Thesis advisor: Matthew S. Rutledge / In the past several decades, saving for retirement has significantly changed, with the large replacement of Defined Contribution for Defined Benefit plans, as well as the unreliability of Social Security given the aging population. This paper analyzes retirement wealth across three generational cohorts—Baby Boomers (1946-1964), Gen Xers (1965-1980), and Millennials (1981-2000)—in order to compare preparedness and determine whether or not younger cohorts have compensated for the future unreliability of other traditional retirement income sources. The results suggest that levels of retirement wealth do not significantly differ across cohorts at all age profiles. Therefore, younger generational cohorts have not increased the amount of personal saving in order to maintain their pre-retirement standards of living throughout retirement. These results indicate that a change in saving structure and policy may be necessary to ensure that younger cohorts retire out of poverty. / Thesis (BA) — Boston College, 2017. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: Arts and Sciences Honors Program. / Discipline: Economics.

Sammanfattning Titel: Val av intern kommunikationskanal - En generationsfråga?   Nivå: C-uppsats, examensarbete i ämnet företagsekonomi   Författare: Filip Åberg och Robin Rodestrand   Handledare: Agneta Sundström och Kristina Mickelsson   Datum: 2019 - januari   Syfte: Syftet med studien är att ökad förståelsen för hur ledares val av interna kommunikationskanaler kan anpassas efter medarbetares generationstillhörighet och hur den kan bidra till en effektivare kommunikation mellan ledare och medarbetare.   Metod: Studien grundar sig i en hermeneutisk forskningsansats där en kvalitativ forskningsdesign har använts vid insamling av empiri genom semistrukturerade intervjuer med medarbetare inom en specifik organisation. En tematisk analys genomfördes av empirin, genom vilken vi sammanställde teman utifrån respondenternas perspektiv. En typologisk analys användes för att visa skillnader och likheter mellan olika generationers preferenser i val av kommunikationskanal.       Resultat och bidrag: Studiens bidrag är att det föreligger fler likheter än skillnader mellan baby boomers, generation Ys och generation Xs preferenser av interna kommunikationskanaler. De enda skillnader som studien belyser är att generation X värderar epost högre än övriga generationer, samt att generation Y värderar kommunikation genom chattfunktioner högre än de andra två generationerna. Studien fastställer även att andra aspekter såsom relation, kontext och informationsöverflöd, är betydande inom ledares val av intern kommunikationskanal.   Förslag till fortsatt forskning: Denna studie ger som förslag att undersöka hur generationer skiljer sig åt i preferenser av interna kommunikationskanaler inom andra kontexter än den som undersökts i denna studie. Ett annat förslag till fortsatt forskning är att djupare undersöka generation Xs användning av epost och generation Ys användning av chattfunktioner. Vidare kan framtida forskning undersöka hur relationen mellan ledare och medarbetare samt informationsöverflöd påverkar ledares val av interna kommunikationskanaler.   Nyckelord: Intern kommunikation, interna kommunikationskanaler, baby boomers, generation X, generation Y. / Abstract Title: The choice of internal communication channel - A generation issue?   Level: Final assignment for bachelor degree in business administration.   Author: Filip Åberg and Robin Rodestrand   Supervisor: Agneta Sundström and Kristina Mickelsson   Date: 2019 - januari   Aim: The aim of the study is to increase understanding of how managers choice of internal communication channels can be adapted to employee’s generation and how it can contribute to more effective communication between managers and employees.   Method: The study is based on a hermeneutic research tradition in which a qualitative research design was used to gather empirical work through semi-structured interviews with employees in a specific organization. Thereafter a thematic analysis was conducted, through which we compiled themes based on the respondent’s perspective. A typological analysis was used to show differences and similarities between different generation preferences in the choice of communication channel.                                                                                Conclusion and contribution: The study's contribution is that there are more similarities than differences between baby boomers, generation Y's and generation X's preferences of internal communication channels. The only differences that the study illustrates is that generation X values ​​e-mail higher than other generations. And that generation Y values ​​communication through chat features higher than the other two generations. The study also states that other aspects such as relationship, context and information overflow are significant in the leaders choice of internal communication channel.   Suggestions for future research: This study proposes to investigate how generations differ in their preferences of internal communication channels in other contexts than those studied in this study. Another suggestion for further research is to deeper investigate the generation Y's use of e-mail and generation X's use of chat features. Furthermore, future research can investigate how the relationship between leaders and employees, as well as information overflow, affect leaders' choice of internal communication channels                                                                                Keywords: Internal communication, internal communication channels, baby boomers, generation X, Generation Y.

