There are many different types of students who each learn best in their own way. Throughout the decades of each generation, however, there have been certain preferences for how and what is taught. Looking back on certain generations, these preferences have uncovered core values of the members of each group. These values often differ from generation to generation, but sometimes they coincide and simply differ in the application. One example of two groups that have divergent values is Generation X, people in their late thirties to early fifties, and Millennials, people in their early twenties or thirties. While Generation X values independence in education and Millennials value collaboration and individuality in education, both value work …show more content…
Both generations have a strong belief in the idea of working smarter, not harder, with the end product in mind. The difference comes in the way each generation implements this value in the classroom. Generation Xers prefer to individually work to learn new skills and tactics to complete their work. They are productive and determined workers who are keen on time management when accomplishing goals. Generation X is good at being flexible when solving problems; they are not scared to try something new. On the other hand, Millennials work together to get the job done with all the latest technology available. They are tenacious students who do well when multitasking technology-based work in the classroom. With technology and a fast-paced society being apart of their learning experience their entire life, multitasking is a necessity that Millennials developed early on. This skill gives Millennials the ability to demonstrate their hardworking and goal-oriented values in a different way than Generation X shows these values. This educational value of Generation X and Millennials has impacted our society today. many people in society and the workforce develop new skills and rely heavily on technology to get their work done. People constantly receiving instant results and answers through technology is how society functions
Most millennials are hard workers and also smart, being the generation of technology we utilize what we have because it has works for us in multiple occasions. We also are the only generation that is better at switching from task to task, it’s not hard for us to move forward because of our great work ethics, and our ability to work with new and advanced technology. The type of experience that the Y generation has will affects how our lives will continue to be in the near future.
James Scurlock strongly emphasizes this problem throughout the whole documentary. Students, ranging in ages from 18-22 primarily, are young, and naive. They are out from under their parent’s rule and free to make decisions on their own. This means that many are going to take certain steps necessar...
On average, the typical millennial needs constant feedback on everything they do, and want to share their entire lives on social media. They want everyone to see their accomplishments. This differs from some of the older generations that may value their privacy and do not want to have their entire lives placed on the Internet. According to the “Millennial General Research Review,” Millennials are considered more accepting of other races and cultures compared to the previous generations. The Millennial generation puts more emphasis on trying to be culturally and racially accepting towards everyone. In addition, they are able to multitask better then any of the other generations, changing from task to task at an extremely accelerated rate and receiving their current information from technology like the internet and television as compared to other forms that were previously popular (“Millennial General Research Review”). Overall, Millennials have many defining characteristics that have helped shape them to who they
Microgeneration’s are already rising and horrifying the group right before them, an example needs to be set to show them that it is possible to work through the generational differences (Stein). People have power in numbers and currently the separation between age and features of generations are preventing them from being one workforce, working together to achieve a common goal—the wellbeing of an entire society. All groups can make an effort to close the gap by being more accepting and open minded to change. As Millennials run into setbacks in their advanced methods, previous generations can help and explain the foundational way of operation. While previous generations fall behind in technological advancements, Millennials can share their expertise on technology. Every generation has its flaws and together the holes can be filled, simply with a little optimism and collaborative work. The key to closing this gap is education – knowledge of the past and present. Programs such like Pollak’s initiative to work with companies and help train directors how to manage and market to the Millennial generation of young adults will contribute to a better understanding on how to handle workplace confrontations (qtd. in Dowdy). Lastly, Millennials too have some contributions they can make to close the gap. As understanding as they are, they
To be considered a millennial, an individual has to be born within the years 1982-1999. I’m considered a millennial myself (1997). With the advancement of technology, Generation Y has the upper hand automatically on any prior generation. Generation Y also has an advantage because of the way they insist on getting what they want. Instead of Generation Y adapting to the work environment, the workplace will have to change in order to retain young talent. The workplace will have to adapt because according to Matchar, the American workforce will be 75 percent Generation Y workers by
In Catherine Rampell’s article, “A Generation of Slackers? Not So Much,” the idea of the younger generation, known as Generation Y or Millennials thought of as lackadaisical and indolent by older generations has been quashed by Rampell’s explanations of the differing behaviors and ideas held by these two generations, causing a misunderstanding and misinterpretation of productivity. The era of computers has especially been a major cause of such a rift, specifically the dependence on technology of which has contributed to the growth of synergistic and collaborative dispositions amongst the younger generations- behaviors once thought of as ineffectual in the workplace.
However with these differences, there are also similarities between the generations. There is a reason that these different generations with dissimilar perspectives are within the same organization. All generations in the workforce value rewards. They look for the same job features, which are a job that is stimulating, where there are opportunities for growth, and additionally where the salary and management of the association is respectable. It is a known notion across generations that technology is needed to increase efficiency, effectiveness and productivity, however the biggest difference is in the application (Srinivasan, 2012). The best way to have all means met by the diverse generational workforce is by implicating a high-performance work system where the organization has the best possible fit between their social system (people...
