Baby boomers are the largest age cohort in the United States, making up approximately 20% of the population. This cohort is faced with global problems that contribute to perceived loneliness and a lack of socialization. Additionally, baby boomers have an increased online presence on Facebook (FB), yet little is known about this age group and FB use. This research study addressed this issue with an examination of the relationships between overall perceived loneliness, socialization efficacy, and FB use. The theoretical framework that guided this study was Bandura's social learning theory, which was used to examine the effects of social reinforcement. Participants, those born between 1946 and 1964, (n = 97) were asked to share 2 months of FB activity, including the number of FB friends, number of postings, types of postings, quotes included, status updates, articles reposted, and whether friends were tagged in their posts. The FB variables were correlated with perceived loneliness, as measured by the Revised UCLA Loneliness Scale, and socialization efficacy, as measured by the Social Skill Scale, through a stepwise multiple regression analysis. The findings did not yield any statistically significant relationships between the FB variables and loneliness or socialization efficacy among baby boomers. These findings imply that other factors not studied here are promoting the increase in baby boomer FB use. The social change implications include mental health clinicians having a deeper knowledge base of baby boomers' FB use and an accurate portrayal of this cohort for increased treatment effectiveness, as baby boomers are portrayed as being lonely, isolated, and technologically challenged, which was not empirically supported in this study.

Company leaders in the workplace represent all generations with diverse values, and those values influence their financial decisions in the workplace. The problem is that multigenerational company leaders and their employees possess different values from one another, which in turn creates different financial priorities for the company. The purpose of this qualitative study was to gain a better understanding of how the financial values of company leaders from different generations are developed, and how those values influence their financial decisions in the workplace. The key research question for this qualitative study examined how the financial values and decisions of company leaders in the workplace differ from their fellow company leaders from a different generation. This study assessed the different motivations for financial decision making by the multigenerational managers in the workplace. Semi-structured interviews and notes from direct observation of 10 multigenerational managers coupled with the analysis compiled from qualitative research software showed that most managers possessed similar financial values and made similar financial decisions, regardless of their generation. The findings also showed that the financial values of the participants were developed at an early age, which influenced their financial decision-making in the workplace. These results could lead to positive social change by gaining a better understanding of the motivations for financial values and financial decisions made in the workplace.

This study examined the effects of generational differences on student achievement of students in Brevard Public Schools, Brevard County, Florida. The independent variable was the generational cohorts (Traditionalist, Baby Boomer, Generation X, and Millennials). The dependent variable was the factors of job satisfaction, organizational commitment, and work motivation. A second dependent variable was Value-Added Measure (VAM) scores calculated by the Department of Education for the state of Florida for each teacher of grades K-12. These VAM scores were derived from the Florida Comprehensive Assessment Test (FCAT) Reading and Math Developmental Scale scores to show a teacher’s effect on student achievement. A convenience sample of teachers was surveyed from the population of all Brevard Public Schools teachers, and respondents’ VAM scores were analyzed for differences in the means. Findings showed that there was a statistically significant difference in job satisfaction among the generational cohorts based on the benefits factor. Baby Boomers found benefits to be a more important aspect of job satisfaction than did Millennials. There was also a statistically significant difference in organizational commitment among the generational cohorts based on career at current school. Baby Boomers found spending the rest of their career at their current school significantly more important than did Millennials. There was no statistically significant difference among the generational cohorts in work motivation or means of VAM scores. Recommendations were made for future studies that generalize the finding to other counties in Florida, other states, and other countries. The possibility of generational impact being a cultural experience would be addressed. Another possible future study included examining individuals within a single generational cohort. Gender considerations are one area iii for study. Furthermore, it is recommended that future studies move beyond one timeframe for gathering data. A longitudinal study of the same people within a generation from the beginning of their career to the end to determine if values change due to aging and gaining experience as compared to belonging to a generation should be conducted

