The term generation is nowadays used in a variety of ways. Within a family, we characterise generations mostly by the age-related sequence of descent, that is to say: grandparents, parents, children.
In society, generations are understood as an age-related categorisation of society (e.g. young generation, older generation) to whom certain duties, rights, and roles are attributed or denied. Generations as cohorts of age/births refer to a certain group of people born during the same period (Brünner, Hechl, Simon & Stöckl, 2016).
Depending on the birth period, there are different value-related characteristics of generations, which also have different effects on the working behaviour. These characteristics are the result of historical, social and political situations in which the respective generation grew up (Bartscher, Stöckl & Träger, 2012, 31f.).
Therefore, there are different attitudes and values associated with generations. Hurrelmann and Albrecht (2014) speak of a total of six generations of the post-war period: the „sceptic generation“ (75-90 years), „generation 68“ (60-75 years), „baby boomer“ (45-60 years), „generation X“ (30-45 years), „generation Y“ (15-30 years) and „generation ?“ (0-15 years) (Hurrelmann & Albrecht, 2014, 17). According to Bartscher, Stöckl and Träger (2012), the following four generations are currently relevant to the working world:
| Traditionalists (year of birth: up until 1945) | is a reliable, stable, loyal and industrious generation. Traditionalists show respect for their supervisors and are well-manageable. Although they conform to the system, they have a low willingness to change and are reluctant to conflict (Bartscher, Stöckl & Träger, 2012, 32). |
| Baby Boomer (year of birth: around 1946-1962) | is an ambitious, motivated generation with a willingness to perform. Boomers are assertive, team-oriented, service-oriented and customer-oriented. They are more process-oriented rather than cost- and result-oriented. In addition, they are sensitive to criticism, prejudiced and self-centred (Bartscher, Stöckl & Träger, 2012, 32). |
| Generation X (year of birth: around 1963-1980) | is a self-confident and independent generation. At the same time, this generation is flexible, creative and technically adept. Simultaneously they are lazy, impatient, sceptical and cynical while being little assertive (Bartscher, Stöckl & Träger, 2012, 32). The financial support of parents gives this generation a pleasant life, which makes it not necesarrily see the need to pursue a long-term job (Hurrelmann & Albrecht, 2014, 17). Although they provide the professional services that are necessary to get the job done and achieve the company’s goal, they expect appropriate recognition and reward in return (Mangelsdorf, 2015, 22). |
| Generation Y (year of birth: from about 1981) | is an optimistic, persistent and competitive generation. It is a generation that is multi-tasking, realistic and striving for meaning. At the same time, this generation is disloyal, low in drive and in need of guidance and structure (Bartscher, Stöckl & Träger, 2012, 32). From the outside, this generation could be considered impatient and unprofessional. Furthermore, it has difficulties with conflict solutions as well as failure in the world of work (Mangelsdorf, 2015, 64). |
In the future, this list can be extended with an additional generation, namely the generation Z (year of birth: as of 1995-2000), even if this generation is currently still developing. Basically, Generation Z is a generously well-cared-for generation. This makes it a generation that also believes that the current living situation is a standard condition. The political and economic crises as well as the steadily advancing technological progress take influence on the development of the Z-generation. It is therefore a networking-generation, but at the same time demanding and self-centred. This generation considers family, health and a fulfilling professional life as important (Mangelsdorf, 2015, 20f.).