This term paper explores the similarities and differences in generational values in the workplace, focusing on traditionalists, baby boomers, Generation X, and millennials. It highlights how each generation's experiences shape their values and work ethics, revealing a significant generational gap particularly between traditionalists and millennials. The paper emphasizes the need for organizations to understand these dynamics to effectively manage a diverse workforce and maximize productivity.

1. Term Paper On Generational Values
(Similarities and dissimilarities of different generational values in the workplace)
Submitted By:
Students ID Students Name Batch Signature
3-13-25-076 Milton Kumar Guria 25th
Submitted To
Ms. Nadia Ahmed
Department of Management
University of Dhaka
Date of Submission: December, 3 2016

2. Executive Summary
Making an organization function and successful involves everyone working together.
The older generations of the Traditionalists and the Baby Boomers have experience in
customer service and possess a loyalty to the organization. Both generations have the
desire to make the company a success and to stay employed until retirement. The work
will get done, changes will be initiated but not always fully accepted, and training will
continue.
The younger generations want to be involved with an organization but providing the extra
effort or to go the extra mile is not as evident as in the older generations. A concern for
Xers and Millennials are the benefits. Both generations give their efforts during work
time, but at quitting time they are ready to leave for recreation or for their families. Xers
and Millennials have abilities to produce results with modern technology. This
technology may be foreign to the older generations. Due to the inexperience with
operations of the technical age, Xers and Millennials are placed in the role of teachers to
the Traditionalists and Boomers. If an organization cannot grow with the technical age,
the company will not be as competitive as companies that have the advanced technology.
Xers and Millennials have been raised with cell phones, Internet, e-mail, and Blackberries
which give them knowledge to process information with this technology, but customer
service skills are not present as with the Traditionalists or Boomers. Members of all
generations contribute their own specified skills; team work is needed in order to take the
business into the next century.
Contents
2

3. Introduction
Every generation makes its mark on the world, and every generation is influenced by the
world they grow up in. Generational study is important, helping organizations understand
the various age groups they are working to help. There are obvious similarities and
dissimilarities of different generation’s value in the workplace. Because there is a huge
gap between Traditionalists and Millennials whereas, gap between Traditionalists and
Baby Boomers are less. The same thing is true in the case of Generation X and
Millennials. So, differentiations of generational values are less between the adjacent
generations and more between far generations.
What Are Generations?
Each one of us is a part of a generation, or a group of individuals living at the same
period of time. That time frame, or period of time, is usually considered to be roughly 30
years, primarily because that is enough time for individuals to grow up and have children
of their own, thus starting the next generation. That time frame can be as low as 23 years,
depending on the situation (study.com).
A generation typically shares values and viewpoints of the world, and as a new generation
comes along, those values and viewpoints change. This means that every generation looks
at the world differently. Regardless of the generation you are in, you'll have different
3

4. values shaped by what your generation experiences. Those values, in turn, will shape your
place in the workforce.
About Different Generations
Now it is required to understand what time frames the generations cover and what the
characteristics of each generation are. There are four basic generations that are recognized
and discussed below:
• Traditionalists: Over the years, this generation has become the result of blending
the Greatest Generation (1901 - 1924) and the Silent Generation (1925 - 1945).
Traditionalists experienced things like the tail end of the Great Depression and the
two World Wars. They experienced tough times when younger but began to see
some prosperity toward the end of the period (study.com).
• Baby Boomers: Many of us have heard this term used, and it relates to the
generation born between 1946 and 1964. Baby Boomers are individuals that were
born during a period of increased birth rates following World War II. Their
experiences helped to shape our country; issues such as the sexual revolution, the
Vietnam War, and the emergence and development of civil rights also shaped how
these individuals think and view the world (study.com).
• Generation X: Gen Xers, as they are called, are individuals born from 1965 to
1980. These individuals experienced, in many ways, a very tumultuous time, with
the issues of the day being things such as Watergate, the development of
'latchkey kids' (children who came home from school and did not have a parent
home when they got there due to dual-income families), and the energy crisis.
• Millennials: Millennials, sometimes called Generation Y, were born during the
time frame of 1980 to the year 2000. They saw an explosion in technology but
also saw many issues of the day that most certainly impacted how they view the
world, including issues such as AIDS, school shootings, and terrorist attacks
(study.com).
As we look at these generations, it could be argued they have many things in common
such as war or terrorism or AIDS, but the fact is each of these generations look at the
world very differently than the next due to what they experienced in their formative years
to their young adult years. What each experienced shaped who they are as individuals,
4

