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>

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.

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.

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.

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.

scholarly journals Visualizing the Baby Boom

2018 ◽  
Vol 4 ◽  
pp. 237802311877732
Author(s):  
Kieran Healy
Keyword(s):  
United States ◽  
Social Change ◽  
Baby Boomers ◽  
Generation X ◽  
Baby Boom ◽  
The United States ◽  
Birth Rates ◽  
England And Wales ◽  
The U.S

I provide a tiled visualization of average monthly birth rates between 1938 and 1991 for the United States and England and Wales. Ideas about demographic “generations” such as Baby Boomers, Generation X, and Millennials are in widespread use in popular discussions of social change, often quite fancifully. The visualization makes apparent the sheer scale of the U.S. Baby Boom in comparison to other alleged generations.

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

Who Is the Rotten Apple? Mock Jurors’ Views of Teacher–Student Sexual Contact

2015 ◽  
Vol 33 (9) ◽  
pp. 1449-1471 ◽  
Author(s):  
Alissa Anderson ◽  
Twila Wingrove ◽  
Paul Fox ◽  
Kyle McLean ◽  
Erin Styer
Keyword(s):  
School Administrators ◽  
Sexual Contact ◽  
Sentence Length ◽  
Male Students ◽  
Mock Jurors ◽  
Teacher Gender ◽  
Legal Professionals ◽  
Teacher Student ◽  
Student Age ◽  
Older Teachers

The present study investigated mock jurors’ ( N = 541) perceptions of a hypothetical case of teacher–student sexual contact. Mock jurors read a brief vignette describing an alleged sexual encounter where the gender and age of both the teacher and student were manipulated. Participants rendered legal decisions (i.e., verdict, degree of guilt, and sentence length), as well as culpability judgments pertaining to both the teacher and the student (i.e., blame, cause, and desire for the sexual contact). In addition, the effects of mock juror gender and attitudes regarding both rape myth acceptance and homophobia were investigated. Teacher gender and both teacher and student age predicted mock jurors’ recommended sentences, with male teachers, older teachers, and younger students leading to greater sentences. Overall, student age was most consistently related to multiple culpability judgments, and the culpability judgments regarding the victim were the most consistently predicted by the independent variables. We did not find any evidence of homosexist attitudes, meaning that same-gender teacher–student contact was not judged any differently than opposite-gender contact. Worth noting, we found an interaction such that male students victimized by female teachers were judged to have wanted the contact more than any other gender combination, especially by male participants. The authors discuss these findings in the context of the child sexual abuse (CSA) literature concluding that many of the findings of more prototypical CSA cases extend to the teacher–student context. We also discuss the implications of these findings in terms of gendered judgments of adolescents who are victimized by teachers, possibly decided by legal professionals, school administrators, and jurors themselves. In particular, the three-way gender interaction can be interpreted in the context of stereotypes regarding sexual development marking sexual contact between adolescent males and older females as a “rite of passage” into adulthood.

Time Allocation Behavior of Twentieth-Century American Generations: GI Generation, Silent Generation, Baby Boomers, Generation X, and Millennials

2018 ◽  
Vol 2672 (49) ◽  
pp. 69-80 ◽  
Author(s):  
Annesha Enam ◽  
Karthik C. Konduri
Keyword(s):  
Baby Boomers ◽  
Generation X ◽  
Time Use ◽  
Time Allocation ◽  
Structural Changes ◽  
Demographic Variables ◽  
Silent Generation ◽  
Two Generations ◽  
American Heritage ◽  
Using Data

In recent years, time engagement behaviors of two generations, namely Baby Boomers and Millennials have sparked much interest because these generations constitute the bulk of the American population today and they also exhibit “atypical” activity–travel patterns compared with other generations. The objective of the current research is to conduct a systematic study of the time engagement behaviors of five American generations: the GI Generation (birth year: 1901–1924), the Silent Generation (birth year: 1925–1943), Baby Boomers (birth year: 1944–1964), Generation X (birth year: 1965–1981), and Millennials (birth year: 1982–2000). Particularly, the study aims at isolating heterogeneity in behaviors associated with structural changes in the society from those associated with inherent generational characteristics. Using data from four waves (1965, 1985, 2005, and 2012) of the American Heritage and Time Use Study, the analysis explores the time engagement behaviors while accounting for the age, period, and cohort effects in addition to different socioeconomic and demographic variables. The analysis reveals that Millennials have generally delayed participation in life-changing events such as marriage and workforce entry, and have exhibited prolonged student status compared with previous generations. Millennials show lower participation in work and higher participation in discretionary activities compared with individuals of the same age group from previous generations. On the other hand, Baby Boomers clearly exhibited increased travel engagement compared with the previous generations at different stages of their lives.

scholarly journals Die Steuerung von den Multigenerationteams in den Industriebetrieben

2017 ◽  
Vol 25 (41) ◽  
pp. 35-42
Author(s):  
Natália Vraňaková ◽  
Andrea Chlpeková ◽  
Kristína Koltnerová ◽  
Petra Pračková
Keyword(s):  
Labor Market ◽  
Baby Boomers ◽  
Generation X ◽  
Generation Y ◽  
Industrial Enterprises ◽  
Generation Z ◽  
Generational Groups

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.

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