Excerpt: The baby boomer generation is larger than any generation that has preceded it. Boomers are more likely to live longer and better than previous generations, and they have changed jobs more often than previous generations. They understand the necessity and have the desire to be life-long learners.

As organizations become more age diverse, some business leaders face challenges managing a multigenerational workforce. The purpose of this single case study was to explore strategies that leaders at a university in Northwest Florida implemented to retain their age-diverse workforce. The targeted population was higher education business managers who had success with retaining an age-diverse staff. The conceptual framework of the study was Herzberg's 2-factor theory of motivation. A significant tenet of this theory is that employees explain satisfying and dissatisfying experiences based on intrinsic and extrinsic factors related to their job functions. The data collection process included face-to-face interviews with 4 participants and a review of company documents, including the university's strategic plan and diversity and inclusion initiatives. Through coding and thematic analysis, 7 themes emerged that could help leaders retain a multigenerational workforce: foster a diversity-friendly workplace culture, implement effective interpersonal communication strategies, employ a formal approach, encourage a healthy work-life balance, value employees and their differences, offer professional growth opportunities, and eliminate negative generational stereotyping. Developing and cultivating retention strategies may contribute to social change by helping managers and leaders enrich retention rates, thereby increasing employment stability, improving productivity, and enhancing organizational and community relations.

The workforce is diverse on gender, race, ethnicity, culture, work styles, and age. Employees from different generations have varying expectations of what they value from the workplace and therefore approach work differently. Generational differences can lead to mistrust and communication breakdowns. They can also impact job satisfaction and productivity. The Generational Cohort Theory was utilized in this nonexperimental study, and the sample was recruited from CB Richard Ellis Real Estate Group. The purpose of this study was to determine the work values differences among the 4 generational cohorts: Silent, Baby Boomers, Generation X and Millennials. The research questions for this quantitative study first identified the preferred work values, utilizing the Minnesota Importance Questionnaire (MIQ), and sought if there was a statistically significant means difference in those preferred values from 1 generation to another. A 1-way MANOVA was used to analyze the effect of generation cohort affiliation with preferred work values, revealing a positive relationship between cohort and preferred work values. Results indicated that some work values are unique between generations, such as being busy all the time and doing things for other people, and some are shared, including telling people what to do and having good coworkers. Additional research is needed to address the gap in current literature in the areas of autonomy and recognition. The implications for social change include acquiring a greater knowledge of similarities and differences between older and younger workers.. This knowledge is essential for building high-performing teams, for successful recruitment, and employee retention.

This is an examination of how the fictional representation and re-creation of past wars is colliding with the personal video presentations of the Iraq War. It raises questions about how war and art are experienced in a new way and also how “instant history” is made available to the public. Personally recorded footage of the everyday experience of war has altered the way in which society views war and copes with its aftereffects because Generation Y has become a computer based generation. This is a reception study that will show how Generation Y has used the Baby Boomers’ input about the Vietnam War as a basis for its perceptions of historiography and as both a positive and negative framework for its videography.

