Generational Differences Within the Lenexa Fire Department: Perception Vs
Running head: GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 1
Generational differences within the Lenexa Fire Department: Perception vs. Reality
Lynn Wedel
Lenexa Fire Department, Lenexa, KS
GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 2
Certification Statement
I hereby certify that this paper constitutes my own product, that where the language of others is set forth, quotation marks so indicate, and that appropriate credit is given where I have used the language, ideas, expressions, or writings of another.
Signed: ______GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 3
Abstract
The problem was that company officers within the Lenexa Fire Department (LFD) were
struggling to understand members of their companies when a significant age gap was present,
possibly due to generational differences, resulting in some frustrations and occasional
inefficiencies within the work groups. The purpose of this research project was to identify
whether significant generational differences existed within the LFD or whether it was largely an
issue of incorrect perception. A descriptive research approach to include a literature review and questionnaire (with three additional ‘perception’ variations) were utilized to answer the following questions; what was the current overall generational make-up of the LFD?; what were the personal preferences of LFD members in areas related to some of the more commonly accepted differences in the generations?; what were the LFD members perceptions of preferences in regards to other generations? The results indicated that there was very little difference in regard to the preferences of the different generations within the LFD but there was substantial difference in the perceptions of other generations in comparison to baselines. Thus indicating the problem to be more of a perception issue than one of reality. These results varied with those found in the literature review. Recommendations included informal company discussions, formal officer training and consideration of generational make-up in the composition of committees and special project teams.
GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 4
Table of Contents
Certification Statement ...... 2
Abstract ...... 3
List of Tables ...... 5
Background and Significance ...... 7
Literature Review...... 9
Procedures ...... 15
Results ...... 18
Research Question #1 ...... 18
Research Question #2 ...... 20
Research Question #3 ...... 35
Discussion ...... 43
Recommendations ...... 47
References ...... 50
Appendix ...... 52
GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 5
List of Tables
Table 1: LFD Personnel Distribution by Generation and Rank………...………………………19
Table 2: Summary Results for Generational Questionnaire ...………………………………….32
Table 3: Summary Results for Generation Boomer Perception Questionnaire…………………36
Table 4: Summary Results for Generation X Perception Questionnaire………………………..38
Table 5: Summary Results for Generation Y Perception Questionnaire………………………..40 GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 6
Generational differences within the Lenexa Fire Department: Perception vs. Reality
A unique dynamic has emerged in today’s workforce. Several factors have come about at the same time creating a situation where there is an increasing age gap between workers just beginning their careers and those retiring. Two of the most significant factors for this phenomenon are an increase in life expectancy (Murphy, Xu, & Kochanek, 2013) and an increase in retirement age, due in part to financial considerations such as changes to Social
Security, pensions and health insurance (Munnell, 2011). This increasing age gap has created an even more challenging environment regarding employee relationships, as it is commonly accepted that different generations of individuals view things differently. Thus, it is more important than ever for organizations to recognize and understand these dynamics to minimize the overall impact on organizational efficiency and quality of service.
The problem is that company officers within the Lenexa Fire Department are struggling to understand members of their companies when a significant age gap is present, possibly due to generational differences, resulting in some frustrations and occasional inefficiencies within the work groups.
The purpose of this research project is to identify whether significant generational differences exist within the personnel of the Lenexa Fire Department or whether it is largely an issue of incorrect perceptions.
A descriptive research approach to include a literature review and questionnaire (with three additional ‘perception’ variations) will be used to answer the following questions:
1. What is the current overall generational make-up of the Lenexa Fire Department?
2. What are the personal preferences of Lenexa Fire Department members in areas
related to some of the more commonly accepted differences in the generations? GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 7
3. What are the Lenexa Fire Department member’s perceptions of preferences in regards
to other generations?
Background and Significance
The Lenexa Fire Department (LFD) is a career fire service organization with 85 full time employees. The department provides emergency services and fire protection for the City of
Lenexa, a southwestern suburb of the Kansas City Metropolitan area. The City of Lenexa has a population of approximately 50,000 and a landmass of approximately 35 square miles. The LFD operates out of 5 strategically located stations, with a minimum daily staffing of 20 operational personnel on 8 emergency response units: 5 heavy fire apparatus, 2 medical squads and one shift commander.
The LFD has been an accredited agency through the Commission on Fire Accreditation since 2002. As such, the LFD has adopted and exemplifies the business model of ‘continuous improvement’. One activity the LFD has implemented to improve organizational leadership is the officer forum. These forums are held every quarter and are attended by all officers of the rank of Captain (company officers) and above. The forums are typically divided into three sections: a review and discussion of assigned reading material (typically books related to business philosophy), a discussion with the Fire Chief related to emerging issues within the City and department, and an educational section designed around the most relevant current topics within the department.
The officer forum educational topics are identified in an annual brainstorming session of the company officers, typically conducted as a part of the fourth quarter forum. During the 2013 brainstorming session there were many topics suggested but the vast majority of discussion GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 8 centered around two topics, easily identifying them as the highest priority items. One of these topics was training, strategy and tactics for the department’s newest aerial apparatus. This was logical as the apparatus was the department’s first ever tiller truck and few members had ever been exposed to this type of apparatus. The other topic was the issue that prompted this research project, the concept of generational differences. This topic was initially submitted by one of the older company officer’s that advised he was having significant difficulties in understanding the newer, younger members of his company. After several other officers of the same generation voiced agreement, a couple of younger officers advised it was the older members of their company’s that they had trouble understanding. This prompted significant discussion among the group and it was quickly noted that differing perceptions were consistent with the different generations represented with this group of officers. Thus, the issue was clearly focused as one related to generational differences and it was solidly placed as the second highest educational priority.
Several key factors were identified in this meeting related to the issue of generational differences. These factors covered both personal and professional preferences of the various generational groups, such as: communication style, lifestyle choices, importance of a career, commitment to the organization, technology knowledge and dependence, motivating factors, and managerial and leadership preferences. The general consensus among the group was that combinations of these factors were not only causing some frustration in regards to supervision within their work groups, but was also creating occasional inefficiencies.
In order for the Lenexa Fire Department to continue down the path of continuous improvement, it must maintain a healthy organizational environment. This environment begins in the individual work groups (company’s) and is predicated by healthy relationships among the GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 9 various members and the necessary knowledge for proper management and leadership. Without this, inefficiencies remain and the quality of the organization suffers. If not addressed in a timely fashion, this could eventually lead to a decrease in service quality, an unacceptable outcome for the organization and community. In addition, any time work groups involved in emergency service are functioning with inefficiencies, especially related to relationships and communication, the aspect of firefighter safety must be considered.
This research project is linked to the National Fire Academy’s Executive Development course in that it is designed to enhance the development of teams and to enhance the knowledge of supervisors to improve their leadership abilities. It is also linked to the course as this issue can be framed in general terms as an adaptive challenge.
Likewise, this research project is aligned with the United States Fire Administration’s
(USFA) Goals and Objectives as outlined in the USFA Strategic Plan 2010-2014. It applies directly to Goal 3: Improve the fire and emergency services’ capability for response to and recovery from all hazards, as it will attempt to ‘advocate a culture of health, fitness, and behavior that enhances emergency responder safety and survival’, and Goal 4: Improve the fire and emergency services’ professional status, as it will attempt to ‘enhance the professionalism of the
Nation’s fire and emergency services leaders’.
Literature Review
The concept of generational differences has existed for hundreds of years. After all, how many parents have not made the observation of how different their children act and think than they do. Oftentimes, people assume the issue of generational differences is actually about life experience and maturity as individual’s age. This is only partly right. There are many different definitions for the term generation. These definitions generally contain at least two important GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 10
factors in their make-up, similar age and similar life experiences. A couple of definition
examples are as follows: “a group of individuals born and living contemporaneously who have
common knowledge and experiences that affect their thoughts, attitudes, values, beliefs and
behaviors” (Johnson & Johnson, 2010, p. 6) and “a cohort-group whose length approximates the span of a phase of life and whose boundaries are fixed by peer personality” (Strauss & Howe,
1991, p. 60). To better illustrate their definition, Strauss and Howe (1991) use the analogy of a railroad. In this analogy, the track is the lifespan of an individual with the first station being the origin, the last station being the destination and multiple phase-of-life stations along the way. As individuals are born, they load onto the train. Once full, the train proceeds down the track and the passengers are exposed to the same events at the same times. The exposure to these same experiences creates a peer personality. Once this train is on the track, a new train is parked at the origin station and begins to fill with the next group of passengers. Once again when this train is full, it too will proceed down the track and provide its passengers with similar experiences as well. However, these experiences will likely be much different than those experienced by the passengers on the first train. Even though there will be multiple trains on the same track at the same time, and may be exposed to similar events, these events will impact each train of passengers differently because of their different locations on the track (Strauss & Howe, 1991).