Job satisfaction in law enforcement is important because it promotes continuity of a professional and cohesive police force that works well together, follows proper policy and procedures, and provides the services needed to the public. Given multigenerational law enforcement officers are now working together, its impact on job satisfaction is not known. This study focused on how generational cohort membership impacts the job satisfaction of law enforcement officers based on Mannheim's theory of generations and Locke's range of affect theory. It utilized a survey design where job satisfaction was assessed using the Job Descriptive Index, Organizational Commitment Questionnaire, and Job Task Questionnaire. A quantitative analysis was employed using a correlation design, multiple regression, and an ANOVA. Findings showed significant differences at the .05 level in frequency ratings on the job task questionnaire on patrol, traffic enforcement, and warrant service between the generations. A logistical regression of Job Descriptive Index scores showed a significant relationship between generational cohort membership and job satisfaction scores on the promotion scale, supervision scale, and the job in general scale. Lastly, a logistical regression of the Occupational Commitment Questionnaire showed significance between Generation X and Millennial officer's overall scores with Millennial's having lower organizational commitment. Implications for social change include increasing knowledge for patrol officers and their supervisors regarding these generational differences. Other social change includes training programs for current and future officers on understanding and working with these generational differences in law enforcement.

The transition of organizations' workforces from a baby-boomer to a millennial majority in the 21st century has created work-engagement strategy challenges for management. The purpose of this study was to explore the engagement strategies that business managers design and implement that effectively address the generational differences within the workforce. The case study design was appropriate for addressing this study's purpose of exploring the successful experiences of approximately 125 healthcare business managers within a business organization in Huntington, West Virginia. Transformational leadership theory constituted the conceptual framework for this study. Methodological triangulation was used to identify key themes from the participants' interviews, employee training manuals, and job descriptions of the healthcare organization. The key themes that emerged were reverse mentorship, employee work-life balance, and employee feedback expectations. Social change could result from implementing the recommendations of this study to enhance employees' individual qualities such as worth, dignity, and a strong work ethic, thereby catalyzing employees' support of their local communities.

As the baby boomer generation move inexorably towards retirement and the requirement for health care services increases, the supply of nurses available to provide care at the patient bedside is forecast to fall significantly short of demand. This thesis has explored the perspectives of midlife nurses, asking what it would take to keep them in bedside practice until retirement. These nurses have provided insights which offer employers of valuable senior nurses, suggestions for maximising their potential. Through the use of questionnaires and focus groups nurses aged 45 years and over were asked what the employer can do to ensure that they are able to continue to work at the patient bedside until they reach the age of retirement. The results of this research demonstrate a workforce of nurses who are passionate and committed to their profession, but feeling disillusioned and disempowered. The nursing environment has changed over the span of their career and they find the increased workload, together with increasing professional demands, too hard to cope with. They feel they have no control over their workload, their shift patterns, or the expectations of their patients and colleagues. They want their experience to be recognized but they do not want to have to prove competency; they want to have a voice but they are unwilling to pursue postgraduate education to learn how to become visible and emancipated.