Abstract The aim of the study was to search for, analyse and describe the visions of the future of representatives of the baby boom generation in Northern Finland concerning their own ageing, the factors affecting their well-being and their social and health care services. Visions of the future are based on views charted in two phases in accordance with qualitative driven mixed method research methodology. The material consisting of narratives describing future visions (n = 39) was collected using the method of empathy-based stories. Analysis of themes revealed three main themes in the narratives: 1. ageing as a subjective and social experience, 2. factors contributing to well-being from the viewpoint of life control and the environment and 3. social and health care services from the viewpoint of operational environments and resources. The material for the second phase was collected with the aid of a questionnaire drawn up based on the results of phase 1 (n = 405). The material was analysed using multivariate methods: main component analysis, K-means Kluster analysis and correspondence analysis. According to the results, ageing consists of subjective and social experience associated with adaptation, resignation and opening up of new possibilities. An existential experience about life, active self-care and a sense of community based on different networks seemed to have increased. Three future scenarios of the role of senior citizens emerged: seniors as objects of actions, as active, participating actors and as actors in their immediate community. A sense of life control, which was associated with the social, physical and symbolical factors of the environment, was seen as a source of well-being in the future. The operational environments and resources of service and support providers made up three categories: public social services and support from the immediate community, varied service networks and support from the immediate community in a wider sense, as well as public health care services and self-help. It was considered both desirable and likely that future services would comprise pre-emptive, versatile and technology-aided service combinations as well as family- and community-based housing services. The information provided by the study contributes to and expands the social, health-policy and nursing science knowledge base. The information may be utilised as basis for planning, decision-making and operation among professionals, NGOs and political decision-makers working with the elderly. Gerontological nursing science research and practical nursing can obtain information about future clients of elderly care services and the operating environments and resources of nursing. / Tiivistelmä Tutkimuksen tarkoituksena oli etsiä, analysoida ja kuvata millaisia tulevaisuudenkuvia pohjoissuomalaisilla suurten ikäluokkien edustajilla on ikääntymisestään, hyvinvointiinsa vaikuttavista tekijöistä ja sosiaali- ja terveyspalveluistaan. Tulevaisuudenkuvat perustuvat näkemystietoon, jota on kartoitettu laadullisesti ohjautuvan monimenetelmällisen tutkimusperinteen mukaisesti kahdessa vaiheessa. Tulevaisuustarinoista (n = 39) koostuva aineisto kerättiin eläytymismenetelmän avulla. Teemoitteluanalyysi tuotti tarinoista kolme pääteemaa: 1. ikääntyminen subjektiivisena ja sosiaalisena kokemuksena, 2. hyvinvointia tuottavat tekijät elämänhallinnan ja ympäristön näkökulmasta ja 3. sosiaali- ja terveyspalvelut toimintaympäristöjen ja resurssien näkökulmasta. Toisen vaiheen aineisto kerättiin 1. vaiheen tuottamien tulosten pohjalta laaditulla kyselylomakkeella (n = 405). Aineisto analysoitiin monimuuttujamenetelmillä: pääkomponenttianalyysilla, K-means Kluster -analyysilla sekä korrespondenssianalyysilla. Tulosten mukaan ikääntyminen muodostuu subjektiivisesta ja sosiaalisesta kokemuksesta, johon liittyy sopeutumista, luopumista sekä uusien mahdollisuuksien avautumista. Eksistentiaalinen kokemus elämästä, aktiivinen itsestä huolenpito ja erilaisista verkostoista syntynyt yhteisöllisyys näyttivät lisääntyneen. Ikäihmisen roolista muodostui kolme tulevaisuudenkuvaa: ikäihminen toiminnan kohteena, aktiivisena osallistuvana toimijana ja lähiyhteisönsä toimijana. Hyvinvointia tulevaisuudessa tuottivat kokemus elämänhallinnasta, joka oli yhteydessä ympäristön sosiaalisten, fyysisten ja symbolisten tekijöiden kanssa. Palveluiden ja tuen tuottajien toimintaympäristöistä ja resursseista muodostui kolme tyyppiä: yhteiskuntavastuiset palvelut ja suppeiden lähiyhteisöjen tuki, monipuoliset palveluverkostot ja laaja-alaisten lähiyhteisöjen tuki sekä julkiset terveyspalvelut ja oma-apu. Toivottavana ja todennäköisenä pidettiin, että tulevaisuuden palvelut sisältävät ennakoivia, monipuolisia ja teknologia-avusteisia palvelukombinaatioita sekä perhekeskeisiä ja yhteisöllisiä asumispalveluita. Tutkimuksessa tuotetulla tiedolla laajennetaan yhteiskunnallista, terveyspoliittista sekä hoitotieteen gerontologista tietoperustaa. Tietoa voidaan hyödyntää ikääntyvien parissa työskentelevien ammattilaisten, kansalaisjärjestöjen sekä poliittisten päättäjien suunnittelun, päätöksenteon ja toiminnan perustana. Hoitotieteen gerontologiselle tutkimukselle ja hoitotyölle tutkimus tuottaa tietoa tulevaisuuden vanhusasiakkaista ja hoitotyön toimintaympäristöistä ja resursseista.

This study sought to explore the utilization and perception of best practices by community-based technology training programs when instructing older adults to become technologically literate. The target population included adults age 55 years and older of the Baby Boomer generational cohort who ranged academically from possessing a high school diploma or General Education Diploma (GED) through a college degree and had enrolled in a local technology training program to improve their technological skill level with the goal of obtaining employment and/or to remain functionally independent. This study was conducted at three community technology training centers located in the southeast that offered computer training classes for both civilian and ex-military older adults and employed a mixed methods research design. Data was collected through a series of participant interviews, surveys, and class observations to establish an understanding of current participant computer literacy status, demographic details and experiences, class structure, the computer curriculum, and training execution. It was the intent of this study to help maintain increased focus on the necessity of reducing the present digital divide that exists between younger and older adults by highlighting the importance of designing technology training programs that incorporated both expert recommended best practices for instructing older adults, as well as the expressed benefit and personal needs of the Baby Boomer population being served by local technology training centers.

