Sonia F. Kay,Ph.D, OTR/L
Nova Southeastern University
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Describe the characteristics of the 4 generational
cohorts in the world today.
Differentiate the behaviors of different generational
cohorts in response to technology, social participation,
communication, organizational hierarchy, and learning
style.
Apply knowledge of generational differences to
situations such as clinical fieldwork, managing
employees, and academic activities.
Develop pro-active strategies to prevent intergenerational conflict.
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If your fieldwork student told you that you that they
have to use a smartphone during work?
If your Boss tells you that you have to stay until
the work is done?
If a new graduate co-worker told you that there
is a better way to do therapy?
If the client took one look at you and asked for a
different therapist?
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Why should health professionals be
generationally competent?
Barnes,N.,Solis,K.,Arch, J. &Vigrass,B.,2012
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Occupational Therapy Practice Framework
(2008)
How is “generation” similar/different from
other person factors?
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Gender
Cultural
Religious
Nationality
Global practices regarding age
Life experience
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Each generation forms a “persona” based on
the events during their formative
years.(Strauss & Howe, 1991)
Political events at home and around the world
Socioeconomic conditions,
Technological advances
Demographics
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A generation can be defined as a given cohort
group, in which all members are born in a
limited span of consecutive years,
approximately 22 years, and whose
boundaries are fixed by peer personality.
( Strauss and Howe, 1991)
18%
31%
Traditional
Baby Boomer
Gen Xer
49%
Millenial
AOTA, 2010
Traditionalists
Baby Boomers
1920-1945
1946-1964
Birth Cohorts
22 years
Generation X
Millennial/Gen Y
1962-1983
1984-2002
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Economy- Depression; End of WW II
Family- Role oriented- male/female
Expectations clear
Communication- Polite, formal, one to one;
hand-written notes
Work- Directive leadership style, prefer clear
organizational hierarchy; loyalty to
organization; “put in the time”
Thinking- Conservative, rule oriented
Obedience more important than
individual thinking.Dedication
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Economy- Healthy post Vietnam war, sexual revolution,
walk on the moon, Woodstock
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Family- nuclear family
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Communication-open, direct, one to one,consensus
less formal
Work- Strong work ethic;
Self worth tied to work
Thinking
Value individualism & recognition
Developed new ways of doing things
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Economy- National recession, global competition
Family- “anti-child culture”; “Latch key”
kids; friends are family
Communication- blunt; bottom line,
Techno-literate
Work-Prefer to work alone; promotion based on
merit not time; dislike micro-management;
loyal to own career instead of institution
Thinking- Value self reliance; Knowledge is power
Accept diversity
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Economy- Thriving economy/now recession, global
Family- Close to parents, parents protective;
Friends are family. “Era of the child”
Communication-Technology driven; expectation
of immediate feedback; short
responses
Work- Prefer structure, guidance, mentoring, and
positive feedback. Work can be done anywhere.
Thinking- “Doing is more important than knowing”
Multitasking, Desires Work/Life balance
Trial and error learning
Value achievement
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Which cohort do you fit into ?
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Social Interaction
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Communication
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Use of technology
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Work Ethics-work/life balance
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Learning style
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Organizational Hierarchy
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Career goals
Traditionalists
Baby Boomer
Gen Xer
Millennial
Outlook
Hopeful
Optimistic
Skeptical
Positive
Work Ethic &
Values
Dedicated,
Loyal, civic
minded
Self fulfillment
Work is high
quality,
efficient
& innovative .
“Get it done”
Self reliance
with structure.
“What is next?”
Multitasking, goal
oriented
Leadership Style
Hierarchy
Consensus
Respect based
on competence
Consensus
Personal
Interaction
Formal
Less formal,
team player
Individual
Team
Communication
In person,
In writing
In person,
phone, email
Direct- email,
text
Email, Text
Feedback
Formal review
Performance
driven
Performance
Driven
Ongoing feedback
Motivation/
Reward
Recognition,
Title, Security
Money, title,
Recognition
Career freedom
and flexibility
Meaningful work;
flexible
Technology
Tech averse
Tech use
Technoliterate
Tech natives
 Prefer
to work in teams
 Embrace diversity
 Plan to stay with a job over the long term
 Process-driven, prefer face to face meetings
 Seek work/life balance
 Prefer to work alone
 Creative, out of the box problem solving
 Prefer structure and informality
 Prefer clear organizational hierarchy
Communication style
 Work ethic
 Organizational Hierarchy
 Social norms
 Professional Behavior
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http://www.youtube.com/watch?v=C504i9ys
GsY&feature=related
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What actions?
