How Generation Xers Differ from Their Predecessors

Source: Journal of Accountancy

People born between 1964 and 1975 are considered to be part of Generation X. Their childhoods were marked by two working parents or single parents working long hours. They experienced corporate downsizing, a technology bust, and failures of large supposedly stable companies. It is no wonder they have different work attitudes.

The following is based on a study by Catalyst.

Contrary to conventional thought, Generation Xers are very committed to their jobs and their employers. Compensation and benefits are important to them, but so is the reputation of the employer and, even more so, the opportunity for an upward career path.

Extremely important to Xers are getting supervisor support and performance feedback, long-term development plans, intellectual stimulation, and being acknowledged and nurtured as high-potential performers. They are very interested in flexible work arrangements, but they do not take full advantage of those that are offered. Similarly, while many want the option to work from home, few exercise that option.

Men and women approach their careers similarly, but they have widely differing perceptions of whether men and women are treated equally. A significant percentage of women believe they must outperform men in order to obtain equal compensation, but men do not share that view. Most men believe compensation for men and women is equal, but a minority of women believe that. A majority of women feel their commitment to family responsibilities is a deterrence to advancement, but a minority of men agree.

More women than men report firms fail to provide mentoring programs, client development and management experience, and female role models.

From Journal of Accountancy, September 2005. For the complete article, click on the following link: http://www.aicpa.org/pubs/jofa/aug2005/catalyst.htm