Det finns en hel del genomgående forskning kring hur arbetsgrupper fungerar. Angående fenomenet generationer finns det även relativt mycket forskning, dock är den forskningen främst ifrån USA. Går vi vidare till hur olika generationer fungerar i arbetsgrupp, speciellt i en svensk kontext, finner vi däremot en kunskapslucka. Arbetsgruppers dynamik och uppbyggnad har under lång tid varit ett stort forskningsämne. Att arbetsgrupper fungerar och är högpresterande är viktigt för organisationer då de ansvarar för många viktiga områden och uppgifter. Under senare tid har etnicitet, kultur och köns påverkan på arbetsgrupper varit faktorer som varit en trend inom forskningen. I skuggan av dessa har olika generationers påverkan blivit bortglömd. Därmed ville vi genom en kvalitativ forskningsmetod öka förståelsen för samspel, konflikter och utveckling i multigenerationella grupper. Genom semistrukturerade intervjuer med två arbetsgrupper ifrån olika företag fick vi ett empiriskt material med en svensk kontext som visade vad medarbetare i grupperna hade för egna erfarenheter och intryck av multigenerationella grupper. Uppsatsen visar att arbetsgrupper gynnas av att ha olika generationer i sin arbetsgrupp då de bidrar med olika styrkor och svagheter som kompletterar varandra väl. Konflikter var något vi vid uppsatsens början förväntade oss skulle finnas mellan generationerna, det visade sig dock inte vara något större problem enligt arbetsgrupperna. Trots olikheter mellan generationernas syn på värderingar, lojalitet och hierarki fungerar samspelet i arbetsgrupperna väl.

Recent literature shows an increased interest in generational differences among the workforce, particularly in Western societies. This has coincided with a focus on the role of women as successful leaders in the workplace. Despite this, the exploration and understanding of generational differences amongst female leaders in organisations has received limited attention, particularly in the South African context. The main purpose of the study was therefore to explore whether generational differences among women have an influence on how they approach leadership roles in a South African context. The study also sought to examine whether there are differences in gender identity across the generations as a result of socialisation. The study adopted a qualitative, life histories methodological approach to address the research purposes. Semi structured interviews were conducted with nine South African women in leadership positions from both the Baby Boomer and Generation X generational cohorts. The two generational cohorts were selected as they make up the majority of the current workforce while also being more likely, due to their age, of occupying leadership positions. The interviews were recorded and transcribed, and were imported into Atlas.ti for data analysis. The findings indicated that mothers played a dominant role in the socialisation of women, while fathers were significantly less present in the women’s stories. In terms of the effect of socialisation on career and leadership expectations, Baby Boomers were taught that they should be ‘stay-at-home-mothers’ and after having raised their children could then begin their careers. Generation X believed that they could be career women just as easily as ‘stay-at-home-mothers’. Despite both generations favouring a transformational approach to leadership, each generation differed in the way it practiced leadership. Baby Boomers led in a shared, structured and empowering manner, whereas Generation Xs focused on being attentive, unlocking potential, identifying talents of followers, and assisting in the growth and development of followers within their leadership approach. / Dissertation (MCom)--University of Pretoria, 2013. / Human Resource Management / unrestricted

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The purpose of this study was to help the reader hear and begin to understand each of the 4 generations, resulting in an awareness of how each generation perceived the world in general, and specifically its perception of work in an academic setting. The researcher studied 4 participants currently or formerly involved in the higher education environment; each represented one of the 4 generations examined and was studied through stories, autobiography, notes, conversations, interviews, family stories, and life experiences. Today's American workforce is unique in that never before has there been such a diverse group of individuals working together. Research suggests that the mixing of race, gender, ethnicity, and generation in the workforce of today is remarkable. First, the 4 generations in this qualitative study were identified. For this study, the generations were known as The Veterans or Traditionalists born approximately between 1922 and 1945, The Baby Boomers born approximately between 1946 and 1964, Generation X born approximately between 1965 and 1980, and Generation Y born approximately between 1981 and 2000. After the collection and analysis of the 3 sets of data (interactive interviewing, written descriptions, and descriptive observations), the researcher created a coding and catalog content analysis. Much of the researcher's work consisted of a process method of analysis to discover characteristics and patterns similar to the 4 generations represented in the qualitative Narrative Inquiry methodology. Through the narrative inquiry method of this qualitative study, the examination of multiple generations within the workforce produced more similarities than differences. Common ground spanning over 80 years was evident more often than not. All 4 generations ultimately wanted the same thing with regard to their jobs: an enjoyable job, fulfillment and purpose, good benefits and pay, a perspective on what is important, respect, stability in the company and job, validation, and appreciation (Gibson, 2009).