The impact of population ageing on the social budgets of the future is a phenomenon confronting many of the world's wealthiest and most advanced nations. The impending retirement of the 'baby boomers' has raised concerns about the inadequacy of budgetary frameworks (both conceptual and real) to fulfil the financial commitments of demographically sensitive programs, namely old age pensions. Pension schemes represent, by far, the largest social welfare commitment of first world nations. Old age pensions are also demographically sensitive. Furthermore, pension systems play a crucial role in alleviating poverty, in recognising the previous contribution of an individual and in maintaining of the social and economic wellbeing of democratic polities. The financial stability of pension schemes and the ability of governments to meet future commitments will become significant issues of public policy as the pressures from population ageing intensify. Yet, committing resources, or budgeting, for longer-term pressures is an inherently problematic exercise both from an intellectual and a practical perspective. For long-term resourcing to be successful it requires perfect foresight and a level of political commitment that typically eludes most politicians and governments. Longer or medium-term budgetary pressures are often ignored or avoided until they impact on the immediate chances of either fiscal or electoral success. As such, societies face the prospect of looming financial burdens, but only have a box of short-term tools at their disposal and a limited body of scholarship to guide them through this ticking political 'time bomb'. This research tackles a significant omission in the existing literature on budgeting, public policy and social welfare, by proposing a conceptual framework for the anticipation, conceptualisation and analysis of future budget pressures. In doing so, it brings together analytical frameworks of government budgeting and social policy from a number of disciplinary areas and weaves them into a conceptual framework that allows for diagnostic and prescriptive analysis of budgetary pressures within a particular policy/spending area. The framework is also compatible with existing budgetary frameworks and decision-making processes. Through the analysis of the old age pension systems in Australia, Canada and Sweden this thesis makes an important contribution to the understanding of how demographic transition will impact on the future stability of pension schemes. The thesis contends that ageing populations will place significant pressure on each pillar of the pension system to meet its future financial commitments. This pressure will, in turn, have important implications for national budgetary processes and old age pension policy over the coming decades. In particular, governments will be required to implement a range of techniques that sit both within and beyond the traditional bounds of most budget processes. It will be imperative for researchers to explore the complexities and political possibilities of budget reform and to search for ways in which the longer-term needs of society can be adequately satisfied through the budget process.

Canadian society is facing a marked demographic shift as the baby boom generation ages. By 2031 almost 25 percent of Canadians will be over sixty-five; many of those will be north of eighty and the oldest boomers will be turning eighty-five. One person in four will be a senior. The lack of acceptable intermediate solutions between independence and institutionalization has been pointed out as one of the significant problems facing elderly persons; traditional ‘institutional’ care which keeps older people apart and medicalizes old age, is no longer desirable. Likewise, the ‘golden ghettoes’ model may be appealing to those who can afford it but does not contribute to producing diverse, inclusive urban places. This thesis is an exploration of an alternative strategy. It investigates how architecture can provide a platform for social connection in a residential environment that allows in equal measure both independence without isolation, and informal community with safety and security. The design proposal establishes five architectural strategies which address the fundamental spatial implications of encouraging aging-in-place. This exploration is supplemented with a cohousing strategy, providing a formal organizational tactic that encourages groups of residents to mutually support each other, strengthening social inclusion and reducing the use of formal care and support only where absolutely necessary. The methodology employed examines the mutually dependent and interactive scales of City, Neighbourhood, Building, and Dwelling in conceiving of housing for an aging population that becomes a catalyst of urban integration and community regeneration.

This dissertation investigates the impact of intrinsic and extrinsic job factors on overall employee job satisfaction for two generation cohort groups, Baby Boomers and Generation X, in a small rural healthcare organization. Eight job factors were selected for the study, reflecting popular characteristics associated with the two groups. The job factors were classified as intrinsic or extrinsic using Hertzberg’s two-factor theory. Intrinsic factors studied were: work itself, promotion, and recognition. Extrinsic factors studied were: pay, supervision, people, technology, and work-family balance. The Job Descriptive Index (JDI) scale was used to assess employee satisfaction with certain job factors; work itself, promotion, pay, supervision, and people. Scales similar to the JDI were created and used to measure satisfaction with technology, work-family balance, and recognition. The Job In General (JIG) scale was used to assess overall job satisfaction for each generation group. Multiple regression analysis was used to determine which of the job factors predicted of overall job satisfaction for each group. Results of the study indicate that overall satisfaction is influenced a discreet combination of intrinsic and extrinsic factors for each group. Generation X’s overall job satisfaction is predicted by extrinsic job factors, (work-family balance, and supervision) as well as intrinsic job factors, (work itself). Baby Boomers’ overall job satisfaction is predicted by an intrinsic job factor, (recognition) as well as an extrinsic job factor (supervision). Smaller than optimal sample size reduces applicability of the results and implies the need for extended research in this area to confirm findings of this study.