5. and in many ways, those experiences are what define the generation gap that is prevalent
between generations.
The Values of Different Generations
Just like different issues or aspects of life shaped each generation's viewpoint of the
world, it also shaped and molded the values of each generation. It is not hard to
understand that if you grew up during world war, you would have a very different set of
values than if you grew up during the digital age and of cellular phones. Those different
values are what make each generation unique. Some of the values that we can identify for
each generation are:
• Traditionalists: Adherence to rules, discipline, family focus, hard work, and trust
in the government
• Baby Boomers: Anti-war, anti-government, equal rights, involvement, and
personal gratification
• Generation X: Balance, diversity, lack of loyalty to an organization, and a global
mindset
• Millennials: Achievement, fun, civic duty, sociability, and self-confidence
So, there might be some similarity between the values of different generations, the main
obvious issue is how different each generation's values are. The variance in values is
another driver of the generation gap. It is challenging for a manager who might be a
Traditionalist (though due to the times they were born, there are not many of those left) to
understand the work ethic of a Gen X'er. The two sets of values are so far apart, it's
almost impossible to find common ground. Thus, the generation gap that we are all so
aware of is always present.
Generational Work Ethic
Just as values are different and viewpoints are different, it is not difficult to understand
that work ethic, based on these values, is different for each generation. This is not to say
one generation's work ethic is better than another's - they are just different. And it is these
differences that become apparent in the workplace.
Baby Boomers: Born between 1946-1964.
5

6. When Baby Boomers were in their teens they were individualistic and idealistic – very
much like Millennials. They felt they could change the world and in many ways they did.
They wanted meaningful work, embraced socially and environmentally conscious
companies and were driven more by their values than by money.
By the time mid-generation Boomers started to have families and unemployment had
risen to 10%. With mounting responsibility and fewer job options they became less
idealistic and more motivated by money, bonuses and prestige.
Today they hold positions of authority and define themselves by the prestige of the
company they work for and their own professional accomplishments.
Employment Expectations
Baby Boomers believe in hierarchy and working your way up the ladder. Experience is
more valuable than a degree. Benefits are the reward for hard work, long hours and
commitment. They value face time in the office and many don’t welcome work flexibility
or other work/life balance trends.
Work Ethic / Loyalty
Boomers are very motivated, hardworking and loyal. They want to trust their employers
and their loyalty means they have not moved companies as quickly as either X-ers or
Millennials. As Boomers approach retirement and feel financially stable many re-embrace
their early values of work/life balance and being socially and environmentally conscious
– although possession that demonstrates success and prestige remain important.
6

7. Generation X. Born between 1965 – 1980
Gen X-ers come from two incomes and / or divorced families and have grown up with
corporate downsizing, massive layoffs and government scandal. With both parents at
work Gen X children were left alone or with their siblings, therefore, they became
independent, self-reliant individuals.
Research shows that X-ers are more comfortable with technology, diversity, travel and
global awareness than Boomers. They are the first generation of Americans to grow up
with cd’s, remote controls, and computers and with friends from other cultures.
Gen X-ers place a premium on family time, are ambitious and hardworking and value
work/life balance.
Employment Expectations
After witnessing the burnout and / or layoff of their hardworking parents, X-ers entered
the workplace as independent, resourceful people who value freedom and responsibility.
They are used to being leading edge – especially with technology. Generation X-ers are
entrepreneurial, ambitious and eager to learn new skills that relate to their careers.
Work Ethic / Loyalty
They seek fun and meaningful work. They value the freedom to set their own hours and
work-from-home options. Gen X-ers often prefer to work alone rather than in teams. A
7

8. hands-off attitude often works best when supervising, mentoring or working with this
generation. Generation X likes Coaching, not lecture, and don’t expect blind loyalty.
Gen X-ers expect change. They thrive on diversity, challenge, responsibility and creative
input. If their current firm doesn’t provide them with these opportunities, they’ll move.
They like regular and specific feedback. Annual performance appraisals are too late –
they need frequent, rapid, specific feedback.
Millennial (Generation Y). Born between 1981-2000.
Millennials have the reputation of having lazy work ethics and being hard to
motivate which isn’t true – they just want interesting work that will make a difference.
They grew up in a culturally diverse school and play environment, having more technical
knowledge, enthusiastic, confident, well networked and achievement-oriented.
Millennials are the best educated generation in history.
Thanks to mobile technology their very attentive “helicopter parents” were rarely out of
reach. Their parents introduced them to almost constant education and well supervised
activities. Their busy schedules and expanded educational opportunities are the root of
their confidence and need for variety and challenge.
Millennials have been told by their parents that they can do anything. They’re often called
the “Everybody Gets a Trophy” generation because their parents’ insisted that their
childhood experiences be positive (everyone wins), and that everyone has a valid opinion
and deserves to be heard.
Employment Expectations
Millennials are not shy and expect their opinions to be heard. They want to know they
have access to an open door to ask questions. Millennials want to know their work
is valuable to the company and / or environment… as well as to them and their career.
They are driven less by money and more by accomplishment… for now at least.
Millennials want to express their creativity and be able to complete tasks using their own
methods. They are learning-oriented and if they’re doing something wrong they want to
know about it now so they can learn from it, but will not dwell on failure (because
everyone wins).
Just like when they were young, Millennials like working in teams and being coached,
need lots of praise and need to be told often they are on the right track and doing a great
job.
8