The majority of workers in today’s workforce can be classified into four generations.
These generations are called by various names depending on the author or researcher. Some examples are: Veterans, Baby Boomers, X’ers and Nexters (Zemke, Raines, & Filipczak, 2000) and Traditionalists, Baby Boomers, X’ers and Millenials (Lancaster & Stillman, 2002). The boundaries for the dates of birth defining these different generations vary as well but are generally within a range of about 4 years. For the purpose of this study, the following generation GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 11
titles and dates will be used: Traditionalists (1900-1945), Boomers (1946-1964), X’ers (1965-
1980), Y’ers (1980-1995) and Linksters (1996-present).
In addition to the specific generational groups listed above, those individuals whom are
born near the generational divides are known as cuspers. These individuals are unique in that they share many experiences with two different generations. Oftentimes, they share many of the values of the more senior generation but are quicker to adapt to new technologies and business trends brought to the workforce by the younger generation. The understanding and dual experiences of the cuspers make them naturals at things like mediating, translating and mentoring. These skills and the understanding of the mindset of two different generations position these individuals well for management positions (Lancaster & Stillman, 2002).
Since the majority of fire service personnel throughout the nation and all of those currently employed by the Lenexa Fire Department (LFD) fall within 3 of these generational groups (Boomers, X’ers, and Y’ers), the following sections of this literature review will focus on these three groups.
Generation Boomer currently makes up approximately 39% of the U.S. workforce
(Bureau of Labor Statistics, 2012). Some of the most significant events that shaped the individuals in this generation were the Cuban Missile Crisis, the assassinations of John and
Robert Kennedy and Martin Luther King, Jr., the passage of the Civil Rights Act, the Vietnam war, the first man walk on the moon, Woodstock, Watergate and the hostages taken in Iran.
These events created an atmosphere that caused this generation to begin questioning authority and losing faith in the government. They also began to focus on decreasing racial and gender discrimination. The Boomer generation experienced the proliferation of the television and many GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 12
world views began to be shaped by what was seen and heard through this mass media device
(Johnson & Johnson, 2010).
The Boomer’s exhibit a core set of values to include optimism, team orientation, a strong work ethic, personal gratification and involvement. They tend to be service oriented and driven but also judgmental, self-centered and lacking in technological expertise. Although this
generation has been known as workaholics, this may no longer be the case. Some research has
identified that Boomer’s of today are trying hard to simplify their lives and reduce the stress they
have been accustomed to for most of their careers (Zemke et al., 2000).
Generation X currently makes up approximately 32% of the U.S. workforce (Bureau of
Labor Statistics, 2012). Some of the most significant events that shaped the individuals in this generation were the Jonestown mass suicides, the Challenger disaster, Black Monday stock market crash, Rodney King beating and the fall of the Berlin Wall. This was also a time of increasing divorce rates and two parent working families. Many Generation X’ers returned home from school to an empty house, thus spawning the name ‘latch-key kids’. This generation was forced to become independent in nature and is still known for that today. In addition, because of the stock market crash of ‘87 and the recession of the early ‘90’s, many of the
Generation X’ers witnessed their parents being laid off from jobs they had devoted much of their lives to. This created an innate distrust and/or skepticism toward employers (Johnson &
Johnson, 2010). Several major technological advances also contributed heavily to shaping this generation. These included the advances and proliferation of the personal computer, increase in mass media such as cable television, video games, microwaves and the introduction of the first cell phones (Lancaster & Stillman, 2002). GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 13
The Generation X’ers exhibit a core set of values to include self-reliance, diversity, work/home balance, skepticism and technological literacy. They tend to be adaptable and creative while also being cynical and possessing poor people skills (Zemke et al., 2000). And although this generation is seen as extremely self-absorbed and whiny by the other generations,
Twenge (2006) would argue that this “focus on the needs of the individual is not necessarily self- absorbed or isolationist; instead it’s a way of moving through the world beholden to few social rules and with the unshakable belief that you’re important.”
Generation Y makes up approximately 21% of the U.S. workforce (Bureau of Labor
Statistics, 2012). Some of the most significant events that shaped the members of this generation were the Persian Gulf War, the Waco massacre, Tonya Harding/Nancy Kerrigan case, the
Oklahoma City bombing, Clinton/Lewinsky and the ensuing impeachment trial and the
Columbine High School massacre. Generation Y grew up in a vastly different parental structure than did the X’ers before them. The Y’ers parents were heavily involved in all phases of their children’s lives and often became referred to as ‘helicopter parents’ because of their tendency to hover over their children’s every move. Schools began to move away from issuing individual grades and instead, focusing on pass/fail criteria and sports teams adopted the mentality of everybody plays, everybody goes home with a trophy. Technology continued to advance and this generation grew up viewing the computer as a normal household appliance. The Internet was considered the primary source for information about everything and social networking provided a means to constantly stay in touch with friends, as well as an avenue to connect with individuals throughout the world (Johnson & Johnson, 2010).
The Generation Y’ers exhibit a core set of values to include optimism, civic duty, sociability, morality and diversity. They possess multi-tasking capabilities and significant GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 14
technological savvy but have a need for structure and supervision (Zemke et al., 2000). In addition to the need for structure and supervision, Y’ers tend to need frequent input and feedback on their performance in order to stay motivated (Brophy, 2012) and they need the ability to form sincere relationships with their supervisors (Ludwig, 2006). Lancaster & Stillman (2002) advise their research has shown the Y’ers to be very pragmatic and are best described by the word realistic. They believe they have formed this persona by adopting a significant trait from each of the past 3 generations; loyalty and faith from the Traditionalists, optimism from the Boomers and skepticism/caution from the X’ers.
There is much debate as to how different the generations actually are. Deal (2007) conducted multiple research studies to evaluate the differences among the generations in areas including values, trust, leadership, organizational politics, change, loyalty, job retention, training, and mentoring. Her findings across the board indicated that there was very little difference in any of these areas based on generations. Her belief is that people want the same things, regardless of what generation they belong to. In a study specifically evaluating leadership preferences in the Houston Fire Department, Felton-Odom (2011) found that all generations of firefighters overwhelmingly preferred the transformational leadership style when compared to transactional and laissez-faire styles of leadership. On the other end of the spectrum are Strauss and Howe (1991). In their research, they have identified that the current generations are, in general, very unalike. In fact, their research evaluated the different generations identified beginning with the early colonists in 1584. They found a recurring pattern of 4 very distinct and different generations that have repeated themselves throughout the history of the United States since that time. They go so far as to say that this recurring pattern has been so consistent that it is likely possible “to forecast how the future of America may well unfold over the next century” GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 15
(Strauss & Howe, 1991, p. 34). There is not as much research available regarding the
generations within the emergency services field as within the private sector and general public.
However, what research exists would indicate more commonality with Deal’s findings (Bates,
2013).
The literature review for this project resulted in a shift of direction for the research topic
outlined below. The original project concept was to focus on barriers created by the generational
divide. However, after researching the topic and considering findings such as Deal (2007) and
Felton-Odom (2011), the project shifted to attempt to identify if there really were significant differences among the generational groups represented within the Lenexa Fire Department or if it was just a perception issue. Topics identified as being generational differences within the private sector and general public were used as a basis to formulate and develop questions for the
research tool. These topics included personal values, motivation, communication, technology,
expectations of employer and preferred management styles.
Procedures
The author first became interested in the topic of generational differences following the
2013 planning session for the LFD officer forums. At that time, it was not just the topic itself
that caught the authors attention but how quickly the discussion among this group of officers
became emotionally charged. As the author began to prepare for and read pre-course materials
for the Executive Development course, specifically those materials related to adaptive
challenges, the previously mentioned discussion again came to mind. After consulting with
several Chief Officers within the LFD, the topic was deemed suitable and significant enough to
warrant this level of research. GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 16
A literature review was initiated using the resources available at the National Fire
Academy’s resource library. Multiple resources were obtained and evaluated for applicability
while on-site. Further research and materials were obtained using the Johnson County Library
system in Johnson County, KS and through the use of Internet searches. There was no shortage of suitable material to review, however, little research was found regarding generational differences specifically within the emergency services profession.
An analysis of LFD members’ birthdates was completed to determine the size of each generational group within the department. This data was also used for determining the generational group they would be evaluating for the second phase (perception questionnaire) of the questionnaire process.
