Addressing Work Ethic in the New Century

2014 ◽  
pp. 528-538
Author(s):  
Victor X. Wang ◽  
Susan K. Dennett
Keyword(s):  
Baby Boomers ◽  
Generation X ◽  
Work Ethic ◽  
Historical Review ◽  
Future Trends ◽  
Motivating Factors ◽  
Work Ethics ◽  
Reliable Instrument ◽  
Healthy Work ◽  
Theory X

This chapter takes the reader through a historical review of work ethic and the ways in which organizations can motivate their employees to adopt a healthy rather than unhealthy work ethic. McGregor's Theory X and Y theory is examined. To determine whether an organization has acquired a healthy work ethic based on Theory X and Theory Y, Wang's valid and reliable instrument for the organization's employees to use is presented. Maslow, Hertzberg, and McClelland's motivational theories form the foundation of the factors that motivate employees. The diverse characteristics of employees are reviewed, including the Baby Boomers and Generation X and Y, and how these cohorts of employees look for different motivating factors in their job. The chapter concludes with future trends that are impacting organizations and the workforce and the importance of understanding the different motivating factors that play a part in employees' work ethics across cultures.

Addressing Work Ethic in the New Century

2015 ◽  
pp. 1094-1104
Author(s):  
Victor X. Wang ◽  
Susan K. Dennett
Keyword(s):  
Baby Boomers ◽  
Generation X ◽  
Work Ethic ◽  
Historical Review ◽  
Future Trends ◽  
Motivating Factors ◽  
Work Ethics ◽  
Reliable Instrument ◽  
Healthy Work ◽  
Theory X

This chapter takes the reader through a historical review of work ethic and the ways in which organizations can motivate their employees to adopt a healthy rather than unhealthy work ethic. McGregor's Theory X and Y theory is examined. To determine whether an organization has acquired a healthy work ethic based on Theory X and Theory Y, Wang's valid and reliable instrument for the organization's employees to use is presented. Maslow, Hertzberg, and McClelland's motivational theories form the foundation of the factors that motivate employees. The diverse characteristics of employees are reviewed, including the Baby Boomers and Generation X and Y, and how these cohorts of employees look for different motivating factors in their job. The chapter concludes with future trends that are impacting organizations and the workforce and the importance of understanding the different motivating factors that play a part in employees' work ethics across cultures.

Work Ethic, Leadership Influence, and Higher Education

2020 ◽  
pp. 112-130
Author(s):  
Victor Wang ◽  
Nancy Johnson
Keyword(s):  
Higher Education ◽  
Generation X ◽  
Ethical Leadership ◽  
Work Ethic ◽  
Historical Review ◽  
Motivating Factors ◽  
Leadership Practice ◽  
Healthy Work ◽  
Leadership Influence ◽  
Theory X

This chapter takes the reader through a historical review of work ethic interwoven with higher education and ethical leadership and discusses the ways in which organizations can motivate their employees to adopt a healthy rather than unhealthy work ethic. McGregor's Theory X and Y theory are examined and related to ethical leadership practice. To determine whether an organization has acquired a healthy work ethic based on Theory X and Theory Y, Wang's valid and reliable instrument for the organization's employees to use is presented. Maslow, Hertzberg, and McClelland's motivational theories form the foundation of the factors that motivate employees. The diverse characteristics of employees are reviewed, including the Baby Boomers and Generation X and Y and how these cohorts of employees look for different motivating factors in their job. The chapter concludes with future trends that are impacting organizations and the workforce and the importance of understanding the different motivating factors that play a part in employees' work ethics across cultures.

