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Generation gaps among baby boomers, Generation X and Generation Y in the work place are attributed to technological divides and differences in opinions. These factors could lead to workplace misunderstandings, employee turnover and communication difficulties. Details on managing such workplace gaps are discussed.

EXECUTIVE SUMMARY Two-thirds of the nurse workforce are now over the age of 40, and between 40 percent and 60 percent of these nurses are expected to retire within the [...]

The psyche of lawyers who are members of the post-baby boom generation is discussed, and they tend to be entrepreneurial and opportunistic and often leave a law firm before the investment on their training has been realized. Anecdotes regarding several young lawyers are given.

Those born between 1977 and 1997 have been labeled the 'Internet Generation' or the 'Net Generation', and are examined in the context of the revolutionary traits they bring to the workplace.

Contrary to the expectations of some labor market analysts, young adults born during the "baby bust" have thus far been less successful, in terms of earnings and other labor market [...]

Chemical companies are slowly changing the way they operate as the post-baby boom generation of chemists and chemical engineers infiltrate management positions. Otherwise known as Generation Xers, they are more at ease with computers technology, willing to speak up for what they believe in and open to taking career risks and switching jobs. In addition, they want to balance their careers with personal pursuits without sacrificing their work.

It's often said that kids today aren't what they used to be. But is this new generation of teenagers and 20-plus adults really so different than previous generations? If so, [...]

Credit unions must strive hard to retain generation X employees by motivating them through reinforcement. The key is to recognize the basic attitudinal and behavioral differences between generation Xers and baby boomers and offer monetary and intrinsic rewards to the former group. Some of the effective reinforcement strategies for retaining generation X employees involve reevaluating the workplace and adjusting it according to the unique needs of this segment, creating a sense of community in the workplace and reexamining the credit union's compensation systems., After weeks of searching, interviewing, courting, begging, and pleading, you got them to say yes. Now the real work starts. If they actually show up, you have to train them, [...]

With enthusiasm and little trepidation, 25- to 35-year-olds are starting companies--sometimes with great success. Staci Munic Mintz and her brother, Kenny Munic, were thinking of opening a restaurant three years [...]

Byline: The AD Staff PHILADELPHIA DAILY NEWS REPORTER MYUNG Oak Kim knew the rules of engagement. Not once, but twice, she tested them. The first time was after the August […]

Recently I was at a press conference, where the keynote speaker spat 'Generation X' and 'slackers,' in the same breath. He was describing the shortage of workers in his industry. [...]

What Sets the Gen X Employee Apart from the Rest? JODI LUNCHES ON HAMBURGERS AND FRIES OR A FRENCH DIP SANDWICH, dresses in GAP clothes, listens to rock, and says, […]

The evolving demographics of the working world are putting pressure on young and old presenters alike, but in very different ways. "Business as usual" isn't anymore. A booming economy and […]

When Patricia Pope graduated from high school, she didn't think twice about what she wanted to do with her life. Like several of her sisters, she went to work for [...]

Some complain that Generation X doesn't seem to buy into company loyalty. If there's blame for that attitude, it must go deeper than a single generation. It starts with those [...]

Today's diverse work force, reflecting a new balance of gender, age and ethnic groups, requires employers to customize work-life benefits in addressing the needs of their specific demographic mix. That [...]

This cross-sectional study reports the work-related differences and similarities of 241 Generation X and Baby Boomer employees in the public sector. A more homogeneous pattern of what employees want across [...]

Maybe what all employees want. And they expect to get it. At the winter banquet of the Ohio State University Information Systems Association March 1, recruiters hunted Information Technology employees. [...]

The apple doesn't fall anywhere near the tree anymore. Note to baby boomer-age managers responsible for hiring Generation-X CPAs: This is not your father's workforce. Or yours, for that matter. [...]

They're ready for management roles - but are you ready for them? They're been derided as slackers, disloyal and lazy, but guess what? Increasingly, management jobs are going to those [...]

Who says the generation gap is as wide as the Grand Canyon? A cross-section study of people at work reveals as many similarities as differences between the generations, according to [...]

Playful. Materialistic. Self-reliant. High energy. Bored easily. Short attention span. No long term affiliation. Zilch with corporate loyalty. Impatient. Want all the perks without paying the dues. Sound familiar? Heard [...]

On Thursday, June 10 Steve Moroski, nationally known speaker and president/CEO of Vanstar Corporation, will show Triangle business people the benefits of 'Meeting Generation X'. In this energy packed session, [...]

The problem of uneven workloads and fewer productive workers is plaguing the tight job market and has allowed non-productive workers to stay on in their jobs. Baby boomers who are skilled and more productive are saddled with more work and more responsibility than Gen-Xers who are determined to work fewer number of hours and avoid after-hours functions. Job orders reflect this trend by increasing requests for employees aged 40 years old and above due to a preference for dependable rather than the technically state-of-the-art workers.

A focus group of generation Xers offer insights to help human resource managers develop the best benefit package for attracting these group of employees. Aside from compensation, one key consideration of Xers in choosing jobs is time, specifically, time off or leave credits. Health insurance and retirement plans are also added inducement for Xers to consider a company. They also place importance on their personal development so technical training and mentoring programs are most welcome. Finally, one thing most Xers avoid are jobs which entail much socializing.

When it comes to career management, new research shows that Baby Boomers are using social networks, while Generation X workers favor job security and are frustrated in their job searches. [...]