A questionnaire was developed to obtain information for comparative analysis. The majority of questions were developed around the more commonly accepted generational differences identified in the literature review with a couple of questions related specifically to current issues within the LFD. A 5-point Likert response scale was chosen for the survey. The
Likert scale was chosen as it is deemed the most applicable scale when measuring attitudes and values. Likewise, the 5-point scale (Strongly Disagree, Disagree, Neutral, Agree, Strongly
Agree) was chosen as it is recommended over a 7 or 9-point scale when surveying individuals not trained to specifically provide ratings (Folkman, 1998). A convenience sampling of 5 participants was given the survey for question evaluative purposes. Several questions were identified as too broad in nature and were rewritten to narrow and better define their focus.
The questionnaire was administered in person by the author to LFD personnel available on December 11, 13, and 14, 2013. The research project was introduced to each group and all participants were advised that the process was voluntary. Not only did no one opt out of the GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 17 process but most participants seemed genuinely excited about being a part of the study and subsequently asked for access to the results once available. Respondents were first asked to complete the questionnaire with answers most closely resembling their beliefs. Once all participants completed this questionnaire, the respondents were then given the questionnaire a second time and asked to complete the questionnaire based on how they believed the members of a different generation answered the same questions (referred to hereafter as the perception questionnaire). The individuals completing the Generation Boomer Perception Questionnaire were asked to answer the questions as they believed a person 55 years of age would answer them. The individuals completing the Generation X Perception Questionnaire were asked to answer the questions as they believed a person 36 years of age would answer them. The individuals completing the Generation Y Perception Questionnaire were asked to answer the questions as they believed a person 25 years of age would answer them. A total of 69 personnel completed the questionnaire process.
The participant’s generation and age distribution within the department determined the allocation of the perception questionnaires. This was arranged in such a way as to keep the cuspers from completing the questionnaire on a generation they were only separated from by a small amount of time. The following arrangement was used: if an individual’s age fell in the older half of all departmental Generation Boomers, they completed the perception questionnaire for Generation X; if an individual’s age fell in the younger half of all departmental Generation
Boomers, they completed the perception questionnaire for Generation Y; if an individual’s age fell in the older half of all departmental Generation X’ers, they completed the perception questionnaire for Generation Y; if an individual’s age fell in the younger half of all departmental
Generation X’ers, they completed the perception questionnaire for Generation Boomers; if an GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 18
individual’s age fell in the older half of all departmental Generation Y’ers, they completed the
perception questionnaire for Generation Boomers; if an individual’s age fell in the younger half
of all departmental Generation Y’ers, they completed the perception questionnaire for
Generation X.
Once the questionnaire process was completed, the Likert responses were converted into numerical scores as follows: Strongly Disagree = 1, Disagree = 2, Neutral = 3, Agree = 4, and
Strongly Agree = 5. These scores were recorded in spreadsheet format for evaluation purposes.
Since the intent of this project was comparative in nature, it was decided that mean scores would provide the most applicable illustration of results. Thus, the questionnaire responses will be summarized in the results section along with their applicable mean scores for comparison purposes.
Results
Research Question #1
The Lenexa Fire Department (LFD) is a career fire service organization with a total of 85 full time equivalent (FTE) positions. It is a department within the City of Lenexa, an organization known for paying fair wages and providing employees with an excellent benefit package. In addition, LFD employees are members of the State of Kansas Police and Fire pension system. This pension system allows for retirement benefits to be drawn as soon as a member reaches one of the following two scenarios: 50 years of age with 25 years of service or
55 years of age with 20 years of service. The financial incentives, combined with the fact that firefighting activities are extremely physical in nature, have led to most former members of the
LFD retiring at, or before, the age of 55. This has typically limited the number of generations GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 19
represented within the department to 3, with the oldest and youngest generations the minority
and the middle generation the majority. The current distribution follows this pattern with a total
population as follows: Generation Boomer = 20, Generation X = 43 and Generation Y = 22.
This is illustrated in the Table 1, along with the current distribution by rank.
Table 1
LFD Personnel Distribution by Generation and Rank
Generation Total Chief Officers Captains Lieutenants Firefighters
Population (4) (11) (6) (19)
Boomers 20 5 4 0 11
X’ers 43 4 13 4 22
Y’ers 22 0 1 4 17
Note. The numbers in parenthesis under each rank title denote the number of cuspers represented.
Although the above generational distribution has remained relatively consistent in the
past, the organization is expecting there to be at least a minor shift in this paradigm. Up until
2010, the City of Lenexa benefit package included a supplemental retirement pension. This is no
longer the case due to the financial constraints brought on by the recent economic recession.
Likewise, as mentioned earlier in this paper, the cost of health care is causing many individuals
to work longer. Within the next two years, the LFD is likely to hire its first Linkster generation
member. It is expected that many of the Boomer members identified in the above table will still be employed at that time. Thus, the LFD will become a 4-generation organization and will likely
remain that way for at least 8-10 years. GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 20
Also illustrated in Table 1 are the number of cuspers represented within each rank. A cusper, as defined in the literature review, is an individual that is born near the generational divides. The range of time used to define cuspers varies by researcher but is generally a +/- 3 to
5 year period surrounding the divides. For the purpose of this study, it was determined to use a
+/-3 year representation. So the parenthetical numbers in the table illustrate the sum of the
Generation Boomer/Generation X cusper (born between 1962-1967) and the Generation
X/Generation Y cusper (born between 1978-1983). There were two interesting findings regarding the cusper population within the LFD. First, although the date of birth range within the LFD encompasses a total of 42 years, 40 out of 85 personnel have dates of birth that fall within the cusper definition. In other words, 47% of the LFD population was born over a 12- year period (1962-1967 and 1978-1983) compared to 53% born over the remaining 30 years.
Second, 21 of these 40 cuspers currently occupy officer ranks within the department. In other words, 53% of the cuspers working for the LFD occupy some level of supervisory/management responsibilities. This percentage is exceptionally high compared to the remainder of LFD employees. Out of the 45 employees that do not fit the definition of cusper, 15 of them represent an officer rank. Thus, officers represent only 33% of this non-cusper group.
Research Question #2
The first part of the questionnaire procedure, in which participants answered the questions based on their own preferences, was evaluated to identify how different the preferences were based on generational make-up. These results were also used as the baselines for the second part of this project, the perception questionnaire. Questions 1 and 2 were demographic in nature, so they are not included in the results below. A total of 26 additional questions were GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 21
asked to the participants. A total of 69 individuals completed the questionnaire process. All
participants answered all the survey questions. The distribution of the participants were as
follows: Generation Boomer = 12 participants, Generation X = 36 participants and Generation Y
= 21 participants. To obtain a mean score for comparison, the Likert responses were converted into numerical scores as follows: Strongly Disagree = 1, Disagree = 2, Neutral = 3, Agree = 4, and Strongly Agree = 5. A difference in the mean scores of .8 (20% of the scale) or greater was
considered a significant difference. The mean scores are summarized in Table 2 following the
individual question discussion.
Question 3 asked “I consider myself to be technologically savvy.” Results were as
follows for Generation Boomer participants: strongly disagree = 0, disagree = 2, neutral = 6,
agree = 4, and strongly agree = 0. Generation Boomers mean score for this question was 3.17.
Results were as follows for Generation X participants: strongly disagree = 1, disagree = 8,
neutral = 8, agree = 13, and strongly agree = 6. Generation X’ers mean score for this question
was 3.42. Results were as follows for Generation Y participants: strongly disagree = 0, disagree
= 1, neutral = 3, agree = 11, and strongly agree = 6. Generation Y’ers mean score for this
question was 4.05. The total differentiation between the 3 generations mean scores for this
question was 0.88, which resulted in a ranking of 4 out of 26 (most different to least different).
Question 4 asked “I prefer to use any and all available technology whenever possible.”
Results were as follows for Generation Boomer participants: strongly disagree = 0, disagree = 2, neutral = 7, agree = 3, and strongly agree = 0. Generation Boomers mean score for this question was 3.08. Results were as follows for Generation X participants: strongly disagree = 2, disagree
= 7, neutral = 11, agree = 9, and strongly agree = 7. Generation X’ers mean score for this
question was 3.33. Results were as follows for Generation Y participants: strongly disagree = 0, GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 22
disagree = 3, neutral = 4, agree = 10, and strongly agree = 4. Generation Y’ers mean score for
this question was 3.71. The total differentiation between the 3 generations mean scores for this
question was 0.63, which resulted in a ranking of 8 out of 26 (most different to least different).
Question 5 asked “I prefer to use goals to guide my personal and professional growth.”