The Perceived Work Ethic of K-12 Teachers by Generational Status

2013 ◽  
Vol 4 (2) ◽  
pp. 54-65
Author(s):  
Gregory C. Petty
Keyword(s):  
Baby Boomers ◽  
Generation X ◽  
Work Ethic ◽  
School Administrators ◽  
Baby Boom ◽  
Teacher Shortage ◽  
Generational Status ◽  
Large Numbers ◽  
Older Teachers ◽  
K 12

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.

scholarly journals Generational Perceptions: Workers And Consumers

2011 ◽  
Vol 7 (10) ◽  
Author(s):  
A.J. Nicholas
Keyword(s):  
Baby Boomers ◽  
Generation X ◽  
Generation Y ◽  
Generational Differences ◽  
Work Ethic ◽  
The Other ◽  
Font Size ◽  
Generational Perceptions

<p class="MsoNormal" style="text-align: justify; line-height: normal; margin: 0in 0.5in 0pt;"><span style="font-family: Times New Roman;"><span style="font-size: 10pt; mso-fareast-font-family: +mn-ea;">Today&rsquo;s workers and consumers </span><span style="font-size: 10pt;">consist of four generations of individuals raised with very different technologies and lifestyles. How does this affect attracting and retaining individuals as workers or consumers? Generational differences of Traditionalists, Baby Boomers, Generation X and Generation Y may </span><span style="font-size: 10pt; mso-fareast-font-family: +mn-ea;">influence their values and preferences. </span><span style="font-size: 10pt;"><span style="mso-spacerun: yes;">&nbsp;&nbsp;</span><span style="mso-bidi-font-weight: bold;">Why will understanding these dissimilar perceptions be important? According to Murphy (2007), &ldquo;different perspectives on issues like work ethic, leadership, and authority can cause conflict, frustration, and misunderstanding if not managed well&rdquo; (p.18).<span style="mso-spacerun: yes;">&nbsp; </span>In a recent </span>&ldquo;World of Work Survey&rdquo; (2008), the older and younger generations noted l<span style="mso-bidi-font-weight: bold;">ittle or no interaction with the other. This is not conducive to a cooperative environment where working with and learning from one another can be vital. Understanding what appeals to the generations as consumers is also critical for organizations.<span style="mso-spacerun: yes;">&nbsp; </span>T</span>argeting specific generations for their preferences and reaching them through media that is suitable to their style is an important marketing trend (Marconi, 2001).<span style="mso-spacerun: yes;">&nbsp; </span>Customizing for these dissimilar cohorts will require knowledge of their particular attitudes and inclinations.<span style="mso-spacerun: yes;">&nbsp; </span>Understanding these different perceptions will enable improved communications for the workforce and the consumer. This paper seeks to clarify some of these differences. </span></span></p>

scholarly journals Work Ethic: analysis of differences between four generational cohorts

2019 ◽  
Vol 35 (3) ◽  
pp. 496-505
Author(s):  
Diana Carolina Zúñiga ◽  
David Aguado Garcia ◽  
Jesus Rodriguez Barroso ◽  
Jesus Maria De Miguel Calvo
Keyword(s):  
Baby Boomers ◽  
Generation X ◽  
Work Ethic ◽  
Age Groups ◽  
Multigenerational Workforce ◽  
Gen Y ◽  
Use Of Time ◽  
Generation Z ◽  
Gen X ◽  
The Postponement

