Today everyone is discussing the generations of the future -Y,Z andA, while the most economically active people of the generation remain X. Little is said or written about them, but they are the ones who shape the future of the world economy and politics. About who the people of this generation are X, and how they differ from representatives of other generations, read our article.

The most active economically today are representatives of the so-called generationsX. It greatly influenced the formation modern business market conditions and has made an invaluable contribution to the development of the global economy. Representatives of Generation X have a unique value system that allows them to achieve high results in all areas of life.

The value system of representatives of generation X

This system is a set of behavioral and social attitudes that have developed under the influence of many factors. The system has a direct influence on a person’s opinion regarding certain phenomena and things that he encounters throughout his life. It is she who is the main guideline in the process of making important decisions. Changing the value system during life is possible, but it is extremely rare.

Due to the huge variety of values, they are usually divided into several main categories. Most often, researchers identify 2 types of values :

Value #1

Spiritual

This category is one of the fundamental ones. This includes all attitudes and ideals, under the influence of which an individual’s ideas about good, justice, beauty, goodness, evil, and so on are formed. It is on the set of spiritual values ​​that ideas about what is necessary and proper, preferences and desires, aspirations and attractions depend;

Value #2

Material

Material values ​​include consumer values ​​expressed in material form: basic necessities, private property, availability of goods and services.

Each person's final set of values ​​is individual and unique. It is quite difficult to take into account every element of this system. However, there are certain combinations of values ​​(gender, family, national, professional) that are inherent in representatives of certain “generations”.

Generation theory

For the first time, several scientists started talking about this theory in the first half of the 90s. According to this theory, approximately every 20 years a new generation of people is born whose value system is radically different from the value system of their parents or grandparents. The formation of the value system of a representative of each new generation actually ends by the age of 11-15, after which it is only supplemented and strengthened. Already at this age, you can notice the first differences: attitude towards other people, money, material and spiritual goods, style of consumption and behavior in general.

The calculation and description of “generations” begins with late XIX century. Each generation has its own unique values, which were formed under the influence of many factors. The activities of representatives of each generation provoked the creation of new conditions, which, in turn, began to influence the formation of the value system of the next generation.

The Lost Generation (1890 - 1900)

The first generation discussed in the mentioned theory are people born in 1890-1900. Characteristic of this era social inequality, stratification of society, disappointment in civilization, cultural decline and decadence. Representatives of the “lost generation” grew up and were formed under conditions of despotism and monarchism, and most important event of that era there was a global military conflict unprecedented before - First World War and the collapse of the imperialist state. As a response, representatives of the generation took an active part in revolutionary events, the formation modern states, creation of new ideas, development of science and new culture.

Winners (Greatest) (1901 - 1925)

According to various versions, representatives of this generation were born from 1901 to 1925. These people grew up in an era of global changes in the social and political world order. Bold ideas, new directions in science and technology, the strengthening of totalitarian and authoritarian societies - all this influenced the value system of representatives of the “generation of winners”. People born at this time were participants or witnesses of the Second World War, the creation of the UN, and the post-war restoration of world order.

Silent (1925 - 1945)

People born on the eve and during the Second World War (1925-1945) are usually called the “silent generation”. They had to grow and live in the post-war era, restore the destroyed economy and industry. The period of their activity saw the beginning of the Cold War, slow but steady economic growth, a gradual improvement in living conditions and quality of life, the absence of global upheavals, and the strengthening of power structures. However, these people had an extremely difficult childhood, which could not but leave an imprint on their entire lives.

Baby boom (ME) (1946 - 1964)

Representatives of the silent generation and the “winners” produced a huge number of children, resulting in a population explosion (1946-1964). The baby boom era marks the beginning of the sexual revolution, the rise of rock music and hippie culture. Authoritarian rulers no longer suited society, which often led to unrest and local conflicts. Demonstrations, rallies, public performances and protests became typical of this era.

At the same time, protest sentiments and narcissism begin to prevail. People of the “Me Generation” gave preference to self-realization, abandoning generally accepted social responsibility. This generation was one of the first to begin to say that the main thing in life is to have fun and change the world. Baby boomers actively promoted ideas of equality, non-violence, democracy and tolerance.