Results were as follows for Generation Boomer participants: strongly disagree = 0, disagree = 1, neutral = 3, agree = 7, and strongly agree = 1. Generation Boomers mean score for this question was 3.67. Results were as follows for Generation X participants: strongly disagree = 0, disagree
= 2, neutral = 6, agree = 26, and strongly agree = 2. Generation X’ers mean score for this question was 3.78. Results were as follows for Generation Y participants: strongly disagree = 0, disagree = 0, neutral = 3, agree = 12, and strongly agree = 6. Generation Y’ers mean score for this question was 4.14. The total differentiation between the 3 generations mean scores for this question was 0.47, which resulted in a ranking of 11 out of 26 (most different to least different).
Question 6 asked “I believe it’s important for members of the fire service to pursue formal advanced education (college level degrees).” Results were as follows for Generation
Boomer participants: strongly disagree = 0, disagree = 1, neutral = 2, agree = 7, and strongly
agree = 2. Generation Boomers mean score for this question was 3.83. Results were as follows
for Generation X participants: strongly disagree = 0, disagree = 6, neutral = 14, agree = 9, and
strongly agree = 7. Generation X’ers mean score for this question was 3.47. Results were as
follows for Generation Y participants: strongly disagree = 0, disagree = 6, neutral = 3, agree = 9,
and strongly agree = 3. Generation Y’ers mean score for this question was 3.43. The total
differentiation between the 3 generations mean scores for this question was 0.40, which resulted in a ranking of 15 out of 26 (most different to least different). GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 23
Question 7 asked “While at work and for the transfer of routine work-related information
(in station – not at incident scenes), I prefer face to face communication over e-mail or text
notifications.” Results were as follows for Generation Boomer participants: strongly disagree =
0, disagree = 1, neutral = 1, agree = 6, and strongly agree = 4. Generation Boomers mean score
for this question was 4.08. Results were as follows for Generation X participants: strongly
disagree = 2, disagree = 2, neutral = 4, agree = 20, and strongly agree = 8. Generation X’ers
mean score for this question was 3.83. Results were as follows for Generation Y participants:
strongly disagree = 1, disagree = 0, neutral = 4, agree = 9, and strongly agree = 7. Generation
Y’ers mean score for this question was 4.00. The total differentiation between the 3 generations
mean scores for this question was 0.25, which resulted in a ranking of 17 out of 26 (most different to least different).
Question 8 asked “While at work and for the transfer of routine work-related information
(in station – not at incident scenes), I prefer e-mail or text notifications over face to face
communications.” Results were as follows for Generation Boomer participants: strongly
disagree = 2, disagree = 6, neutral = 3, agree = 1, and strongly agree = 0. Generation Boomers
mean score for this question was 2.25. Results were as follows for Generation X participants:
strongly disagree = 4, disagree = 17, neutral = 8, agree = 7, and strongly agree = 0. Generation
X’ers mean score for this question was 2.50. Results were as follows for Generation Y
participants: strongly disagree = 1, disagree = 10, neutral = 6, agree = 3, and strongly agree = 1.
Generation Y’ers mean score for this question was 2.67. The total differentiation between the 3 generations mean scores for this question was 0.42, which resulted in a ranking of 12 out of 26
(most different to least different). GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 24
Question 9 asked “Outside of work and for the transfer of routine personal information, I
prefer face to face communication over e-mail or text notifications.” Results were as follows for
Generation Boomer participants: strongly disagree = 0, disagree = 1, neutral = 3, agree = 6, and strongly agree = 2. Generation Boomers mean score for this question was 3.75. Results were as follows for Generation X participants: strongly disagree = 1, disagree = 3, neutral = 10, agree =
16, and strongly agree = 6. Generation X’ers mean score for this question was 3.64. Results were as follows for Generation Y participants: strongly disagree = 0, disagree = 4, neutral = 7, agree = 8, and strongly agree = 2. Generation Y’ers mean score for this question was 3.38. The total differentiation between the 3 generations mean scores for this question was 0.37, which resulted in a ranking of 16 out of 26 (most different to least different).
Question 10 asked “Outside of work and for the transfer of routine personal information,
I prefer e-mail or text notifications over face to face communications.” Results were as follows for Generation Boomer participants: strongly disagree = 2, disagree = 4, neutral = 3, agree = 3, and strongly agree = 0. Generation Boomers mean score for this question was 2.58. Results were as follows for Generation X participants: strongly disagree = 3, disagree = 13, neutral = 12, agree = 8, and strongly agree = 0. Generation X’ers mean score for this question was 2.69.
Results were as follows for Generation Y participants: strongly disagree = 0, disagree = 5, neutral = 8, agree = 7, and strongly agree = 1. Generation Y’ers mean score for this question was 3.19. The total differentiation between the 3 generations mean scores for this question was
0.61, which resulted in a ranking of 9 out of 26 (most different to least different).
Question 11 asked “I believe the way a person dresses (type of uniform) is directly related with their level of professionalism.” Results were as follows for Generation Boomer participants: strongly disagree = 2, disagree = 4, neutral = 1, agree = 3, and strongly agree = 2. GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 25
Generation Boomers mean score for this question was 2.92. Results were as follows for
Generation X participants: strongly disagree = 2, disagree = 13, neutral = 4, agree = 12, and strongly agree = 5. Generation X’ers mean score for this question was 3.14. Results were as
follows for Generation Y participants: strongly disagree = 1, disagree = 7, neutral = 7, agree = 5,
and strongly agree = 1. Generation Y’ers mean score for this question was 2.90. The total
differentiation between the 3 generations mean scores for this question was 0.24, which resulted in a ranking of 18 out of 26 (most different to least different).
Question 12 asked “I believe the way a person looks (i.e. well groomed, neat appearance, clean shaven) is directly related with their level of professionalism.” Results were as follows for
Generation Boomer participants: strongly disagree = 0, disagree = 2, neutral = 1, agree = 5, and strongly agree = 4. Generation Boomers mean score for this question was 3.92. Results were as follows for Generation X participants: strongly disagree = 1, disagree = 3, neutral = 5, agree =
21, and strongly agree = 6. Generation X’ers mean score for this question was 3.78. Results were as follows for Generation Y participants: strongly disagree = 0, disagree = 8, neutral = 2, agree = 9, and strongly agree = 2. Generation Y’ers mean score for this question was 3.24. The total differentiation between the 3 generations mean scores for this question was 0.68, which resulted in a ranking of 6 out of 26 (most different to least different).
Question 13 asked “I believe the way a person acts (i.e. courteous, polite, etc.) is directly related with their level of professionalism.” Results were as follows for Generation Boomer participants: strongly disagree = 0, disagree = 0, neutral = 0, agree = 6, and strongly agree = 6.
Generation Boomers mean score for this question was 4.50. Results were as follows for
Generation X participants: strongly disagree = 0, disagree = 1, neutral = 0, agree = 14, and strongly agree = 21. Generation X’ers mean score for this question was 4.53. Results were as GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 26 follows for Generation Y participants: strongly disagree = 0, disagree = 1, neutral = 2, agree = 4, and strongly agree = 14. Generation Y’ers mean score for this question was 4.48. The total differentiation between the 3 generations mean scores for this question was 0.05, which resulted in a ranking of 26 out of 26 (most different to least different).
Question 14 asked “It is important to me that my job duties improve the lives of others.”
Results were as follows for Generation Boomer participants: strongly disagree = 0, disagree = 0, neutral = 0, agree = 4, and strongly agree = 8. Generation Boomers mean score for this question was 4.67. Results were as follows for Generation X participants: strongly disagree = 0, disagree
= 0, neutral = 0, agree = 7, and strongly agree = 29. Generation X’ers mean score for this question was 4.81. Results were as follows for Generation Y participants: strongly disagree = 0, disagree = 0, neutral = 0, agree = 5, and strongly agree = 16. Generation Y’ers mean score for this question was 4.76. The total differentiation between the 3 generations mean scores for this question was 0.14, which resulted in a ranking of 23 out of 26 (most different to least different).
Question 15 asked “The overall quality of the organization that I work for is important to me.” Results were as follows for Generation Boomer participants: strongly disagree = 0, disagree = 0, neutral = 0, agree = 5, and strongly agree = 7. Generation Boomers mean score for this question was 4.58. Results were as follows for Generation X participants: strongly disagree
= 1, disagree = 0, neutral = 0, agree = 13, and strongly agree = 22. Generation X’ers mean score for this question was 4.53. Results were as follows for Generation Y participants: strongly disagree = 0, disagree = 0, neutral = 1, agree = 5, and strongly agree = 15. Generation Y’ers mean score for this question was 4.67. The total differentiation between the 3 generations mean scores for this question was 0.14, which resulted in a ranking of 24 out of 26 (most different to least different). GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 27
Question 16 asked “As long as I feel I am reasonably compensated for my work, I would
rather work for a higher quality organization for a little less pay than to work for a lesser quality
organization for a little more pay.” Results were as follows for Generation Boomer participants:
strongly disagree = 0, disagree = 1, neutral = 2, agree = 5, and strongly agree = 4. Generation
Boomers mean score for this question was 4.00. Results were as follows for Generation X
participants: strongly disagree = 2, disagree = 3, neutral = 9, agree = 17, and strongly agree = 5.