The purpose of this study was to identify teaching techniques that could be used in college classrooms for effectively teaching two different age cohorts: Baby Boomers and Generation X students. Baby Boomers are those people born between 1946 and 1964. The subsequent generation, known as Generation X, was born between 1965 and 1981. A multi-case qualitative study was designed to include interviews with faculty, focus groups with students, and classroom observations at three different community colleges in east Tennessee. Thirty-one faculty, ranging in age from 29 to 65, comprised the faculty panel. There were 48 student participants. Half of the 24 female students were Generation Xers. Of 22 male participants, 16 were Generation Xers. Classroom observations of nine different sections were conducted. These observations included traditional lecture classes, lab classes, and a couple of multimedia classrooms. Interviews with the faculty panel revealed almost diametrically opposite classroom behaviors between Baby Boomers and Generation X students. While older students are generally more motivated, focused, and come to class prepared to learn; younger students were reported to exhibit behaviors that are antithetical to these. Some younger students indicated that they preferred to work on teams with older students for these reasons. Additionally, effective teaching techniques for the two age cohorts were also discovered to be different. While both Boomers and Xers preferred real world examples to illustrate classroom theories, what was a relevant example for one generation was not always relevant for the other. Therefore, many instructors need to ascertain what is relevant in the Xers' world as constituted by the media, the Internet, and popular culture. The modern classroom needs a variety of teaching techniques to cater to different types of learners. Perhaps a model whereby older students mentor professional behavior for the younger, and the younger teach older students how to use computer technologies would be a better learning environment. Additionally, a third of the instructors interviewed have found that they need to be entertaining to hold the shorter attention spans of the younger student. Some type of visual component is becoming the norm in most classrooms, but there was not always agreement on which visuals were most effective for the two age groups. Baby Boomers generally preferred the board for transparency viewing or note taking in outline form Conversely, while some young students liked these methods, a greater number preferred watching videos. However, the videos had to be engaging and usually no longer than 20 minutes to be effective. Furthermore, 43% of the younger students value individual attention from their instructors, indicating that it can often make the difference between passing and failing a course. A third of the faculty also noted the younger students' hunger for attention. For instance, the eldest faculty member indicated, “So many Generation Xers are needy in terms of needing lots and lots of attention [because] a lot of my Generation X students are separated from their families.” Whatever the reasons, today's college instructors have a difficult task in assimilating the many learning styles and generational differences of age cohorts present in their classrooms. Not only do they have to stay informed in their academic domains and adapt their courses to multimedia and distance learning technologies, but they have to be entertaining for younger students to make the class interesting.

The official standard of a 40-hour work week has not changed for decades in the United States. A flexible work arrangement (a.k.a. telework, flexible schedule or telecommuting) is an alternative to the traditional 9am to 5pm, 40+hours work week in office. In truth, the working environment has changed as employees are expected to work more than 40 hours per week and must be accessible around the clock on weekends and after the end of the workday. Millennials and Baby Boomers (called the emerging populations) are pushing the agenda on flexible work arrangements and getting more flexible schedules. Technology makes this all possible. Millennials are described as the always-connected-to-the-internet generation (Choney, 2012), while any new technological process requires significant instruction and training, and presents a challenge for older workers (Charness, 2006). This grounded theory research (Glaser and Strauss, 1999) informs and updates academics, practitioners, companies, and employees on how technology is enabling flexible working arrangements (referred to as FWA) for the emerging populations. The paper draws on both unstructured interviews and a survey with key informants across age ranges who are business owners, corporate workers, and employees. It explores the tools that are critical to connecting to the office, the advantages and disadvantages of working outside the office, and gives guidelines for employers and workers to utilize when creating a best-in-class flexible environment. Keywords: flexible work arrangement, flexible schedule, millennials, baby boomers, telecommuting, work-life conflict, technology, best practices, emerging populations / Business Administration/Human Resource Management

