Table of Contents
Introduction
In theory, any individual that was born post-WWII (World War II)-which occurred between 1946 and 1964-is identified as baby boomer in the cultural setting (McCrindle 7). However, not every sociology scholar, institution, and system coincides with the aforesaid description of baby boomer. Baby boomers are generally associated with a denunciation or modification of traditionalistic values. However, this view is also refuted by many reviewers in regard to the magnitude of that denunciation. The latter group of reviewers notes the far-flung continuity of traditional values with older as well as younger generations.
On the contrary, Generation Y, which is also known as the 'millennial generation,' is descriptively used to refer to both the individuals born between the mid-1970s and early 2000s and the progenies of baby boomers (Howe & Strauss 425). People belonging to Generation Y are referred to as Echo Boomers because of the substantial growth in birth rates from the 1980s to the 1990s, and since many of them are offspring of baby boomers. However, some scholars shift the birth date for Y-ers to 1982, disputing those who argue that Generation Ys were born from the mid-1970s. Despite all the bickers, what is clearly not disputed is that Generation Y is the generation that came after baby boomers, otherwise known as 'Generation X.' There are features attributed to Generation X and Generation Y that can be categorized as advantages and disadvantages, as explained herein.
Advantages of Generation X and Generation Y
The Generation X mentality represents a shift from an economy dependent on manufacturing to that that depends on services. Therefore, Generation X is less likely to cause environmental pollution. The generation's service economy is enhanced by the wide use of computers with which the X-ers have grown (Zustiak, 192). In fact, modern technology is inherently part of their lives. This generation contributes greatly to the success of earlier generations by contributing its technology and services. For instance, as law organizations adapt new technological tools, Generation X has learned and adjusted to the challenge.
Unlike earlier generations, Generation X-ers work to live instead of living to work. Such people value fun at the work station and adopt a work hard-hard mentality. Generally, this implies that Generation X individuals work hard to improve their living style as well as the organizations that they work for. Equally, Generation X leaders usually incorporate wit and social games into tasks, as demonstrated by such companies as Google Inc. (Erickson 35).
Generation Y individuals are reasonably more knowledgeable and progressed than their parents. For instance, most Generation Y individuals have embraced the Internet and the activities perfected online, including online buying and social gaming. They also like checking the news on a daily basis and are more enlightened than their parents. When compared to earlier generations, Generation Y individuals have a unique advantage in that they are environmentally safe and they embrace the idea of recycling and reusing. Generation Y individuals are also respected for their willingness and practice of valuing work ethics. Besides, they respect knowledge.
Generation Y individuals are team-oriented. When they were younger, Generation Y individuals took part in sport teams and play, among other team-work activities. In other words, Generation Y individuals embrace teamwork and look for the input and confirmation or acknowledgement of others (Aprix 37). Besides, Generation Y individuals are loyal, devoted and want to be called in for participation any many activities. They are also devoted not to not want to commit the same mistakes as of earlier generation. Therefore, Generation Y individuals are surefooted, ambitious and success-oriented, which is beneficial individually and professionally. Generation Y individuals expect highly their employers and look for novel challenges and are not terrified to bring authority into question. However, Generation Y individuals are in need of significant work as well as a solid learning curve.
Disadvantages of Generation X and Generation Y
Generation X arose from two-income families-escalating divorce rates and a bumbling economy. During this generation's development, women joined the workforce in greater numbers and spawned an age of "lock-key" progenies. Generation X individuals developed during a period of time characterized by hard economic situations that profoundly influenced them as they started exploring working fields and developed the desire to turn overly self-sufficient as they attempted to accomplish tasks of their jobs (Aprix 22). As a result of their own and their parents' experiences, Generation X individuals do not particularly like authority; the rather have responsibility and plasticity in their workplace. This attribute may be injurious to the economy if misused. When relating with managers, Generation X individuals prefer a hands-off approach.
Generation Y individuals yearn for attention, which they demand forms of guidance or feedback. These individuals choose to be kept in the loop and want to be praised frequently. However, Generation Y individuals may greatly make use of mentors who are asked to help guide Y-ers to develop their careers. Besides, being over-demanding and unrealistic, the generation Y are financially irresponsible and spend their income arbitrarily on entertainment, travel and other recreational pursuits (Jennings 345). Although they may be fast in instantaneous decision-making, generation Y individuals are pretty impatient and are not likely to be motivated by long-term goals.