Generation X (1965 - 1979) (according to some researchers - according to 1982)

The socially active and freedom-loving baby boomers were replaced by representatives of Generation X, born from 1965 to 1979 (according to some researchers - 1982). In some cases, all children born before the 1990s and even 2000s are included here, but this is incorrect.

The formation of the “X” value system was influenced by: the war in Afghanistan, Chechen War, stagnation and fall of socialist regimes, the end of the Cold War, opening of borders, freedom of movement, globalization, the increase in the number of emigrants, the fall and subsequent rapid growth of the economy.

Representatives of the unknown became even more independent from the official authorities. However, in contrast to the worldview of the baby boomers, attempts to change the world have been replaced by the Xers’ absolute or partial indifference to what is happening in the political arena. Sexual relations outside marriage became the norm, as did the lack of religiosity and patriotism. Representatives of Generation X have become more likely to get divorced, but family values still play one of the primary roles for them.

These people are not used to stability. Before their eyes, the entire system of the world was changing radically, and they became accustomed to the difficulties associated with these changes. Infantilism and decadence are alien to them; they are active, smart, and can be called “punchy.” They rely only on themselves, always have a plan “B”, do not get lost in the face of difficulties and are ready for any difficult situations.

"X" changed the world beyond recognition. These people are characterized by high efficiency and productivity, they are persistent and diligent. For “X people,” career, level of education, and material wealth play an important role. They strive to be successful, but often do not look for new paths, but use long-proven routes.

Aigun KURBANOVA,
HR director at Relief company

People over 45 are professional and efficient, without unnecessary ambitions. Explain this to company management

Sometimes employers are afraid that subordinates will be older than the manager. But it's not scary! The main thing is to entrust older employees with suitable work that is not associated with high pace and constant stress. And there is always enough such work at the enterprise. For example, we have many employees in our company who are turning 50 this year. Just a year of anniversaries. And all these specialists work productively. Therefore, I am happy to hire people over 45 years old into my department. They are more efficient, reliable, professional, and at the same time they do not have excessive ambitions (like a university graduate who can’t do anything, but wants a lot). I can rely on such an employee, as I am sure that everything will be completed 100%. After all, he has both responsibility for the result and an unwillingness to lose his job. This is exactly what HR directors should explain to the company’s top managers.

Millennials (Y, YAYA) (early 80s - late 90s)

Most economic models and incentive systems were created specifically for Xers. Thanks to this, the HR director can quite quickly achieve an increase in labor productivity, using a “standard” set of motivators, both tangible and intangible.

“Xers” are used to achieving everything themselves. Career and life in general are unique for them. step-by-step strategy. First you need to graduate from school, then go to college or university, get a profession and “credentials”. After this, the newly minted specialist comes to the enterprise and starts from the “bottom” - working as line or junior office staff with the prospect of slow but sure career growth. “Xers” achieved (and still achieve) managerial or expert positions at the age of 30-40 years.

Employee motivation X

In most cases, rapid career growth is impossible for them. Representatives of the “Xers” try to “sell themselves” more profitably, but at the same time they understand that in order to implement such a plan they need to meet the stated price. Empty ambitions are rare for them; they know their worth well and demand adequate remuneration for their labors.

Material motivation plays a huge role in stimulating Generation X workers. Promotion by career ladder, obtaining new powers or responsibilities, solving assigned tasks, fulfilling the production plan - all this should be noted not only in the form of praise or recognition of merit from management, but also with quite tangible material rewards. The increase or bonus itself may even be insignificant, but it must be there.

The most in an effective way Non-material motivation for X employees is the opportunity to gain new knowledge and improve their skills. Courses, seminars, business trips, webinars - all this will be appreciated by representatives of generation X.

