Modernism and postmodernism in workplace generational differences

Post Modernism Related to the Workplace

Over the last several decades, a shift has been taking place inside the workplace. What has been occurring is that there are different generations in the labor force that are working together side by side. This has led to transformation in the focus and values that each generation embraces the most. In the case of the Baby Boomers and Generation X, these differences are quite clear. To fully understand these contrasting values and ideas requires examining modernism along with post modernism as it relates to the workplace. At which point, we will focus on the workplace generational gap between: the Baby Boomers and Generation X Once this occurs, it will provide the greatest insights as to the overall differences between the two the generations in the labor force and how they are impacting the work environment.

Modernism and Post Modernism as it Relates to the Workplace

The Baby Boomers and Modernism

In the workplace, there are two different viewpoints that are most common among the different demographics of workers. This is based on their underlying perceptions of their role and the impact that they are having. In the case of the Baby Boomers, they are taking more of a modernist viewpoint of this relationship. This is when they are embracing the ideal and insights about what was most common at the time of their upbringing (i.e. The mid-20th century). As, they embraced a number of different values that were present within society at the time in: relation to the employer -- employee relationship. To include: remaining loyal to their employers, working hard, sacrificing themselves for the good of the company and receiving generous compensation packages for this dedication that they were exhibiting. ("Modernism," 2011) (Walton, 2009, pp. 148 -- 152)

The Baby Boomers are embracing the ideals from the previous generations of workers that grew up during and before World War II. In this case, anyone who had a job working for an organization was considered to be lucky. Part of the reason for this, is because of the mindset that was instilled from their parents. As, they have been through the Great Depression when the available supply of workers was high and the number of good jobs was scarce. Once the economy began to boom, during the time that this generation was growing up in: the 1950's and 1960's they saw the full effects of this kind of loyalty. Where, employees who were willing to go the extra mile for their employers were given greater financial rewards. Those individuals' who were willing to sacrifice themselves, saw considerably more benefits in comparison with someone who did not exhibit this kind of loyalty.

A good example of this can be seen with observations from Lund (2011). She found that these factors were the most influential in shaping how the Baby Boomers would view the employer -- employee relationship. As she found that, "Baby Boomers came of age in a work environment where if you stayed with a company a certain length of time, you would be promoted. This was accepted, and even if someone excelled at work there was an understanding of doing one's time. The Boomer Generation shared: a set of ideals, rules formed around them and people followed these practices." (Lund, 2011, pg. 183).

This is significant, because it is showing how the Baby Boomers are embracing the modernist ideals of the 20th century. As they believed; that working for a particular employer would lead to larger rewards down the road. This led to increased amounts of loyalty among this demographic, where they were willing to sacrifice more time with their families to see an improvement in their careers. At the same time, they demanded that they should receive increased monetary compensation and other benefits for going the extra mile for a corporation.

The Workplace Generation Gap between the Baby Boomer and Generation X

A generational gap is defined as a difference in values between two different generations. As, they will embrace: contrasting values, ideas and in their outlook of the world. This is significant, because in the workplace there are clear differences between the Baby Boomers and Generation X The most notable differences can be seen in how each generation will look at the work environment and their role inside the organization. This is because both were born at different times in history. With the Baby Boomers, they are considered to be the Post World War II generation that was born between: 1946 and 1960. In general, this segment of the population accounts for 76 million people. (Kane, 2011) ("Baby Boomer Retirement," 2010) While Generation X are those individuals that are born between: 1965 and 1980. As, this demographic is accounting for: approximately 50 million people. (Walton, 2009, pp. 148 -- 152)

In the case of the Baby Boomers, they are embracing certain characteristics that are will affect these ideas. A few of the most notable include: they are loyal, have a good work ethic, are considered to be cynical, seek out some kind of personal fulfillment from their work, are team players that like to involved in meetings, they appreciate monetary compensation / recognition for their work and they have no balance between their personal / work lives. These different elements are important, because they are showing how Baby Boomers are often focused on certain attributes that will benefit their employer. Yet, they also want to be compensated for their time and will exhibit greater amounts of loyalty to those employers who embrace these different ideals. (Kane, 2011) (Hammill, 2005)

As far as Generation X is concerned, there are a number of different attributes that they are embracing as a part of their work ethic. The most notable include: they are skeptical, self-reliant, prefer to work individually vs. part of a team, they view authority as someone who is working with them, prefer direct communication with immediate feedback from supervisors, are not concerned about the financial rewards and want to have some kind balance with their family lives. These different elements are important, because they are showing how they are focused on maintaining some kind of equilibrium in their personal and work lives. (Kane, 2011) (Hammill, 2005)

When you compare the two generations with one another, it is clear that the Baby Boomers are more focused on: being team players, they are more loyal, will place their work lives above that of their social lives and they want to see some kind of effective monetary compensation for their time. While, Generation X is concerned about having: some kind of balance between work / personal lives, they want to feel as if everyone in work environment is a part of team vs. The traditional boss employee relationship, they like to work individually and value having their personal freedom instead of traditional forms of compensation.

This is significant, because it is illustrating how employers must focus on certain attributes that are most important to each generation of employee. Where, they must teach supervisors to work with them in a way that will respond to these unique needs. This means, how they are approaching each generation of employee will be different in comparison with one another. As a result, this will cause employers to have different forms of: compensation, training and managerial programs that will take these different views into account. Once this occurs, it will help an organization to maximize their productivity by: creating compensation packages and work environments that are addressing each of these different aspects for the different generations they are working with.