SAFETY MANAGEMENT Peer-Reviewed Safety in the MULTIGENERATIONAL WORKPLACE By Rona Smeak EVERY GENERATION seems to be skeptical of younger genera- many workplaces today that younger employees expect. However, tions. Socrates said, “Our youth now love luxury. They have bad previous generations attach a higher value to it. Significant his- manners, contempt for authority; they show disrespect for their torical events that may define a generational cohort vary greatly elders and love chatter in front of parents, chatter before com- depending on location, experience and age (Constanza, Badger, pany; gobble up their food and tyrannize their teachers” (Patty Fraser, et al., 2012). For example, the events of Sept. 11, 2001, may & Johnson, 1953). Today’s labor force includes four distinct gen- have affected an 18-year-old in New York more than a 13-year-old erational groups, with distinctly different attitudes, motivations in Florida despite both being part of the millennial generation. Eand priorities. The discussion surrounding these generational When reviewing the commonalities of the generations, re- differences is a highly researched topic; however, comparatively member that many personality types exist within these gener- little exists pertaining to the safety field. A significant portion ations (Taylor, 2015). One person may be the same genetic age of an OSH professional’s duties is dedicated to building a sound as another individual with similar life experiences. But because safety culture that all employees believe in and support. To do s/he grew up in a different region of the country, state or city, that, OSH professionals must understand the multigenerational that person would have developed different values and have a workforce: the strengths and weaknesses of each working gen- distinctly different personality. eration, their attitudes toward work or careers, and lastly, how Many researchers have adopted standard labels and time- to create an influential safety culture that utilizes and enhances frames for the various generations; however, substantial variation these generational differences. exists as to the beginning and end of each generation (Constan- In this article, the author takes a look at the generations that za, et al., 2012). To simplify this discussion, Table 1 (p. 24) delin- were predominant in the last century and utilizes the more eates the names, timelines and summary information for each common time frames, focusing on the groups that are, or may generation. The table includes the five most recent generations, still be, in the workforce and those that played a role in mentor- beginning with the Silent Generation. Although individuals in ing the current workforce. this group are primarily retired, this generation is included be- cause it was highly influential to future generations. The Generations Strauss and Howe (1991) define a generation as a group or Silent Generation (1925 to 1945) cohort sharing a point in history, a collective personality with Strauss and Howe (1991) define the Silent Generation as being similar lives and values shaped by historical life events or cir- born between 1925 and 1945. This generation’s primary life influ- cumstances. While discussing generational groups, understand ences were the financial disaster known as the Great Depression that these are broad snapshots in time (Quinn, 2010); genera- and World War II. Because of these shared experiences, members tional cohorts typically span 15 to 20 years (McCready, 2011). of this generation are often considered primarily conservative Significant events or cultural and disciplined, exercising fiscal restraint and using cash for pur- KEY TAKEAWAYS experiences share and influ- chases. This group prefers a formal, top-down chain of command •In today’s labor force, four ence generations; Jenkins and and typically makes decisions based on what was successful in distinct generational groups Swarbrick (2017) call these the past (Tolbize, 2008). They are authoritarian, governed by are working together, each with generational signposts. They rules and, in turn, respect authority, often told what to do with- distinctly different attitudes, also explain how significant out reservation (Miller, 2012). They are dedicated, loyal workers. motivations and priorities. generational events produce The Silent Generation has high regard for hierarchal organiza- •Knowing the various char- “life laws”: events that predate tional structures and developing interpersonal communication acteristics among these a generation but deposit a skills, and prefers consistency and conformity (Jenkins, 2019). generational groups can help lasting effect, whether social, OSH professionals understand economic or political, and Baby Boomers (1946 to 1964) workers’ motivations and com- often future generations take Most researchers agree that the historically significant genera- plexities and develop programs these changes for granted. For tion of baby boomers began in 1946, and was the immediate result to improve the overall safety example, maternity or paterni- of the post-World War II economic and job-related prosperity and culture of the organization. ty leave is a common benefit in optimism. Because of the size of this group, it has had an enor- 22 PSJ PROFESSIONAL SAFETY MAY 2020 assp.org Safety in the MULTIGENERATIONAL WORKPLACE By Rona Smeak mous impact on society and culture as the cohort moved through as entertainment media and became the first viewers of MTV, the various stages of life: childhood, education, career and retire- a music video channel. They were also the first generation -in ment. This group was raised by members of the Silent Generation troduced to video games, with Mangnavox, Atari, Coleco and to respect authority. However, the life experiences encountered by Nintendo launching home gaming consoles between 1972 and this cohort, such as the Vietnam War, civil rights movement, sex- 1977. This generation was the first to obtain immediate feed- ual revolution, and the Kennedy and King assassinations, caused back from these games (Wolf, 2007). Fiscally, this generation them to question authority (Karp, Fuller & Sirias, 2002). They also witnessed an economic recession in the 1970s; however, many witnessed technological expansions, the moon landings, develop- Gen Xers entered the workforce during an uptick in the stock ment of mainframe computers, and were raised to believe a solu- market. This uptick created a “greed is good” mentality, and tion to every problem exists (Tolbize, 2008). Because this cohort this generation began to focus on saving money and building lived in postwar optimism, a sense of opportunity was created, wealth. Members of this generation are known as independent which, in turn, resulted in hard work and competition. This group workers who value feedback. They are also the first generation also participated in the self-analysis and self-focus of the “me gen- to advocate for a balance between work and life. eration” of the 1970s (Twenge & Campbell, 2009). This group is described as loyal and driven workaholics who find it challenging Generation Y/Millennials (1981 to 1996) to balance private and work lives (Beaven, 2014). This group be- Members of Generation Y, or millennials, are the offspring lieves in “paying their dues” and expects to be recognized for their of the youngest baby boomers and the oldest Gen Xers. Because hard work and successes (Quinn, 2010). their parents were influenced by the self-admiration and self-ab- sorption of the 1970s “me decade,” this cohort was showered Generation X (1965 to 1980) with attention and praise to increase happiness and self-esteem. The generational group that followed the baby boomers, This generation was given trophies for participation and laud- first known as the “baby bust” generation because of its rela- ed for their individualism (Twenge & Campbell, 2009). This tively small size, is called Generation X (Coupland, 1991). This generation was born in the middle of the digital revolution and group is often referred to as Gen X, a term that will be used was the first generation whose entire life was impacted by cable for the remainder of this article. The common birth timeline media, personal computers and cellular technology. It is easy to for this cohort is 1965 to 1980. This group includes younger assume that millennials are more technically savvy than earlier children of younger members of the Silent Generation and generations and more willing to rely on technology. This gener- older children of older baby boomers. This group witnessed ation also became savvy shoppers and the source of a new and the economic recession and energy crisis of the 1970s. These essential marketing group, tweens (ages 8-12), whose spending financial issues forced many women to enter the workforce became a large section of the market (Martensen, 2007). Many to help with family income. Two-income families, along with adverse events impacted millennials: the first Gulf War, the Sept. the increase in single-parent families because of rising di- 11 attacks, the War on Terror, the Space Shuttle Challenger and vorce rates, saw many children returning home from school Columbia disasters, the Oklahoma City bombing and Columbine without a parent available. Children of this generation were High School massacre. Financially, they witnessed and were im- known as “latchkey children” because they often got them- pacted by the financial crisis that occurred in the new century, selves off to school and returned home