Las organizaciones enfrentan el reto de gestionar una fuerza laboral multigeneracional con características propias que difieren en el valor que le otorgan al trabajo. La incorporación al mercado laboral de las generaciones más jóvenes hace imprescindible el estudio de sus diferentes actitudes hacia el trabajo en comparación con las generaciones antecesoras. El propósito de la investigación fue analizar a través del constructo de la ética protestante las diferencias existentes en las actitudes hacia el trabajo de cuatro generaciones (Baby Boomers, Generación X, Generación Y, y Generación Z). La muestra de 624 participantes ecuatorianos (BB 11.2%; GX 11.2%, GY 58.5% y GZ 19.1%) se agrupó por cohortes. Se aplicó el Cuestionario Multidimensional Ética del Trabajo (MWEP). Los resultados mostraron que los BB y la GX tiene una mayor creencia en la importancia del trabajo y más tolerancia a la utilización improductiva del tiempo de trabajo que las generaciones Y y Z. En el aplazamiento de las recompensas la GZ muestra puntuaciones superiores a las obtenidas por los BB, GX y GY. No se encuentran diferencias significativas en las dimensiones de autoconfianza, ocio y moralidad-ética. Enterprises face the challenge of managing a multigenerational workforce which has its characteristics that differ in the value they grant to work. Incorporation of younger generations into the labour market requires to study all their attitudes towards work, contrasting them with previous generations. The purpose of this research was to analyse, through the Protestant Ethic construct, the differences of four age groups in attitudes towards work (Baby Boomers, Generation X, Generation Y, and Generation Z). Cohorts grouped the sample of 624 Ecuadorians (BB 11.2%; Gen X 11.2%, Gen Y 58.5% and Gen Z 19.1%). The Multidimensional Work Ethic Profile (MWEP) was applied. The results showed that BB and Gen X believe more in the importance of work than generations Y and Z. At the same time, BB and Gen X are more tolerant to the unproductive use of time than generations Y and Z. Gen Z has higher scores than BB, Gen X and Gen Y in the postponement of rewards dimension. Besides, there are no meaningful differences in self-reliance, leisure and morality/ethics dimensions.

The Right Work Ethic for Human Resource Managers

2009 ◽  
pp. 752-757
Author(s):  
Victor X. Wang
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Organizational Climate ◽  
Human Resource ◽  
Work Ethic ◽  
Human Resource Managers ◽  
Work Ethics ◽  
Management Philosophy ◽  
Resource Managers ◽  
Healthy Work

To determine whether a country is well developed or not, one can look at how much intelligent work people in that country engage in. It is safe to claim a healthy work ethic is the driving force behind the rise or fall of an organization in today’s competitive economy. The rise or fall of an organization also has to do with human resource management theory and practice. An organizational climate in which self-improvement is highly approved is likely to increase human performance (Knowles, Holton, & Swanson, 2005). A behavioral management philosophy is that a climate that approves and rewards new behaviors will encourage the maintenance of these new behaviors. This is probably why human resource managers need to study work ethics, especially in their relationship to theory X and theory Y. This article begins with a background of different perspectives of work ethics, continues with the argument that a healthy work ethic is needed in today’s human resource management, including e-human resource management (e-HRM) in the 21st century, and concludes with future trends and a brief summary. It is the author’s intent that through this vibrant discussion of a healthy work ethic in this new century, we can reach some common agreement, although this topic itself has always been a controversial one.

Akomodasi Virus N Ach Terhadap Etos Kerja Islami Sebagai Motivasi Kerja

2018 ◽  
Vol 6 (2) ◽  
pp. 199-244
Author(s):  
Kholilur Rahman
Keyword(s):  
Transpersonal Psychology ◽  
Work Ethic ◽  
Work Motivation ◽  
Humanistic Psychology ◽  
Human Beings ◽  
Work Ethics ◽  
Analytical Studies ◽  
Islamic Work Ethic ◽  
High Work ◽  
Motivational Psychology

Human beings as psycho-physical who can produces work ethics that appears from inside of themselves soul, necessarily, the realm of analytical studies leads to motivational psychology. N Ach is one of the proper phenomena which is assumed to be something that can play an important role for the formation of superior human beings regarding to work. However, not all psychology scientists agree that work motivation comes from revelation or religion, therefore this study will clarify psychological studies which are considered to have proportional accommodative attitudes. Religion Psychology, Transpersonal Psychology and Humanistic Psychology are thought schools those have fair and objective attitudes and views on the Islamic teachings and Islamic dogma as a source of work motivation. People who have high N Ach and also the person who actualized it is a factors or elements that can emerge a high work ethic, then it shows that there is a potential high work ethic from muslim’s faith that was built on the basics of Al-Qur 'an and As-Sunnah. Faith without worship acts/work which was included abaout physical and psychological work, so also if the work ethic is not based on the concept of worship acts and fitht, it cannot be categorized as Islamic work. Then it was called the Islamic work ethic.