During Generation Xers formative years, “investigations called into question many major organizations including the U.S. presidency, military, organized religion, and corporations” (Fore, 2013). As a result, this generation generally had little confidence in institutions and instead placed more faith in themselves. At home, Generation Xers became “‘latchkey children’”, who came home from school without a parent or adult supervision, and their mothers now worked outside the home. They were responsible for themselves, and often became dependent on video games and television sets, which resulted in them being characterized as “independent and resourceful” (Fore, 2013). At work, Generation Xers relied on themselves and their peers to accomplish goals, and did not put much hope in companies or organizations. Unlike Veterans, Generation Xers disliked traditional hierarchy, challenged authority, and expected their leaders to demonstrate competence and fairness, as well as embrace a participative and diverse workplace (Fore, 2013). Similar to the Millennial generation, Generation Xers placed a stronger focus on their personal lives much more than the generations before them. “They were likely to stay with one company throughout their career as long as it did not interfere with their private lives” (Gilley & Waddell, 2015). This lack of organizational loyalty is often attributed to
Based on pewreserch.org there are many disadvantages when it comes to technology improvement especially in social media. Research found that Generation X had a level of work ethic decrease compare to Generation Boomer or Silent. Also the personal value such as morals also decrease from 14% respectful to 5% respectful that almost double.
Baby boomers and Millennials, are they oil & water or two peas in a pod? There have been large shifts in society and culture between when the baby boomers were born (1946-1964) and when the millennials were born (1981-1996). There are many factors that have influenced and molded each of these two generations such as technology, trends, debt and economy. Who exactly are millennials and baby boomers? What I know emphatically is that they both have strong opinions of one another. The Baby Boomers were promised the American Dream; they worked hard and are perceived as greedy and ambitious. Baby Boomers are “Perhaps the most influential generation in history, this “flower power” generation is known for their pivotal roles in the civil rights
I am 19 years old and I am part of the “millennial” generation. This generation has basically grown up with the Internet and social media, which completely changes the way we interact with people as well as how we study. Being a college student in this era is probably easier than when my parents were in college because of the technology that is readily available. There is a lot of conflict and bias between our grandparents’ generation and our generation because of the way our society has dramatically changed. The way I see it, the baby boomer generation worked harder and the millennial generation works smarter. They are both equally admirable ways of doing things, but it causes a disconnect between the
Generation X workers resent the labels that have been used to describe them: slackers, arrogant, disloyal, having short attention spans. In fact, these descriptions are less likely to reflect the behaviors of individuals in Generation X than the perceptions of managers who are not attuned to new ways of learning. This Digest investigates ways in which the learning characteristics of the young adults classified as Generation X reflect the need for the new teaching and learning strategies promoted by cognitive scientists, such as learning in context, cooperative learning, and real-world application of knowledge.
Generation X refers to the population cohort following the Baby Boomers. Sources differ as to the exact years during which this cohort was born. Coupland (1991) suggests 1960 to 1970; Bradford and Raines (1992) propose 1965 to 1975; and Howe and Strauss (1993) suggest 1961 to 1981. Whatever the birth years, it is their common life experiences that give this cohort an identity. Individuals born in Generation X are reputedly more global, technologically oriented, and culturally diverse than the generations before them. Coming of age when the linear career path no longer exists, where average income is falling, and where continuous change is the norm, does this generation have different values, work ethics, and attitudes toward work and career development? As the myths and realities of this question are explored, it is important to remember that the characteristics, habits, and traits attributed to individuals in this cohort are mere generalizations, presented to afford a better understanding of the generation called Generation X.
Generation Y- also “called Millennials” refers to people born approximately between the 1980’s -2000. The striking behavior patterns we see among them are one being “group oriented”. They are more comfortable acting in groups. Facebook is just one of many examples, which being an integral part of their life. Typically they have also been more subjected to group activities since childhood, often parents or teachers engaging them in-group activities. Parents, and the current teaching system are responsible for their obsession with group activities. I’ll not say that working in groups is bad, but when the person is given a individual task he/she will find it difficult to work on it. The problem with group activities is that, group activities consist of everyone’s effort. Everyone is good at something so, its obvious that group projects are always good. I would like to quote an example here from my own life. I was working on a group project with my friends, we had to make a presentation on my school’s history. I was good in making a good presentation, but I, to be honest am not good at coll...
As we know the world is moving fast and the technology too. Therefore, millennials had been forced to live a fast base live that changed them into an intelligent human being. The ability to multitask is a very important this days and millennials proved that they can do multiple jobs as ones. This ability made millennials very likable to have a job because they are more productive and smartly better than Gen X or Baby Boomers. Also, millennials work in teams that improve their skills and get them closer to achieve their goals. On the other hand, asking for help is considered laziness or weakness in gen x or baby boomers prospective. Moreover, Gen X and Baby Boomers think that millennials are lazy and