Generation X’ers mean score for this question was 3.56. Results were as follows for Generation
Y participants: strongly disagree = 1, disagree = 4, neutral = 6, agree = 7, and strongly agree =
3. Generation Y’ers mean score for this question was 3.33. The total differentiation between the
3 generations mean scores for this question was 0.67, which resulted in a ranking of 7 out of 26
(most different to least different).
Question 17 asked “When I started with the LFD, my expectation was that I would work
my entire career for this organization.” Results were as follows for Generation Boomer
participants: strongly disagree = 0, disagree = 0, neutral = 3, agree = 2, and strongly agree = 7.
Generation Boomers mean score for this question was 4.33. Results were as follows for
Generation X participants: strongly disagree = 0, disagree = 0, neutral = 6, agree = 15, and
strongly agree = 15. Generation X’ers mean score for this question was 4.25. Results were as
follows for Generation Y participants: strongly disagree = 1, disagree = 1, neutral = 1, agree = 9,
and strongly agree = 9. Generation Y’ers mean score for this question was 4.14. The total
differentiation between the 3 generations mean scores for this question was 0.19, which resulted in a ranking of 21 out of 26 (most different to least different).
Question 18 asked “The time I spend away from work is more valuable to me than the time I spend at work.” Results were as follows for Generation Boomer participants: strongly GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 28 disagree = 0, disagree = 1, neutral = 5, agree = 3, and strongly agree = 3. Generation Boomers mean score for this question was 3.67. Results were as follows for Generation X participants: strongly disagree = 0, disagree = 3, neutral = 11, agree = 12, and strongly agree = 10.
Generation X’ers mean score for this question was 3.81. Results were as follows for Generation
Y participants: strongly disagree = 0, disagree = 2, neutral = 7, agree = 7, and strongly agree =
5. Generation Y’ers mean score for this question was 3.71. The total differentiation between the
3 generations mean scores for this question was 0.14, which resulted in a ranking of 25 out of 26
(most different to least different).
Question 19 asked “I am concerned, on a regular basis (at least weekly), with whether I
(and my family) will have adequate shelter, food and clothing.” Results were as follows for
Generation Boomer participants: strongly disagree = 2, disagree = 4, neutral = 2, agree = 4, and strongly agree = 0. Generation Boomers mean score for this question was 2.67. Results were as follows for Generation X participants: strongly disagree = 11, disagree = 14, neutral = 6, agree =
1, and strongly agree = 4. Generation X’ers mean score for this question was 2.25. Results were as follows for Generation Y participants: strongly disagree = 5, disagree = 6, neutral = 4, agree =
5, and strongly agree = 1. Generation Y’ers mean score for this question was 2.57. The total differentiation between the 3 generations mean scores for this question was 0.42, which resulted in a ranking of 13 out of 26 (most different to least different).
Question 20 asked “I am concerned, on a regular basis (at least weekly), with my personal security and health (and that of my family).” Results were as follows for Generation
Boomer participants: strongly disagree = 1, disagree = 4, neutral = 2, agree = 3, and strongly agree = 2. Generation Boomers mean score for this question was 3.08. Results were as follows for Generation X participants: strongly disagree = 12, disagree = 12, neutral = 7, agree = 4, and GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 29
strongly agree = 1. Generation X’ers mean score for this question was 2.17. Results were as
follows for Generation Y participants: strongly disagree = 5, disagree = 10, neutral = 1, agree =
4, and strongly agree = 1. Generation Y’ers mean score for this question was 2.33. The total differentiation between the 3 generations mean scores for this question was 0.91, which resulted in a ranking of 3 out of 26 (most different to least different).
Question 21 asked “It is important to me to maintain close friendships and strong family connections.” Results were as follows for Generation Boomer participants: strongly disagree =
0, disagree = 0, neutral = 1, agree = 7, and strongly agree = 4. Generation Boomers mean score for this question was 4.45. Results were as follows for Generation X participants: strongly disagree = 1, disagree = 0, neutral = 1, agree = 11, and strongly agree = 23. Generation X’ers mean score for this question was 4.53. Results were as follows for Generation Y participants: strongly disagree = 0, disagree = 0, neutral = 1, agree = 5, and strongly agree = 15. Generation
Y’ers mean score for this question was 4.67. The total differentiation between the 3 generations mean scores for this question was 0.42, which resulted in a ranking of 14 out of 26 (most different to least different).
Question 22 asked “It is important to me for others to value my personal and professional
contributions.” Results were as follows for Generation Boomer participants: strongly disagree =
1, disagree = 3, neutral = 4, agree = 3, and strongly agree = 1. Generation Boomers mean score
for this question was 3.00. Results were as follows for Generation X participants: strongly
disagree = 0, disagree = 1, neutral = 4, agree = 18, and strongly agree = 13. Generation X’ers
mean score for this question was 4.19. Results were as follows for Generation Y participants:
strongly disagree = 0, disagree = 2, neutral = 2, agree = 12, and strongly agree = 5. Generation
Y’ers mean score for this question was 3.95. The total differentiation between the 3 generations GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 30 mean scores for this question was 1.19, which resulted in a ranking of 1 out of 26 (most different to least different).
Question 23 asked “It is important to me to realize my utmost potential (be all that I can be).” Results were as follows for Generation Boomer participants: strongly disagree = 0, disagree = 0, neutral = 1, agree = 9, and strongly agree = 2. Generation Boomers mean score for this question was 4.08. Results were as follows for Generation X participants: strongly disagree
= 1, disagree = 0, neutral = 1, agree = 20, and strongly agree = 14. Generation X’ers mean score for this question was 4.28. Results were as follows for Generation Y participants: strongly disagree = 0, disagree = 2, neutral = 0, agree = 9, and strongly agree = 10. Generation Y’ers mean score for this question was 4.29. The total differentiation between the 3 generations mean scores for this question was 0.21, which resulted in a ranking of 20 out of 26 (most different to least different).
Question 24 asked “I prefer to work for a supervisor who tells me what to do, when to do it and where to do it at.” Results were as follows for Generation Boomer participants: strongly disagree = 8, disagree = 3, neutral = 1, agree = 0, and strongly agree = 0. Generation Boomers mean score for this question was 1.42. Results were as follows for Generation X participants: strongly disagree = 10, disagree = 16, neutral = 7, agree = 3, and strongly agree = 0. Generation
X’ers mean score for this question was 2.08. Results were as follows for Generation Y participants: strongly disagree = 5, disagree = 7, neutral = 5, agree = 4, and strongly agree = 0.
Generation Y’ers mean score for this question was 2.38. The total differentiation between the 3 generations mean scores for this question was 0.96, which resulted in a ranking of 2 out of 26
(most different to least different). GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 31
Question 25 asked “I prefer to work for a supervisor who will show me how to do what
they want done.” Results were as follows for Generation Boomer participants: strongly disagree
= 2, disagree = 4, neutral = 3, agree = 3, and strongly agree = 0. Generation Boomers mean score for this question was 2.58. Results were as follows for Generation X participants: strongly disagree = 3, disagree = 8, neutral = 17, agree = 8, and strongly agree = 0. Generation X’ers mean score for this question was 2.83. Results were as follows for Generation Y participants: strongly disagree = 1, disagree = 6, neutral = 4, agree = 8, and strongly agree = 2. Generation
Y’ers mean score for this question was 3.19. The total differentiation between the 3 generations mean scores for this question was 0.61, which resulted in a ranking of 10 out of 26 (most different to least different).
Question 26 asked “I prefer to work for a supervisor who will help me to understand why something must be done.” Results were as follows for Generation Boomer participants: strongly disagree = 0, disagree = 0, neutral = 4, agree = 5, and strongly agree = 3. Generation Boomers mean score for this question was 3.92. Results were as follows for Generation X participants: strongly disagree = 0, disagree = 0, neutral = 10, agree = 20, and strongly agree = 6. Generation
X’ers mean score for this question was 3.89. Results were as follows for Generation Y participants: strongly disagree = 1, disagree = 2, neutral = 2, agree = 12, and strongly agree = 4.
Generation Y’ers mean score for this question was 3.76. The total differentiation between the 3 generations mean scores for this question was 0.16, which resulted in a ranking of 22 out of 26
(most different to least different).
