Attitudinal Clash

It is all so very different now. Back in their day, Baby Boomers starting out in the workforce generally understood that as long as they were loyal and prepared to work hard, they were all but guaranteed a lifelong career.

Not so the Xers, whose very different expectations were forged in a crucible of insecurity and uncertainty. As an article on the Web site Leadership Advantage by US head-hunter and president of Geri Ramsay & Associates Geri Ramsay points out, Gen X was the first generation to enter the workforce after the first wave of corporate cuts and the first group of "latch-key kids" left to fend for themselves after school.

"These factors have affected this generation's perception of workplace loyalty and have created a group of entrepreneurial, self-reliant individuals who shun their parents' ethic of live to work, choosing instead to work to live," Ramsay points out. "And this is where the trouble begins.

"While I'm sure there has always been some frustration and eye-rolling between generations, the Boomer/Gen X gap seems to present such significant differences as to cause considerable conflict in the workplace. Where the Boomer respects and seeks approval from management, Gen Xers are indifferent to status, respecting those they feel are worthy of that respect. Where the Boomer believes in working hard and playing by the rules, the Gen Xer works smart and seeks opportunity to challenge himself or herself. Where the Boomer will display loyalty in hopes of gaining stability, the Xer will commit as long as the situation is mutually beneficial, understanding that marketability is about staying competitive."

And, she might have added, where the Boomer will, however reluctantly, work all the hours of the day in the name of getting the job done, Generation X and Y think that's just plain nuts. Where the Boomer as a young job starter was happy to do whatever he or she was told without question, the Xers and Yers want to know the values of the business, not to mention its ethics and sustainability.