Generational influence on Work and Career Advancement
here are numerous factors that influence how individuals approach their career. The generational category to which one belongs is a significant factor. As the average retirement age increases, so do the number of generational categories that are present in the work force. While not all who belong to one generational category share the same defining characteristics, understanding how the generational categories are determined, the unique contributing factors that influence these generations, as well as how these factors shape their views of work and careers may prove to be advantageous. The differences between each generation within a workplace can be a source of misunderstandings and potentially lead to conflict. When we work to gain understanding of the different generations, these misunderstandings or conflicts can be avoided resulting in a better work environment. Better yet, embracing the strengths of each generation can unlock huge potential within multigenerational teams.
There is no governing authority that determines when one generation begins and ends, or what it will be called. Studies indicate that societal influence on a person’s development begins at about age 12. Additionally, studies show the identity exploration and experiences of a person between the ages of 18 – 25 are quite impactful for the balance of their adult life. It follows then, that the generational categories span approximately 15 years. When World War II came to an end the annual birth rates increased significantly, and the advancements of medicine improved the chances of survival. This bulge in population became known as the Baby Boomers.
When it comes to work schedules, Baby Boomers typically prefer traditional nine-to-five workdays with clearly defined hours, and they often view physical presence in the office as a sign of dedication and productivity.

For career planning, establish training programs for multiple paths of career growth and financial security. These paths include career growth in very detailed and technical job functions, growth in sales and marketing functions, or career growth in management and leadership. Regarding work schedules, Gen Xers prefer flexibility within traditional business hours and appreciate having control over their time, often favoring arrangements that allow them to balance work obligations with family responsibilities.

With a tendency toward decentralized command structures, this generation maintains a greater flexibility in work schedules and is very adaptable to remote work. They strongly prefer flexible working hours and the ability to work remotely, often choosing positions that offer hybrid arrangements or fully remote options, prioritizing results over rigid scheduling.
In terms of work schedules, Gen Z shows a strong preference for non-traditional hours with maximum flexibility, often seeking roles that allow them to work when they feel most productive, whether early morning or late night, and they expect the ability to seamlessly blend their work and personal lives through technology.
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