Question 27 asked “I prefer to work for a supervisor who will consult with me, ask for input and discuss possible solutions.” Results were as follows for Generation Boomer participants: strongly disagree = 0, disagree = 0, neutral = 0, agree = 7, and strongly agree = 5. GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 32
Generation Boomers mean score for this question was 4.42. Results were as follows for
Generation X participants: strongly disagree = 0, disagree = 1, neutral = 3, agree = 20, and
strongly agree = 12. Generation X’ers mean score for this question was 4.19. Results were as
follows for Generation Y participants: strongly disagree = 0, disagree = 2, neutral = 1, agree = 8,
and strongly agree = 10. Generation Y’ers mean score for this question was 4.24. The total
differentiation between the 3 generations mean scores for this question was 0.23, which resulted in a ranking of 19 out of 26 (most different to least different).
Question 28 asked “I prefer to work for a supervisor who will outline the broad scope of
what they want accomplished and then allow me to complete the task in the way I desire,
understanding that I will be held accountable for the results.” Results were as follows for
Generation Boomer participants: strongly disagree = 0, disagree = 1, neutral = 0, agree = 1, and
strongly agree = 10. Generation Boomers mean score for this question was 4.67. Results were
as follows for Generation X participants: strongly disagree = 0, disagree = 1, neutral = 1, agree =
17, and strongly agree = 17. Generation X’ers mean score for this question was 4.39. Results
were as follows for Generation Y participants: strongly disagree = 1, disagree = 1, neutral = 4,
agree = 7, and strongly agree = 8. Generation Y’ers mean score for this question was 3.95. The
total differentiation between the 3 generations mean scores for this question was 0.72, which
resulted in a ranking of 5 out of 26 (most different to least different).
Table 2
Summary results for Generational Questionnaire
Question # Boomer X’er Y’er Differential Rank
3 3.17 3.42 4.05 0.88 4 GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 33
4 3.08 3.33 3.71 0.63 8
5 3.67 3.78 4.14 0.47 11
6 3.83 3.47 3.43 0.40 15
7 4.08 3.83 4.00 0.25 17
8 2.25 2.50 2.67 0.42 12
9 3.75 3.64 3.38 0.37 16
10 2.58 2.69 3.19 0.61 9
11 2.92 3.14 2.90 0.24 18
12 3.92 3.78 3.24 0.68 6
13 4.50 4.53 4.48 0.05 26
14 4.67 4.81 4.76 0.14 23
15 4.58 4.53 4.67 0.14 24
16 4.00 3.56 3.33 0.67 7
17 4.33 4.25 4.14 0.19 21
18 3.67 3.81 3.71 0.14 25
19 2.67 2.25 2.57 0.42 13
20 3.08 2.17 2.33 0.91 3
21 4.25 4.53 4.67 0.42 14
22 3.00 4.19 3.95 1.19 1
23 4.08 4.28 4.29 0.21 20
24 1.42 2.08 2.38 0.96 2
25 2.58 2.83 3.19 0.61 10
26 3.92 3.89 3.76 0.16 22 GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 34
27 4.42 4.19 4.24 0.23 19
28 4.67 4.39 3.95 0.72 5
Totals 3.58 3.61 3.66 0.47
Note. The results in columns 2, 3 and 4 are a mean of the raw data obtained, column 5 is the overall difference among the means, and column 6 is the rank from largest to smallest differential.
As illustrated in Table 2, the overall total (mean of means) scores are actually very
similar, with less than a 0.1 differential separating all three generations. In addition, when
evaluating the questions separately, only 4 questions resulted in mean scores with a significant
rating (.8 difference or greater). The question with the highest differential was question 22, ‘it is
important to me for others to value my personal and professional contributions’. The Boomers
scored this statement the lowest of the three generations by a difference of 1.19 from the X’ers and .95 from those in Generation Y. The question with the second highest differential was
question 24, ‘I prefer to work for a supervisor who tells me what to do, when to do it, and where
to do it at’. Again, the Boomers scored this statement the lowest of the three generations by a
difference of .66 from the X’ers and .96 from those in Generation Y. The third ranked question
in order of differential was question 20, ‘I am concerned, on a regular basis (at least weekly),
with the personal security and health of myself and my family’. This time it was the Boomers
with the highest score by a difference of .91 from the X’ers and .75 from those in Generation Y.
The final question that produced a result in the significant category was question 3, ‘I consider
myself to be technologically savvy’. As one might expect, the Y’ers scored this question the
highest by a difference of .63 from the X’ers and .88 from those in Generation Boomer. So the
questions that received results in the significant category netted one question related to skill GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 35
level, one question related to preferred management styles, one question related to motivation
and one question related to values.
The lowest 5 ranked questions based on differential were as follows: question 13, ‘I
believe the way a person acts (i.e. courteous, polite, etc.) is directly correlated with their level of
professionalism’; question 18, ‘The time I spend away from work is more valuable to me than
the time I spend at work’; question 15, ‘The overall quality of the organization that I work for is
important to me’; question 14, ‘It is important to me that my job duties improve the lives of
others’; and question 26, ‘I prefer to work for a supervisor who will help me to understand why
something must be done’. These 5 questions were all answered almost identically by all 3
generations. Interestingly, 4 out of the 5 questions could be classed as motivation and/or values
based questions with only one of them management related.
Research Question #3
The second part of the questionnaire process involved asking participants to assess how they thought individuals from a different generation would answer the same questions. This questionnaire was identical to the first except the two demographics questions were lined out.
This questionnaire will be referred to as the perception questionnaire and there will be one for each of the three generations working within the LFD. The mean score obtained in the first questionnaire was used as the baseline for each given generation in the following results. The
results will focus on the difference in the baseline mean versus the mean scores from the
perception surveys, i.e. how the other generations believed the assessed generation answered the
questions. These results are best illustrated in table format. Thus, a summary table outlining the
findings of each generation’s perception questionnaire is below followed by a brief GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 36 summarization. Again, the questions asked were the same ones outlined in the section above and can also be found in the appendix. As in the results for research question 2, a difference of .8
(20% of the scale) or greater will be considered a significant difference.
Table 3 summarizes the findings of the Generation Boomer perception questionnaire.
These are the results of 17 Generation X participants and 10 Generation Y participants.
Table 3
Summary results for Generation Boomer Perception Questionnaire
Question # Generation X Generation Y Nearest to Baseline
3 1.58 1.27 Y
4 1.37 1.38 X
5 0.27 0.07 Y
6 1.77 1.53 Y
7 0.63 0.02 Y
8 0.49 0.25 Y
9 0.43 0.55 X
10 0.64 0.68 X
11 1.14 1.18 X
12 0.26 0.38 X
13 0.32 0.30 Y
14 0.49 0.27 Y
15 0.29 0.58 X
16 0.76 0.90 X GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 37
17 0.04 0.17 X
18 0.04 0.33 X
19 0.26 0.07 Y
20 0.04 0.12 X
21 0.01 0.35 X
22 0.47 1.00 X
23 0.90 0.38 Y
24 1.17 0.78 Y
25 0.29 0.18 Y
26 1.21 0.72 Y
27 0.71 0.32 Y
28 1.20 0.27 Y
Totals 0.65 0.54
Note. The results in columns 2 and 3 are the differences in mean scores between the given generation and the Boomer baseline recorded in Table 2. The totals for the columns are the mean of the differences. Column 4 illustrates the generation with the lowest differential in comparison to the baseline.
Overall, the results of the Generation Boomer Perception Questionnaire seemed to
indicate that Generation Y, although separated by many more years, actually knew the Boomers better than the Generation X’ers did. This was exhibited in both the lower overall mean
differential and also in the nearest differential to baseline score on 14 of the 26 questions.
However, the Y’ers did have 7 questions to only 6 for the X’ers that resulted in a significant
rating based on differential so the results were mixed.
There were 4 questions in which the perceptions of both Generations X and Y received a significant rating in comparison to the Boomer baseline. These questions were: 3) ‘I consider GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 38 myself to be technologically savvy’; 4) ‘I prefer to use any and all available technology whenever possible’; 6) ‘I believe it’s important for members of the fire service to pursue formal advanced education (college level degrees)’; and 11) ‘I believe the way a person dresses (type of uniform) is directly correlated with their level of professionalism’.
Table 4 summarizes the findings of the Generation X perception questionnaire. These are the results of 5 Generation Boomer participants and 11 Generation Y participants.