Bakgrund: Det finns idag en problematik för kunskapsintensiva företag i Sverige att lyckas bibehålla medarbetare. Detta då den svenska arbetsmarknadens utveckling har resulterat i fler högutbildade medarbetare, vilka generellt känner lite lojalitet gentemot arbetsgivaren. Företags önskan om att bibehålla medarbetare grundar sig i deras strävan att uppnå en låg personalomsättning då det anses positivt för företaget ur flera aspekter. För att studera denna problematik studeras Employee Retention-faktorer utifrån ett generationsperspektiv. Detta då medarbetares jobbvärderingar och därmed preferenser kring viktiga faktorer enligt tidigare forskning till stor del påverkas av generationstillhörigheten. Syfte: Syftet med studien är att utforska vilka faktorer som får medarbetare i olika generationer att stanna inom kunskapsintensiva företag. Detta genom att belysa Employee Retention utifrån ett medarbetarskap- samt generationsperspektiv. Metod: Studien syftar till att undersöka medarbetarnas upplevda verklighet, därför utgår studien från en kvalitativ forskningsmetod. Fallstudiemetoden har tillämpats, då denna är lämplig för att förstå komplicerade sociala företeelser. Ett centralt drag i fallstudier är att kombinera olika datainsamlingsmetoder, därför har 10 semistrukturerade intervjuer samt 25 frågeformulär med medarbetare på valt fallföretag genomförts. En analys av insamlad data har därefter genomförts, vilket resulterat i studiens slutsats. Slutsats: Studien har identifierat de viktigaste Employee Retention-faktorerna inom respektive generation och bekräftar därmed att generationstillhörigheten påverkar de faktorer som får medarbetare att stanna inom kunskapsintensiva företag. Studien har också påvisat att de viktigaste faktorerna som identifierats i respektive generationerna har en tydlig koppling till det psykologiska kontraktet. Om kunskapsintensiva företag tar hänsyn till dessa faktorer och därmed det psykologiska kontraktet, resulterar det i lojalitet och bibehållande av medarbetare. / Background: In the last couple of years there has been an ongoing change in the Swedish labor market where the knowledge-intensive companies find it harder to retain employees. This because highly educated employees generally are less experience less loyal towards the employer. Why companies wish to retain employees is because they aim for a low employee turnover, which is considered to be important for companies in several aspects. The study focus on important variables for employees, which makes them stay at a company, using a generation perspective. This perspective is used because employee’s work values and preferences are found to be affected by generational belonging. Purpose: The purpose of this study is to explore which variables that make employees with different generation belongings stay at knowledge-intensive companies. This by illustrating Employee Retention from the employee’s perspective and using a generation perspective. Method: The study applies a qualitative approach since the purpose is to explore the employee’s experienced reality. A case-study method is also applied since it’s suitable for complicated social phenomenon. Fundamental for a case-study is to combine different data collection methods, which is why 10 semi-structured interviews and 25 questionnaires are made within the case-company. The analysis of the data was then made with directions of an analysis strategy, which lead to the conclusion of the study. Conclusion: This study has identified the most important Employee Retention-variables within each generation, which also acknowledge that the generational belonging affects the variables that the employees value and consequently makes them stay at a company. The study has also shown that the most important variables that are identified in the different generations, also are found in the psychological contract. If knowledge-intensive companies identifies these variables and thereby strengthen the psychological contract, the output will be organizational loyalty and Employee Retention.