An equally important role is played by recognition of merit - public awards, provision of a personal workplace, personal benefits, and so on. An excellent way to recognize the merits of such an employee is to appoint him as a mentor who should be involved in training newcomers to the team. With this technique, the HR department can decide immediately 3 problems:

Problem #1

Increase mentor motivation

By appointing an employee as a “teacher,” management demonstrates its loyalty and trust, which in turn encourages the mentor to do his own work better;

Problem #2

Reduce newcomer adaptation time

It will be easier for a new employee to join the team and get involved in work processes if adaptation and training is carried out by an experienced employee, and not a representative of the personnel service;

Problem #3

Reduce the workload of the HR department

How to use X's human resources

The “Unknown Generation” was formed at the dawn of the era of media communications, when the Internet and other types of mobile communications were rare rather than the norm. For this reason, for many Xers, live communication and real human relationships are of fundamental value. They are not so dependent on social networks and the Internet in general, so their picture of the world is much more realistic than that of representatives Y and Z.

Characteristics of people from generation X

• have rich life experience,
• have a big work experience,
• have certain merits
• have a good education,
• diversified,
• tactful,
• sociable.

These people are most suitable for stable and responsible work that requires perseverance and a thorough approach.

X's are attentive to people and details, so they make excellent managers at all levels. Consistency and predictability of actions allows them to be appointed as managers of serious projects or developing business areas.

Thanks to their business acumen and ability to build working relationships, “X’s” can be safely sent for negotiations to other companies. They can be trusted to carry out serious projects with pre-planned results.

Disadvantages of employees X

Unlike people Y (YAYA), whose representatives are very ambitious, “Xers” can and will work hard. It was this generation that gave birth to the term “workaholism” - dependence on work. An unfulfilled project, failures at work, missed deadlines - all this is taken very seriously and painfully by them.

Excessive workload and responsibility provoke stressful situations that affect the moral and physical health of these individuals. For this reason, the "X's" in to a greater extent prone to nervous breakdowns, moral exhaustion and depression. Damage to physical health manifests itself in the form of headaches, decreased sexual activity, heart attacks, early heart attacks and strokes.

Such consequences can only be avoided by regularly alternating “work” and “rest” modes, creating comfortable working conditions and a favorable atmosphere in the team.

Test yourself

What are the 2 main types of values?

• gender and family;
• professional and national;
• spiritual and material.

What is the name of the generation born from 1946 to 1964?

• lost;
• baby boom;
• millennials.

Which generation is most active in the economy at the moment?

• Baby boom;

What makes Generation X different?

• high efficiency;
• reluctance to grow up;
• protest spirit, active participation in political and social life.

The main disadvantage of generation X is:

• inflated ambitions;
• exposure to stress;
• dependence modern technologies.

Generation - a group of people who were born in a certain period of time and were influenced by the same characteristics of upbringing and events, have similar values. We do not notice all these factors that act inconspicuously, but they are the ones who largely determine our behavior: how we build teams and resolve conflicts, communicate, develop, how and what we buy, how we set goals, what motivates us.

Sociologists distinguish generations X, Y and Z. After reading this article, you will learn which people should be classified as one or another of them, as well as what are the characteristics of each of these groups. Of course, it is only very conditionally possible to distinguish generations X, Y, Z. However, each of them has its own characteristic features by which they differ from each other. The XYZ generation theory is becoming very popular today. We invite readers to get to know her. Let's start with the most senior group, which is highlighted by the theory of generations.

Generation X

These are people born between 1965 and 1982. The term itself was proposed by Jane Deverson, a British researcher, as well as Charles Hamblett, a Hollywood reporter. The writer consolidated it in his work. Events that influenced - “Desert Storm”, the Afghan War, the beginning of the computer era, the First Chechen War. Sometimes people born in these years are already classified as generation Y, and sometimes even as generation Z (although the latter were not included in the project). The letter X sometimes brings together generations Y and Z.

Features of representatives of generation X

People X in the United States are usually called those who were born during the period of decline in the birth rate that followed the population explosion. In 1964, Jane Deverson conducted a study of British youth. It revealed that people belonging to this group are not religious, enter into intimate relationships before marriage, do not respect their parents, do not love the queen, and do not change their surname after marriage. Womans Own magazine refused to publish the results. Then Deverson went to Hollywood to publish a book with Charles Hamblett. He came up with the name "Generation X". Douglas Copeland, a Canadian writer, appreciated this catchy title. He included it in his book. Copeland's work is dedicated to the anxieties and fears of people who were born between 1960 and 1965.