Table 4
Summary results for Generation X Perception Questionnaire
Question # Generation Boomer Generation Y Nearest to Baseline
3 0.98 0.69 Y
4 1.07 1.06 Y
5 0.02 0.40 B
6 0.93 0.65 Y
7 0.83 0.62 Y
8 1.90 0.41 Y
9 1.64 0.54 Y
10 1.71 0.51 Y
11 0.14 1.22 B
12 0.58 0.49 Y
13 0.53 0.17 Y
14 1.01 0.63 Y
15 1.13 0.17 Y GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 39
16 1.56 0.65 Y
17 1.45 0.07 Y
18 0.19 0.55 B
19 1.15 0.93 Y
20 1.43 1.19 Y
21 0.33 0.02 Y
22 0.41 0.08 Y
23 0.68 0.46 Y
24 0.72 0.28 Y
25 0.77 0.47 Y
26 0.31 0.89 B
27 0.19 0.10 Y
28 1.39 0.57 Y
Totals 0.89 0.53
Note. The results in columns 2 and 3 are the differences in mean scores between the given generation and the X'er baseline recorded in Table 2. The totals for the columns are the mean of the differences. Column 4 illustrates the generation with the lowest differential in comparison to the baseline.
Overall, the results of the Generation X Perception Questionnaire indicated that
Generation Y knew the X’ers better than the Generation Boomers did. This was exhibited in all three phases of measurement. The Y’ers scores resulted in the lower overall mean differential, were the nearest differential to baseline score on 22 of the 26 questions, and received a significant rating based on the differential for only 5 questions in comparison to the Boomers 14 questions. GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 40
There were 3 questions in which the perceptions of both Generation Boomer and
Generation Y were significantly different than the Generation X baseline. These questions were:
4) ‘I consider myself to be technologically savvy’; 19) ‘I am concerned, on a regular basis (at
least weekly), with whether myself and my family will have adequate shelter, food and clothing’;
and 20) ‘I am concerned, on a regular basis (at least weekly), with the personal security and
health of myself and my family.
Table 5 summarizes the findings of the Generation Y perception questionnaire. These are the results of 7 Generation Boomer participants and 19 Generation X participants.
Table 5
Summary results for Generation Y Perception Questionnaire
Question # Generation Boomer Generation X Nearest to Baseline
3 0.81 0.74 X
4 1.15 1.13 X
5 1.14 1.25 B
6 0.29 0.36 B
7 1.71 1.58 X
8 1.90 1.44 X
9 0.81 1.12 B
10 1.10 1.07 X
11 0.47 0.85 B
12 0.53 0.98 B
13 1.62 0.80 X GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 41
14 1.47 1.18 X
15 1.10 1.09 X
16 0.90 0.80 X
17 1.14 1.35 B
18 0.43 0.92 B
19 1.00 0.41 X
20 1.10 0.01 X
21 0.96 0.83 X
22 0.05 0.06 B
23 0.58 0.61 B
24 0.33 0.01 X
25 0.10 0.44 B
26 0.76 0.08 X
27 1.38 0.40 X
28 0.81 0.84 B
Totals 0.91 0.78
Note. The results in columns 2 and 3 are the differences in mean scores between the given generation and the Y'er baseline recorded in Table 2. The totals for the columns are the mean of the differences. Column 4 illustrates the generation with the lowest differential in comparison to the baseline.
Overall, the results of the Generation Y Perception Questionnaire indicated that neither of the other two generations knew the Y’ers very well. The X’ers exhibited the lower overall mean differential, the nearest differential to baseline score on 15 of the 26 questions and the fewest, albeit a high number, 16 questions that resulted in significant ratings in comparison to the GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 42
Generation Y baseline. The Boomers faired even worse receiving significant ratings on 17 questions in comparison to the Generation Y baseline.
There were a total of 13 questions in which both Generation Boomer participants and
Generation X participants received significant ratings in comparison to the Generation Y baseline. These questions were, in order of highest to lowest sum means, 8) ‘While at work and for the transfer of routine work-related information (in station – not at incident scenes), I prefer e-mail or text notifications over face to face communication’; 7) ‘While at work and for the transfer of routine work-related information (in station – not at incident scenes), I prefer face to face communication over e-mail or text notifications’; 14) ‘It is important to me that my job duties improve the lives of others’; 17) ‘When I started with the LFD, my expectation was that I would work my entire career for this organization’; 13) I believe the way a person acts (i.e. courteous, polite, etc.) is directly correlated with their level of professionalism; 5) ‘I prefer to use
goals to guide my personal and professional growth’; 4) ‘I prefer to use any and all available
technology whenever possible’; 15) ‘The overall quality of the organization that I work for is
important to me’; 10) ‘Outside of work and for the transfer of routine personal information, I
prefer e-mail or text notifications over face to face communication’; 9) ‘Outside of work and for
the transfer of routine personal information, I prefer face to face communication over e-mail or
text notifications’; 21) ‘It is important to me to maintain close friendships and strong family
connections’; 16) ‘As long as I feel I am reasonably compensated for my work, I would rather
work for a higher quality organization for a little less pay than to work for a lesser quality
organization for a little more pay’; and, finally, 28) ‘I prefer to work for a supervisor who will
outline the broad scope of what they want accomplished and then allow me to complete the task
in the way I desire, understanding that I will be held accountable for the results’. GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 43
Overall, the Generation Y participants exhibited a more accurate perception of the X’ers
by a wide margin and of the Boomers in 2 of the 3 measurement tools. The Generation Boomer
participants were found to have the least accurate perceptions regarding both of the other generations.
The Boomer perception survey resulted in only a combined 13 significant scores (out of a total of 52 possible – 26 from each of the generations assessing them) signifying this generation was the best understood. Generation X ranked as the second best understood with a total of 19 questions receiving significant scores. And, finally, Generation Y was the least understood by a wide margin, with 33 questions receiving significant scores.
Discussion
The literature material and study findings were compared and evaluated. The most significant study finding regarding research question #1 was related to the cusper population within the LFD. The findings indicate that there are both an extremely high number of cuspers within the LFD population and that they currently occupy a significantly high number of the officer positions.
The total date of birth range within the employees of the department encompasses 42 years. Forty-seven percent of all departmental employees have dates of birth within the 12-year
period defining them as cuspers (1962-1967 and 1978-1983). Only 53% of employees represent
the remaining 30 years of the 42-year date of birth range. Since this finding is outside of the
scope of this study, there is no literature review to compare and contrast this finding with but it
does beg several questions. Is there something in the make-up of cuspers that draws them to GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 44 public service at a higher rate than non-cuspers? Or is there something about cuspers that has given them an advantage in the hiring process used by the LFD?
The second part of this finding, regarding the % of cuspers within the officer ranks, can be compared. Lancaster & Stillman (2002) describe cuspers as having the advantage of understanding the generations on either side of the generational divide they are born on. This is in large part to sharing many of the experiences that form each of the generation’s peer personalities. Thus, cuspers end up with a quasi-dual peer personality. Lancaster & Stillman
(2002) believe this background ideally positions cuspers as mediators, translators and mentors which then translates into these individuals rising to management level positions. Of the 40 cuspers currently employed by the LFD, 21 of them are in the officer (management) ranks. This equates to 53% of all cuspers currently filling management level positions compared to only 33% of the remaining population filling management level positions. These findings are consistent with the findings of Lancaster & Stillman (2002).
Research question #2 focused on comparing the peer personalities of the 3 generations of employees within the LFD. The literature review provided mixed results in this regard. Johnson
& Johnson (2010) discuss the different events, which influence each generation and how these experiences shape and form different peer personalities, creating significant differences within the generations. Zemke et al. (2000) identified that each generation identifies with a different set of core values. And Strauss & Howe (1991) conclude that the generations are dissimilar in almost all respects. However, Deal (2007) conducted multiple research studies in areas including values, trust, leadership, organizational politics, change, loyalty, job retention, training and mentoring. Her findings indicated that the generations are actually very similar. GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 45
The findings of this study are consistent with the findings Deal (2007) reported in her
research. Overall, the participants mean scores, when taken in total (all 26 questions on the
questionnaire) resulted in a difference of only .08 (2%) among the 3 generations. Only 4 out of
the 26 questions were scored significantly different (>.79 or 20%) by the generations and those
4 questions involved 4 different lines of questioning (1 each related to skill, preferred management style, motivation and values). There was no indication or consistency that any single topic or line of questioning netted a difference among the 3 generations. In fact, the 4 questions that received the least differential scores were all related to values. This would indicate that the employees of the LFD are very aligned in regard to values regardless of their
generational make-up.
In addition, only 1 of 5 questions related to preferred management styles received a
significant score. In her research, Felton-Odom (2011) found that firefighters of all generations
overwhelmingly preferred the same leadership style. This study produced results consistent with
her research with only one exception. That exception was regarding the Generation Y’ers higher
preference for a management style in which their supervisor provides specific direction on “what
to do, when to do it, and where to do it at”. This finding is more in line with Zemke et al. (2000)
where it was identified that Generation Y had a higher need for structure and supervision.
