Generation Y: How They Are Not Like Everybody Else: Part 1

In a study conducted by Angela Williams (2007), she found that one of biggest generational differences in the workforce—not just Gen X, but between all generations—is their differing attitudes toward authority. Generally speaking, employees within the workplace have but three choices when dealing with authority or traditional viewpoints: (1) accepting, (2) questioning, or (3) rebelling. The Baby Boomers were traditionally brought up with the mentality to respect authority and the hierarchy of the workplace. This is because in large part, they were brought up with the notion that when finished with High School or College, they would choose a company and remain loyal to said company so that they may retire from said company. The thought of actually leaving a company after so many years never crossed their mind. This all changed over the 10 to 20 years, especially when business taxes get high, the economy tanks, or business begin to fail due to poor leadership or investing.

However, unlike the Baby Boomer generation, Generation Y professionals have a tendency to want a more collaborative work environment. They are interested in sharing their opinions and have their options heard. They want to sit at the same table as the CEO. They want their voices heard and respected. They even want to be involved with strategic planning. Williams (2007) summed up Generation Y as simply wanting opportunity, flexibility, and training. Being a Generation Nexter myself—depending on which date-range one uses—I can agree to some extent with the validity of research. I much prefer to swim upstream instead of going with the flow. I believe my opinion is just as valid as the next persons, regardless of title; I will trade compensation for flexibility. However, I do share some traits of Generation X. For example, unlike Generation Y, I will sacrifice personal time for the betterment of the company. One this is for sure though, I have no respect for the status quo and I question all authority. Title means nothing to me; one has to earn my respect regardless of title, not the other way around. Yes, very Generation Y; a hard-line Generation Y, but still a Generation Y mentality.

Williams (2007) continue on stating that Generation Y professionals expect immediate recognition through title, praise, promotions, and compensation. Furthermore, Generation Y are better educated, more accepting of multiculturalism, and more civic minded than previous generations. Keeping in mind that Generation Y are the children of the Baby Boomers and Generation Xers. Over the next 22 years, 80 million Baby Boomers will retire and Generation Y will dominate the workforce for the next 70 years. Needless to say, managers and executives must begin learning how to deal with the up-and-coming generation and how Generation Y intermingles the other generations remaining in the workforce.

Williams, A. M. (2007). An examination of generation nexters and baby boomers value systems in a service organization. (Doctoral dissertation, University of Phoenix, AZ).

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