Generation X Case Study

1275 Words6 Pages
most watched in the classroom. As people born after men landed on the moon, they intuitively understand that the world is one small ecology and one large, global economy. • Most significantly, members of Generation X understand employment in a very different way than their predecessors. Whereas their Veteran elders expected that career success involved long-standing loyalty to one organization, with a corresponding guaranteed employment for life, Generation Xers expect success from short term employment with less permanent relationships. As young children, Generation Xers watched their parents work extremely long hours and sacrifice leisure time for success at work. This alone has motivated them to desire employment where they can create…show more content…
Facilities had already begun flattening the hierarchical structure, eliminating promotional opportunities for young people. In addition, the large cohort of Baby Boomers remained in the workforce, filling those limited supervisory and managerial positions. A lack of promotional opportunity and growth has contributed to the Generation Xers limited motivation to stay with the same employer. This generation has taken the message of those transitions to heart, accepting that employment is not guaranteed. As a result, they do not see an advantage to being loyal or sacrificing for any one employer. Generation X nurses want to make money and have job satisfaction, but will not sacrifice their personal life for an employer who could let them go at any time. Further, they assume the responsibility to keep themselves…show more content…
However, members of this generation are extremely loyal to their profession and career, but just not to the point of compromising their personal, professional, or family well being (Murray, 1997). As a result, rather than working for a single employer in a traditional relationship, members of this generation increasingly seek more temporary partnerships, such as "free agent" (Manion, 2002), float pool, registry, or travel nurse positions where they have more control over their schedules. Consistent with Generation Xers' belief in their own responsibility for their employability and in the free agent work relationship, they have come to manage their own benefits, continuing education, and career path. • As businesses better understand Generation Xers, and as they mature, they are rapidly becoming a mainstay of organizations. Their resourcefulness, independence, strong peer friendships, technical sophistication, and adaptability to change are increasingly valued. More than that, Generation Xers have a pragmatic focus on outcomes, rather than process (Murray, 1997). As a result, they often can analyze bureaucratic barriers and identify ' innovative processes which produce better and more cost-effective
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