Research question #3 focused on the perception of each generation by the other two
generations. This portion of the research was not meant to mimic any formal research regarding
perceptions but rather as a means of comparison to attempt to determine how well each
generation within the LFD knows or understands each other. When couched in general terms,
these perception questionnaires provided similar results to information provided by Zemke et al.
(2000). An example of this would be in the Generation Boomer perception questionnaire where GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 46
the top two questions of highest differential scored by Generation X and Generation Y
participants involved technology. Generation X and Y participants exhibited a belief that
Generation Boomers neither considered themselves technologically savvy nor wanted to use
technology to its full extent. The Boomer generation participants scored themselves much higher
in both regards.
The overall results were also consistent in another way. According to Zemke et al.
(2000), Generation Boomers tend to be judgmental and self-centered. This would infer that their
perceptions might not be as accurate as the other generations. The study results showed exactly
that. The Generation Boomers were by far the least accurate in their perceptions when compared
to the baselines. Conversely, Lancaster & Stillman (2002) described Generation Y as realists,
which would indicate they would have the most accurate perceptions. Again, the study results
indicated this to be the case. The Generation Y participants were by far the most accurate in
their perceptions when compared to the baselines.
Several limitations were noted with this study. The accuracy of questionnaire results is
entirely dependent on the respondent’s understanding of the question’s meaning and their
willingness to answer the question honestly. One of the reasons the author chose to personally
administer the questionnaires for this study was to provide the ability for participants to ask
about a question’s meaning if they were unsure of the exact meaning. This only occurred on a few occasions throughout the process and it is believed the vast majority of the participants understood the questions as presented. It is, however, unable to determine the level of honesty with which the participants answered the questions. The author’s personal observations of the vast majority of participants were of genuine interest and sincerity in their contribution to the GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 47 study. Thus, it is believed the questionnaire results are accurate within a reasonable margin of error.
The validity of the results could be questioned, especially those regarding certain portions of the perception questionnaires, due to the low number of study participants. The most extreme example of this would be the Generation Boomer’s participation in the Generation X’ers perception questionnaire. Due to the lower number of Generation Boomer participants overall, and the fact they were split between taking the Generation X’er and Y’er perception questionnaires, the study results for the Generation X’er perception questionnaire are a compilation of only 5 Generation Boomer participants.
Recommendations
The LFD is a quality, accredited agency that prides itself on continuous improvement. It is understood that the members, and their ability to work together as a team, play an integral role in the success of the organization. Any identification of problems regarding human relationships and understanding warrant investigation, especially those involving the efficiency, or lack thereof, of supervision within the company environment. It is with this in mind that the author makes the following recommendations regarding this study.
First and foremost, this study should be made available to all members of the organization. Company officers should be encouraged to initiate open discussion within the company setting on the various topics identified in this study and focus on the findings.
Company members should be encouraged to expound on the results by providing personal examples of why they scored the specific topic questions the way they did and the background that led them to that belief. Special attention should be paid to the questions that resulted in the GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 48 largest differentials on the perception surveys. All conversations should be conducted in a respectful way with the intent of better understanding and relationship building.
Formal training on generational differences should be provided to all officers at an upcoming officers forum. Although this study found all generations within the LFD to be similar, it also found that the generations are not nearly as accurate in their perceptions of the others. This is likely because, although they share many of the same values and beliefs, the generations may exhibit these differently. Increased knowledge regarding these issues will help to better define those few areas where the generations are different and provide some context for understanding and future company discussions. This training needs to take into consideration the fact that the LFD will soon be hiring its first members of the Linkster generation and include information and discussion regarding this generation as well.
Finally, the organization is encouraged to consider a member’s generation when composing new committees or special project teams and ensure all are represented to take advantage of the various strengths provided by each generation. This is especially true when considering the findings in regard to cuspers. It is suggested that at least one cusper is included on every team and it would be preferable to have at least one Generation Boomer/Generation X cusper and one Generation X/Generation Y cusper. Not only should this improve the efficiency of the committee or team but, by the generations working closely together with a defined goal, it should also help to increase understanding and change perceptions.
The department should monitor outcomes as these recommendations occur to verify progress toward a better understanding between members of the different generational groups. If no progress is noted once the perception barriers are decreased, it is likely the issues brought forward by the company officers are not due to generational differences or generational GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 49 perceptions at all but are rooted in some other area entirely. If this is the case, additional research needs to be completed to identify the problem.
Several interesting topics for future research surfaced during the course of this study, especially in regard to the cuspers. Why do cuspers make up such a high percentage of the LFD membership? Do cuspers have an innate advantage in the LFD hiring process? Are these findings consistent with other emergency service providers? Are the findings related to cuspers in management roles within the LFD consistent with other emergency service providers? A closer examination of any or all of these topics would help to continue to build the knowledge base in regard to generational issues.
GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 50
References
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Brophy, J. R. (2012). Understanding Y. Public Safety Communications, 78(6), 35-38.
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civilian noninstitutional population by age, sex, and race. Retrieved from
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Deal, J. J. (2007). Retiring the generation gap: How employees young and old can find common
ground. San Francisco, CA: Jossey-Bass.
Felton-Odom, S. R. (2011). An examination of the preferences for leadership style of firefighters
of different rank and generational cohort (Doctoral dissertation, Texas A&M University).
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content/uploads/2011/08/IB_11-11-508.pdf GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 51
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New York, NY: William Morrow and Company, Inc.
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GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 52
Appendix
Generational preference questionnaire
1. During which of the following age ranges were you born: a. 1946-1964 b. 1965-1980 c. 1981-1999
2. What is your current position title: a. Firefighter (FF, FFII, MFF, FM) b. Lieutenant c. Captain d. Chief Officer
3. I consider myself to be ‘technologically savvy’: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
4. I prefer to use any and all available technology whenever possible: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
5. I prefer to use goals to guide my personal and professional growth: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 53
6. I believe it’s important for members of the fire service to pursue formal advanced education (college level degrees): a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
The next 4 questions pertain to the type of communication style you prefer while at work and at home. Please read all 4 before you begin to answer the questions. It is OK to mark the same response on multiple questions if you feel the same about the different communication styles.
7. While at work and for the transfer of routine work-related information (in station – not at incident scenes), I prefer face to face communication over e-mail or text notifications: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
8. While at work and for the transfer of routine work-related information (in station – not at incident scenes), I prefer e-mail or text notifications over face to face communication: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
9. Outside of work and for the transfer of routine personal information, I prefer face to face communication over e-mail or text notifications: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 54
10. Outside of work and for the transfer of routine personal information, I prefer e-mail or text notifications over face to face communication: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
11. I believe the way a person dresses (type of uniform) is directly related with their level of professionalism: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
12. I believe the way a person looks (i.e. well groomed, neat appearance, clean shaven) is directly related with their level of professionalism: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
13. I believe the way a person acts (i.e. courteous, polite, etc.) is directly related with their level of professionalism: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
14. It is important to me that my job duties improve the lives of others: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 55
15. The overall quality of the organization that I work for is important to me: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
16. As long as I feel I am reasonably compensated for my work, I would rather work for a higher quality organization for a little less pay than to work for a lesser quality organization for a little more pay: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
17. When I started with the LFD, my expectation was that I would work my entire career for this organization: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
18. The time I spend away from work is more valuable to me than the time I spend at work: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
19. I am concerned, on a regular basis (at least weekly), with whether I (and my family) will have adequate shelter, food and clothing: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 56
20. I am concerned, on a regular basis (at least weekly), with my personal security and health (and that of my family): a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
21. It is important to me to maintain close friendships and strong family connections: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
22. It is important to me for others to value my personal and professional contributions: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
23. It is important to me to realize my utmost potential, ‘be all that I can be’: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
The next 5 questions pertain to the type of management structure you prefer to work in. Please read all 5 before you begin to answer the questions. It is OK to mark the same response on multiple questions if you feel the same about the different management styles.
24. I prefer to work for a supervisor who tells me what to do, when to do it and where to do it at: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree GENERATIONAL DIFFERENCES WITHIN THE LENEXA FIRE 57
25. I prefer to work for a supervisor who will show me how to do what they want done: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
26. I prefer to work for a supervisor who will help me to understand why something must be done: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
27. I prefer to work for a supervisor who will consult with me, ask for input and discuss possible solutions: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree
28. I prefer to work for a supervisor who will outline the broad scope of what they want accomplished and then allow me to complete the task in the way I desire, understanding that I will be held accountable for the results: a. Strongly Disagree b. Disagree c. Neutral d. Agree e. Strongly Agree