Comparing the levels of individualism/collectivism between baby boomers and generation X

2007 ◽  
Vol 30 (10) ◽  
pp. 749-761 ◽  
Author(s):  
Danilo Sirias ◽  
H.B. Karp ◽  
Timothy Brotherton
Keyword(s):  
Baby Boomers ◽  
Generation X

scholarly journals Effect of Leadership Styles, Organizational Climate and Ethos of Work on Employee Productivity (PT. HP Metals Indonesia the Powder Coating)

2016 ◽  
Vol 11 (2) ◽  
pp. 262 ◽  
Author(s):  
Ade Parluangan Nasution ◽  
Ponco Bambang Mahargiono ◽  
Yoyok Soesatyo
Keyword(s):  
Organizational Climate ◽  
Leadership Styles ◽  
Leadership Style ◽  
Work Ethic ◽  
Linear Regression Analysis ◽  
Multiple Linear Regression Analysis ◽  
Powder Coating ◽  
Employee Productivity ◽  
Work Ethics ◽  
Almost All

<p>The aim of this study is to investigate and examine the effect of leadership style on employee productivity, identify and examine the effect of organizational climate on employee productivity, to identify and examine the effect of the work ethic on employee productivity, in order to know and examine the variables that have the most impact level dominant on employee productivity PT. HP Metals Indonesia part Powder Coating.</p><p>This research is an explanatory research or study the explanation, the research describes causal relationships between variables through hypothesis testing. The numbers of sample in this study are 98 respondents. The independent variables consist of: Leadership styles (X1), Organizational Climate (X2), Work Ethics (X3). The dependent variable in this study is Productivity employee (Y). While, the technique of analysis using multiple linear regression analysis</p>Based on the analysis in this study showed that the variables of leadership style, organizational climate, work ethic on employee productivity responded well by employees. Aspects of leadership style that followed targeted Climate employee srated the organization has also been rated as good, especially on the cooperation between employees and management, while at the work ethic of employee srated very high, especially on adherence to regulations, adherence to labor standards and work ethics. And employee productivity is also very positive response from almost all three elements, namely timeliness, quality of work and quantity of work.

Fundamental Islamic perspective of work ethics

2016 ◽  
Vol 7 (1) ◽  
pp. 59-76 ◽  
Author(s):  
Saeed Hameed Aldulaimi
Keyword(s):  
Work Ethic ◽  
Empirical Studies ◽  
Multidimensional Model ◽  
Content Type ◽  
Work Ethics ◽  
Islamic Perspective ◽  
Islamic Work Ethic ◽  
Management Literature ◽  
New Perspective ◽  
The Right

Purpose – This paper debates the Islamic perspective on the work ethics employed in an organization. It aims to discuss the issues of assumptions involving the Islamic Work Ethic (IWE). Therefore, this paper addresses the gap in the management literature and suggests a group of dimensions from fundamentals of Islam. Design/methodology/approach – The paper reviews the foundations of IWE and investigates various empirical studies conducted in several countries. Then, briefly presents a short historical and conceptual review of the work ethic construct, suggests a general conceptual definition of work ethic, and offers multidimensional model including a series of constructs which can enable researchers to evaluate and measure work ethic in Islamic societies. Findings – The study reveals that there is an evidence of ethics formulation depending on Islamic literature which constructs Islamic values for work. This paper proposes new perspective about the right ethics of work in Islam. Further, multidimensional model including 18 dimensions has been developed to evaluate work ethic in Islamic societies. Research limitations/implications – This field needs to reconsider the constructs of IWEs where it is far from reflecting Islamic theory. This paper presents new dimensions which can be utilized to enrich this area. Originality/value – This is one of the few attempts to suggest the appropriate constructs of IWE in the management literature. It provides 18 elements responsible and have the promise to strengthen individual transparency and morally which eventually enhance economic progress in Islamic world.

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