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What does each group bring to the table?
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Honesty/ Integrity/Vision
Fairness
Respect
Good Communication Skills
Competence/Problem Solving
Flexibility
(Arnsenault, 2004;Gentry et al.,2011;
Kouzes &Posner,
2010;Watt,2010)
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Respect
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Meaningful Work
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Flexibility
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Fairness
(Deal, 2007)
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What changes would you consider in your
workplace now that you know about
generational characteristics?
Mentoring, Reverse Mentoring
Flexible Hours
Site Rotations
Explicit Expectations
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Increase the engagement, excitement, and
effectiveness of any therapist functioning within a
multi-generational workforce.
Maximize the strengths of each individual no
matter what generation.
Foster the development of professional skills and
self motivated learning abilities that will support a
successful lifetime career.
Develop future leaders for occupational therapy.
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Respect and acceptance of differences;
acknowledgement of similarities
Knowledge of the strengths
of each generation
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Communication of “hidden” rules and
expectations
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Be open to change and adaptation, learn from
each other.
Student/Employee
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Understand the culture of your
program/workplace
Understand the expectations
of your professor/supervisor
Discuss your expectations
Dress appropriately for your
position/role
On time behavior
Socially appropriate
interactions
Seek opportunities to learn
and grow
Professor/Supervisor
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Explain what it takes to
learn/work under your
supervision
Train… Don’t complain
Establish clear ground rules
Give systematic, honest, and
constructive feedback
Listen to requests , require
proposal
Engage the
student/employee in
activities that have value
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What proactive steps do you think could
be used to improve generational
interactions at your workplace?
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Talent management-recruitment & retention.
Plan for the future of profession and future of
the employee.
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Prioritize career development.
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Transfer of knowledge.
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Elements of generational competence are essential
to “best practice” in healthcare as different
generational cohorts enter the healthcare
environment.
Focused educational activities that address
generational differences could prevent workplace
conflict and improve the patient/therapist
relationship.
As in any human interaction, respect and
acceptance are key.
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AOTA. (2010). 2010 Occupational Therapy Compensation and Workforce Study. Bethesda, MD: American
Occupational Therapy Association, Inc.
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AOTA. (2008). Occupational Therapy Practice Framework: Domain and Process (2nd Edition) Bethesda,
MD; American Occupational Therapy Association, Inc.
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AOTA. (2006) AOTA’s Centennial Vision. Retrieved from
http://www.aota.org/News/Centennial/Background/36516.aspx?FT=.pdf
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Arsenault, P. (2004). Validating generational differences: A legitimate diversity and leadership issue. Emerald, 25,
124-141.
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Deal, J. (2007). Retiring the generation gap. San Francisco,CA: Jossey-Bass.
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Gentry,W., Deal,J., Griggs, T., Mondore,S., & Cox, B. (2011). A comparison of generational differences in endorsement of leadership
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practices with actual leadership skill level. Consulting Psychology Journal: Practice and Research, 63(1), 39-49.
Kay,S.,Barnes,N.,Arch,J.,Solis,K.,&Vigrass, B. (April, 2012). Generational competence in MOT students.
Poster session presented at AOTA conference, Indianapolis, In.
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Kouzes, J., & Posner, B. (2010). The truth about leadership. San Francisco, CA: Jossey-Bass
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Strauss, W. & Howe, N. (1991).Generations: The history of America's future, 1584 to 2069. New York, NY: William Morrow
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Watt, D. (2010). Boomers, GenX and Gen Y all want the same things at work, a new study says. CA Magazine. Retrieved May 1, 2013
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www.camagazine.com/generations/default.aspx