getting along well with others on the job will be a critical factor especially among Generation Z for a variety of reasons predominately their technical background.</span></span></p>


2019 ◽  
Vol 13 (2) ◽  
pp. 40-52 ◽  
Author(s):  
Nestor Shpak ◽  
Nazar Podolchak ◽  
Veronika Karkovska ◽  
Wlodzimierz Sroka

Abstract It had been established that the heads of institutions should form teams of workers of different generations with different expectations and methods of work in the context of reforming the public service. The periods of forming generations have been set on the basis of literary sources, such as: Generation X (the period up to 1980); Generation Y (from 1981 to 1996); and Generation Z (after 1997). The most important criteria which form the characteristics of public servants have been singled out, and common and distinctive traits of Generations X, Y, and Z have been systematized. The distribution of the number of public servants in Ukraine has been analyzed by gender, age and the category of position. Based on the use of correlation-regression analysis, the tendency of changes in the share of state servants of Ukraine by age category up to 2020 was investigated. This made it possible to confirm the suggested hypothesis of the dependence of the effective reform of the Ukrainian public service on the effective interaction and cooperation of all generations of public servants. The main requirements for a public institution in which the employees of the new generation will work have been systematized.


Sign in / Sign up

Export Citation Format

Share Document