9. Work Ethic / Loyalty
Millennials need detailed instruction about what you want – but let them determine how
to get there. Make the work relevant and important to them and the company. If you
engage them the right way they will be loyal and work hard. If they’re not satisfied they
will quit now and find that job later – and if that doesn’t work out they can get support
from their helicopter parents.
Millennials are accustomed to new ideas and situations, a constant opportunity to learn
(or more accurately find out).
Praise Millennials often – daily even… and for sure… coach them.
Similarities of different generations value in the workplace:
According to Jeffery G. Harber,
1. Team working: Traditionalists are team players; enjoy working together, and
getting along. Baby Boomers were close to the Traditionalists.
2. Company Loyalty: Both Traditionalists and Boomers are loyal to an organization
and will do what is needed to make the company successful.
3. Communication: Both Traditionalists and Boomers communicate well; they have
the personal skills and the ability to relate to individuals. They enjoy
communicating with people and having conversations that establish trust with
customers.
4. Motivation: Both Traditionalists and Boomers have a style that relates to people
and are able to motivate employees toward the right directions that are in relation
to the goals of the company.
5. Responsibilities: The Traditionalists and Baby Boomers are considered the group
that will work the longer hours and take on extra responsibilities in order to help
the company become successful.
9

10. 6. Dedication: Baby Boomers would provide services to make the company
successful. Traditionalists are generally well organized and have the dedication to
advance the company.
7. Work Ethics: As managers, the Traditionalists and the Boomers have the work
ethic to ensure that the company succeeds.
8. The Traditionalists and Xers were the generations that had the interest in having
the face-to-face contact with the customers
9. Promotion: Traditionalists and Boomers are loyal to the company and will stay
for security of retirement. They are less interested for speed promotion. Xers and
Millennials are interested in being promoted within a short period of employment.
10. Technology: Both Xers and Millennials use the technology to gather and process
information (Kane, 2010).
10.1 Both Xers and Millennials enjoy working with technology and by doing the
technical tasks, take great pride in their accomplishments.
11. Traditionalists and Baby Boomers were the two generations that will protect the
assets of the company.
Dissimilarities of different generations value in the workplace:
1. Technology: Like Xers, Millennials have the ability to use technology but have a
problem in communicating face to face with individuals thus causing a problem in
providing interaction with customers or with other employees (Kane, 2010).
1.1 Xers have an edge in seeing the world from different angles and the ability to
think through situations in order to get to the next level. Millennials assist the
companies with expertise needed to make the company competitive in the
global community.
2. Communication: The Boomers prefer face-to-face meetings and are able to
express their ideas clearly but Millennials prefers the communication in the forms
of e-mail, or texting.
3. Personal skills: Boomers have the personal skills and the ability to relate to
individuals but Millennials do not have the personal skills or the desire to meet
face to face for personal interaction. They like to supply the technical skills to the
workplace.
10

11. 4. Xers and Millennials have abilities to work with companies to make them
successful but they may not have the personal skills that will enable them to be as
effective as the Boomers or the Traditionalists.
5. Responsibilities: Xers and Millennials have pride for their work but they do not
have the dedication to go the extra mile as the Traditionalists or the Boomers
have. X and Y generations will make sure the work is completed but at the end of
the shift, they are ready to return to their social activities.
Conclusion
Generational study and comparisons are important because they provide a smarter context
for understanding one’s work to reach and assist present generations in developing
thriving families and growing faiths. And to do this, one must have a realistic, reliable
research-based picture of how these generations are changing and how they compare and
contrast with one another, regardless of the story those findings might tell.
Members of the different generations work together in today’s workplace, each with
characteristics, skills, and abilities. Employers need to know how to react, interpret, and
manage the differences in order to keep the organization effective and able to provide a
challenging environment for the managers and employees. Information about each
generation is important for any manager or Human Resource Manager in order to
effectively operate and manage certain aspects of the modern workplace. The purpose of
the report was to determine any differences or similarities between the Traditionalists,
Boomers, Xers, and Millennials in the workplace. Differences or similarities can assist
11

12. organizations in providing staffing in order to provide services or products with the intent
of maximizing profits for the organization.
Bibliography
1. Pew Research Center, 2010, p. 11-12. ↩
2. Paul Taylor and Scott Keeter (eds.), Millennials: A Portrait of Generation Next, Pew
Research Center, February 2010, p. 18. ↩
3. Jeffery G. Harber (5-2011), Generations in the Workplace: Similarities and
Differences.
Website
1. http://study.com/academy/lesson/generational-values-in-the-workplace-
differences-and-dominant-values.html
2. https://brucemayhew.wordpress.com/2011/06/27/work-ethics-in-the-workplace-
generation-differences/
12

13. 3. Kane, S. (2010). Generation x. Retrieved from
http://legalcareers.about.com/od/practicetips/a/GenerationX.htm
4. Kane, S. (2010). Generation y. Retrieved from
http://legalcareers.about.com/od/practicetips/a/GenerationY.htm
5. Lancaster, L. C., & Stillman, D. (2002). When generation collides. New York:
Harper Collins
13