Generational Influences on Learning

Generational Influences on Learning

Myra R. Nickles

Webster University

Generational Influences on Learning

Overview/Summary of Article written by Sandra Gibson: E N H A N C I N G: Intergenerational Communication in the Classroom: Recommendations for Successful Teacher-Student Relationships and article written by Lynn Lancaster and David Stillman: From World War I to the World Wide Web: traditionalists, baby boomers, generation Xers and Millennials at work.

The article written by Lynn Lancaster and David Stillman: "From World War I to the World Wide Web: traditionalists, baby boomers, generation Xers and millennials at work" is an excerpt from a book written by Lancaster and Stillman entitled , "When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work." This article discusses four separate distinct generations that make up the modern day workforce. The Traditionalists or individuals born between 1900 and 1945 make up approximately seventy-five million people. The largest population ever born in this country, the Baby Boomers, born between 1946-1964, total approximately eighty million. The smallest numbered group of approximately forty-six million, the Generation Xers, were born between 1965-1980, and the Millennials, born between 1981-1999, make up of approximately seventy-six million. Lancaster and Stillman, (2003).

Sandra Gibson in her article, "E N H A N C I N G: Intergenerational Communication in the Classroom: Recommendations for Successful Teacher-Student Relationships", discusses how the generations differ. Traditionalists, many of which have made up the labor pool for thirty years or more are often described as loyal, ethical, and hardworking, placing high value on formality, respect for authority and security of past successes. Gibson (2009). Baby Boomer are known to crave recognition, value respect, and see education as a birthright. They tend to fight for their beliefs, i.e women's liberation, civil rights and the Vietnam War. Lancaster & Stillman (2003), Gibson (2009). Children of the Baby Boomers, known as Generation Xers were raised in an environment of high divorce rates, single parent homes, the first Gulf War and the Challenger disaster. Many of their formative years were spent learning through technological innovations, such as video games, and they put down the pen and paper and turned to computers for their schoolwork. Gibson (2009). Gibson refers to Kersten, who iterates that Generation Xers tend to be skeptical, independent workers who place high value on a balance between their work and their social life. Job hopping is not an issue, and Generation Xers would rather enjoy their time off rather than earning extra pay. They are multi-taskers, and are motivated to getting the job done, value efficiency and directness, and expect immediate responses. Gibson (2009). Millennials were raised by older Baby Boomers and younger Generation Xers. They tend to be highly collaborative and optimistic, and technologically savvy. Millennials tend to appreciate a balance between personal and professional life. They are team players, accept authority, and are very comfortable with a culturally diverse world. Millennials need to be heard and are critical thinkers. (Gibson (2009), Kersten 2002).

According to Lancaster and Stillman, referring to BridgeWorks Generations Survey, the majority of Baby Boomers never plan to retire, and the majority of the Traditionalists view retirement as a well-deserved and earned reward that they long look forward to. These groups have very different approaches to achieving the same goal. Employers sometimes overlook the fact that each generation is different because they assume that since we all have the same experiences in life such as birth, school, marriage, family, growth, that we would all perform the same, but due to the changing of times and society they neglect to look at the generation differences.

Lancaster and Stillman state these groups are only guidelines and an individual's birth date doesn't make him a part of a particular group. Experiences, conditions, and events of an individual's formative years result in generational personality. In essence, we are a product of our environment. Attitudes, values, and work styles that the generations bring with them to work create the generation gaps that small organizations as well as the large organizations across all industries struggle to overcome. Lancaster and Stillman, (2003).

Gibson offers strategy suggestions for how faculty might teach and motivate members of each generation. Traditionalists prefer using formal titles instead of first names, scheduled structured meetings, placing things in chronological order, and being told that their experience is appreciated. Baby Boomers appreciate the recognition of their accomplishments be it by bonus, pay or promotion. They want to build rapport with their collegues, give respect and expect respect in return. In motivating Baby Boomer's you should communicate that they are valued and needed, include them in meeting, and discuss career advancement. Generation Xers do not appreciate unnecessary meetings, and would be more receptive to IM, chats or email. When addressing a Generation Xer, get to the point and give clear, direct explanation for changes being implemented. However, promote independence by giving them a chance to do something their own way. According to Gibson, what motivates Millennials is allowing them to have a voice in the plan, ask questions, and a work/life balance. They are team players. Millennials should be allowed to have creative alternatives with clear expectations, defined roles, and respect.

According to Gibson there are two primary areas to focus on learning for the present and the future. The first is building skills for the technology-driven to help them solve problems and develop critical thinking skills in a web-based modality. We are leaving the Information Age and entering the Interaction Age due to more responsibility and opportunity for online communication. The second area of focus would be on expanding on technology skills among management (faculty). Traditionalist would not have the same computer expertise as a Generation Xer or Millennial. However, due to technological advancement and learning-material presentation, the Generation Xers would expect and almost demand that the instructor have basic computer knowledge at best, and in order to maintain a motivational stride, the technological skills would need to be developed. Gibson (2009).

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