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

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