Canadian society is facing a marked demographic shift as the baby boom generation ages. By 2031 almost 25 percent of Canadians will be over sixty-five; many of those will be north of eighty and the oldest boomers will be turning eighty-five. One person in four will be a senior. The lack of acceptable intermediate solutions between independence and institutionalization has been pointed out as one of the significant problems facing elderly persons; traditional ‘institutional’ care which keeps older people apart and medicalizes old age, is no longer desirable. Likewise, the ‘golden ghettoes’ model may be appealing to those who can afford it but does not contribute to producing diverse, inclusive urban places. This thesis is an exploration of an alternative strategy. It investigates how architecture can provide a platform for social connection in a residential environment that allows in equal measure both independence without isolation, and informal community with safety and security. The design proposal establishes five architectural strategies which address the fundamental spatial implications of encouraging aging-in-place. This exploration is supplemented with a cohousing strategy, providing a formal organizational tactic that encourages groups of residents to mutually support each other, strengthening social inclusion and reducing the use of formal care and support only where absolutely necessary. The methodology employed examines the mutually dependent and interactive scales of City, Neighbourhood, Building, and Dwelling in conceiving of housing for an aging population that becomes a catalyst of urban integration and community regeneration.

Det nya arbetslivet’ är ett koncept utvecklat för de kommande medarbetarna från Generation Y som efterfrågar ett arbetssätt med möjlighet till balans mellan arbete och fritid. Arbetssättet ska ge ökad flexibilitet genom digitala hjälpmedel och även bidra till reducerade kontorsytor inom företaget, vilket innebär minskade utgifter. Övergången till arbetssättet kan dock upplevas som en svårighet för dagens medarbetare som främst består av den äldre generationen; Baby boomers och Generation X. Forskning visar att generationer har olika synsätt och värderingar som präglats av deras samtid. Detta medför att de har olika behov, exempelvis finns det skillnader i hur generationerna ser på arbete, förändringar eller preferenser i att arbeta självständigt eller i grupp. Idag är konceptet implementerat hos Microsoft som till störst del består av den äldre generationen. Vi vill därför studera dessa åldersgrupper och se hur de upplever konceptet då det i grunden är utvecklat för Generation Y. Studien är en fallstudie hos företaget Microsoft Sverige som infört ’Det nya arbetslivet’. Vi kommer att studera vilka hinder och möjligheter generationerna Baby boomers och Generation X upplever i ’Det nya arbetslivet’ utifrån de valda faktorerna; tillhörighet, förtroende och handledning. Arbetet har en deduktiv ansats, vilket innebär att faktorerna ligger som underlag för den empiriska studien. Empirin har vi därefter samlat in genom kvalitativa intervjuer hos medarbetarna på Microsoft Sverige. Slutsatserna från studien visar bland annat att Generation X såg fler möjligheter med ‘Det nya arbetslivet’ i jämförelse med Baby boomers som upplevde det svårare. Störst hinder var den minskade tillhörigheten till de närmsta kollegorna på grund av öppna kontorsytor. Respondenterna såg även tillhörighet som en utmaning för de nyanställda eftersom risken var stor att de kunde känna sig vilsna i ’Det nya arbetslivet’. Respondenterna ansåg att det fanns möjligheter för faktorerna; handledning och förtroende och största anledningen till det, var användningen av Microsofts målstyrning. Målstyrningen bidrog till att förtroendet var lättare att skapa och underhålla mellan medarbetarna. Den regelbundna handledningen gjorde även att medarbetarnas målsättning alltid var tydlig. Vidare upptäckte vi att många respondenter uppskattade det flexibla arbetssättet men de hade svårigheter att finna balansen mellan arbete och fritid.