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The aim of this study is to expand the knowledge regarding whether the riskperception among investors in different generations in the stock market differs, as well as how it differentiates. This study delves deeper in four different generations, consisting of an age range between 18-78 years. The four generations are the following: Baby Boomers, Generation X, Y and Z. This essay utilizes a quantitative research method, which includes a survey, along with a deductive approach. The survey study involves questions that are intended to differently measure riskperception. Furthermore, the empirical basis is based on relevant statistical methods, containing descriptive statistics, a two-sided unpaired t-test, a regression analysis, and a correlation analysis with the purpose of answering our hypotheses nuancedly, as well as correctly. A 95% confidence interval is applied. With respect to the empirical evidence of the study, a discussion is also made, which thereby is connected to the theories and previous research that are presented in this study. Lastly the essay concludes that there is enough statistical evidence in order to confirm that the riskperception among shareholders between different generations differs in the stock market. Additionally, the study also leads to the conclusion that differences specifically manifest between Generation Baby Boomers and Generation Z. Following that, with the help of the correlation analysis, the empirical evidence confirms that Generation Baby Boomers riskperception is higher in comparison with Generation Z. All and all, the study did not result in any significant differences regarding the rest of the generations. / Syftet med denna uppsats är att undersöka huruvida samt hur riskperception hos investerare inom olika generationer på aktiemarknaden skiljer sig. Generationerna som denna uppsats tittar på är Baby Boomers, Generation X, Y och Z, vilket föranleder till att åldersintervallet är 18-78 år. Studien utgår från en kvantitativ forskningsstrategi i form av en enkätstudie samt är av deduktiv karaktär. Enkätstudien involverar frågor som på olika sätt är ämnade att mätariskperception. Det empiriska underlaget är baserat på relevanta statistiska tester som innefattar t-test, regression och korrelation som tillsammans besvarar hypoteserna. Dessa tester förutsätter ett 95 procentigt konfidensintervall. Med hänsyn till resultaten studien kommit fram till, förekommer även en diskussion rörande resultatet. De resultat som uppsatsen genererat diskuteras med koppling till de teorier och den tidigare forskning som finns. Slutsatsen som kan dras är att det finns tillräckligt med statistiskt belägg för att säkerställa att riskperceptionen hos aktiesparare skiljer sig mellan olika generationer inom aktiemarknaden. Därtill föranleder studien att skillnader specifikt förekommer mellan Generation Baby Boomers respektive Generation Z. Med hjälp av korrelationsanalysen, gårdet även att konstatera att Generation Baby Boomers riskperception är högre i jämförelse med Generation Z. I allmänhet resulterar studien inte i signifikanta skillnader rörande resterande generationer.

The purpose of this study was to identify factors that predict quality of life (QOL) for aging adults and to examine and compare Baby Boomers', Older Adults' and Younger Adults' responses to the 2010 National Health Interview Survey/QOL Functioning and Disability. Significant findings included several significant values based on the multivariate regression to estimate a model to predict QOL. In particular, being male, four ethnicities other than white, being older than Boomer, age in 10 years, the Functional Difficulty Index, the Functional Limitation Index scores, chronic heart disease, asthma, and arthritis all had significant p values. Adults with chronic heart disease, asthma, or arthritis scored lower on the QOL index, but cancer, stroke, or diabetes were not associated with the QOL index. Two hypotheses had strong support. Lower scores on both the Functional Difficulty Index and the Functional Limitation Index yielded lower QOL scores. Further research recommendations include establishing reliability and validity of the QOL index; running additional regressions for demographics (ethnicity, marital status, etc.) to predict possible combinations of variables predicting QOL or barriers to QOL; and investigating the viability of incorporating the QOL index into an electronic medical record (EMR) dashboard parameter to serve as a screening mechanism for those aging adults most at risk for chronicities or co-morbidities that place them at risk for losing their ability to age in place in the home of their choosing.

Topic of this diploma thesis is organizational behavior of various generations with focus on the youngest generation which is present in the workplace. This generation is called Generation Y. The goal is to prove or overcome presumption that Generation Y is very different from previous generations, has different values, working and life style and that organizations will have to put a lot of effort to be able to manage this generation effectively. Thesis include description of graduate strategy which is implemented at Hewlett-Packard. In the end is overall recommendation for companies how effectively lead Generation Y and specific recommendation for Hewlett-Packard, related to current company strategy.