Despite increasing unemployment, "an increasing number of Americans see no virtue in holding jobs that they consider menial or unpleasant. . . young adults are particularly choosy." So writes Donald Morrison in his article Is the Work Ethic Going Out of Style? Morrison shares tips on how one employer is accommodating this new work ethic by restructuring the work process. The strategy involves breaking up the assembly line, letting employees organize their own work and set their own hours and generally treating workers like mature, responsible adults.

Morrison wraps up with the observation that, "In the new ethic, people will still work to live, but fewer will live only to work ? Bosses who expect loyalty from their employees should try to satisfy their demands for more freedom, more feeling of participation and personal responsibility, and more sense of accomplishment on the job."

Does this discussion sound familiar to you? It should. It's been going on for decades now; Morrison's article was published on October 30, 1972.*

Profiling the Generations

We've all seen the studies about the different generations: the baby boomers, Gen X and Gen Y. And to some, it might sound like a lot of media hype and over generalization. But there is a lot of merit to generational profiling. After all, each generation is affected by the events and circumstances of its age. These cultural differences create different values, communication styles and work ethics for each generation. Understanding these generational differences is thus crucial to safety directors and other business managers

Here's a quick look at the differences among the four generations currently in the workforce.

1. Veterans, born between 1922 and 1945, are also known as the silent generation. They're the men and women who survived the Great Depression and won World War II, what Tom Brokaw refers to as "the greatest generation." Although that might be a bit of a hyperbole, the veterans are regimented and traditional. They were raised in a culture of personal sacrifices for the greater good. They appreciate formal hierarchy, order, advancement on authority, and lifetime commitment to job and company. Their work ethic: Work first.

2. Baby Boomers are the largest generational segment in the workplace. Born between 1946 and 1964, the baby boomers are the original "me" generation. They are loyal and dedicated employees. Their job is their identity. They believe advancement is based on achievement and loyalty, respect teamwork and are now (as they get older) looking for work/life balance. Their work ethic: Live to work.

3. Generation X were born between 1961 (the next generation after the boomers) and 1978. Gen Xers are technically adept and value education. The original "latchkey kids" kids left at home during the day while their parents went to work, their perception of employment was strongly affected by the economic recession. Gen X appreciates balance, diversity and life. Their work ethic: Work to live.

4. Generation Y, also known as the Milennials, Echo Boomers and Nexters, were born between 1978 and 1998. They had very busy childhoods. They were given daytimers in elementary school and had structured lives that included soccer, dance, play dates and volunteer activities. They grew up with computers and video games and are thus accustomed to a fast-paced world, multi-tasking and technology.

Gen Yers have never experienced a recession or experienced a lack of anything really. Their opportunities for success started in elementary school with a no-fail school system, receiving awards and trophies just for showing up. They were coddled and told to "Just Do It."

The defining events in their lives include global warming, Colombine, the Internet and September 11. This generation also witnessed their parents suffer from corporate downsizing and are therefore loyal to causes and people, not companies. Their work ethic: "Live then work."

Conclusion

Although short-term unemployment is starting to creep up, companies everywhere are confronting a long-term labor shortage. Veterans and baby boomers are retiring and there aren't enough workers from Generation X to fill the vacancies. That leaves Generation Y as the main source of labor. And that's where things get tricky. The Gen Y crowd strongly resembles those choosy young adults that Morrison discusses in his 1972 article. Integrating them into the workforce is forcing employers to make changes to the workplace. Next week, we'll discuss how to do this by dispelling some popular myths about Gen Y.

Source: Is the Work Ethic Going Out of Style, by Donald M. Morrison, Time Magazine, October 30, 1972

YOUR TEEN'S FIRST JOB

How to Prepare Your Youngster for a Smorgasbord of Hazards

One of the most satisfying aspects of watching your children grow up is seeing them take their first summer or after-school job. Not only are they moving one big step closer to independence, but they are getting a taste of real-world responsibility, including money management and learning to work as part of a team.

According to the Bureau of Labor Statistics, the food services industry is the top employer of teenagers. While it would seem logical that an industry relying so heavily on young workers would have solid safety programs in place, it's naïve to make such assumptions. An Industrial Accident Prevention Association (IAPA) survey found that 56 percent of young workers polled said they had received no safety training whatsoever before being assigned a new task.

10 Hazards Young Workers Should Know

If your son or daughter is starting a job in food services, here are some key hazards you can discuss with them.

1. Foodborne illnesses
Frequent hand washing, especially after using a bathroom or handling raw foods such as poultry, can prevent the spread of illness.

2. Slips, trips and falls
Floors must be kept clean and dry and appropriate slip-resistant footwear must be worn. Never carry a load so large that it blocks your vision.

3. Chemicals
Never mix bleach with ammonia; deadly chlorine gas may be released. Know what personal protective equipment, including gloves, you should be using. Always read labels and follow instructions.

4. Strains/Sprains
Repetitive reaching across tables to place or retrieve dishes can cause pain and muscle strain. Never carry more than you can handle comfortably. Ask for help in lifting tables and other heavy objects.

5. Electrocution
Don't go near an electrical appliance or outlet while standing on a wet floor. Never handle plugs with wet hands. If a cord is frayed or cracked, don't use an appliance. Tell your supervisor. Never go near a person who has received an electrical shock until the power has been shut off.

6. Burns
Avoid exposure to steam. Let hot dishes cool before touching. Check sink water temperatures before plunging hands into water.

7. Cuts
When cutting food, ensure that your fingers aren't in the way if the knife slips. Cut away from your body. Never use fingers to pick up broken glass. Sweep it up. Don't compress a trash bag with your hands or body. It may contain items that could cut you. If you find a discarded needle, don't touch it. Tell your supervisor.

8. Workplace violence
Ensure back doors to restaurants are kept locked. Know your state or provincial laws regarding how late you can work and whether you should be working alone.

9. Cooking
Know the laws regarding minimum ages for being allowed work as a cook. Be careful around hot oil. Use correct grease temperature and level. Wear aprons and protective clothing. Know how to extinguish a grease fire (never use water!) Don't reach over hot surfaces.

10. Heat illnesses
Working in a high-temperature restaurant without air conditioning in the dead of summer can cause life-threatening heat stroke. Wear cool clothing, take cool-down breaks and drink plenty of water.

Remind Young Workers of Their Rights

Remind your teenagers that they have the right to know of hazards they may encounter and the right to refuse any task they believe is dangerous.

But remember: teenagers don't necessarily know or recognize workplace dangers. So check with them frequently to ensure they are receiving safety training and supervision. If not, talk to your child's manager. If that doesn't bring results, pull your child from the job and contact safety authorities.

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