Generation Y

Different people can be classified as this generation, based on different sources. Some argue that this is everyone born since the early 1980s. Others believe that the line should be drawn from 1983 to the end of the 1990s. And some also capture the early 2000s. Another option (perhaps the most convincing) is from 1983 to the end of the 1990s.

It should be noted that for this reason, 2 people who were born only 1-3 years apart can be classified as different generations. What seems more likely to be true is that even two people born on the same day can belong to different generations. It depends on the cultural context, growing up environment, technological, educational and social capabilities of these people.

Traits characteristic of generation Y

The term "Generation Y" was coined by a magazine called Advertising Age. The formation of the worldview of its representatives is believed to have been influenced by the collapse of the USSR, perestroika, terrorism, the dashing 90s, wars (in Chechnya, Iraq, etc.), the international financial crisis, unemployment and rising housing costs, pop culture, television, video hosting. and torrent trackers, the development of the Internet and mobile communications, social networks, computer technology, video games, meme and flash mob culture, the evolution of devices, online communication, etc.

The main thing that can characterize this generation is its involvement in digital technologies, as well as the philosophical paradigm of the millennium (new millennium). In addition, it is characterized by a new round of division into conservative and liberal views. Perhaps most important is the desire to delay the transition of its representatives into adulthood, which in fact is the concept of eternal youth (not without depressive interludes).

Today in sociology there is an acute question about what should be considered adulthood. Larry Nelson suggested that representatives of Generation Y, due to the negative example of their predecessors, are in no hurry to take on the responsibilities of adulthood. This, on the one hand, is truthful and logical. However, on the other hand, this does not take into account the fact that people Y already have different brains. Evgenia Shamis suggested that generation Y does not and cannot have heroes, but there are idols, and subsequently representatives of this generation will become heroes for new ones. Also, people belonging to Y have a special attitude towards corporate culture. They expect benefits and results from work, prefer a flexible schedule, strive to adjust their working conditions to suit their life, etc. They realized that life is diverse and beautiful, and hierarchy is a convention.

Generation Z

Until recently, Generation Y also included people born before the early 2000s. And only now, after a series of studies, many university journalists and professors, realizing the discordance of the “generation tree,” began to understand that it is incorrect to unite today’s twenty- and thirty-year-olds into one group, since significant differences between them are visible.

Generation Z are people who were born in the early 1990s and 2000s. It is believed that their social and philosophical worldview was influenced by the global economic crisis, the development of mobile technologies, and Web 2.0. Its representatives are considered children of generation X, and sometimes Y.

The fundamental property of the new generation

The fundamental property of the new generation is that it has high technology in its blood. It treats them on a completely different level than even representatives of Y. This generation was born in the era of postmodernism and globalization. It has accumulated the features of predecessors close in time, as well as features that we already feel, but are not yet able to accurately formulate. It will be easier for us to do this in 10-20 years. However " building material"are denial of hierarchy, arrogance, narcissism and selfishness.

Possible scenarios for generation Z

It is still not easy to look beyond the horizon in order to understand why human evolution needs these qualities. It is likely that they will begin to serve something that is not fully understood even by today's thirty-year-olds. At present, we can only make timid assumptions that, having suffered from illnesses, this generation, accused of narcissism and selfishness, will take steps towards a balanced lifestyle of the future. It is characterized by work for social benefit and creative pleasure, the creation of a family out of personal feelings, and not because being alone is considered indecent in society, the decision to have a child not in order to avoid loneliness in old age, but in order to convey life values ​​to him. Negative scenarios are also possible for generation Z.

Only time can clarify many things. After all, the oldest representatives of this generation are barely 18 years old. However, they already have a bad reputation. Marketing companies and the media declared that this generation is “screen addicted” and their attention span is very poor. The salvation of the world and the need to correct the mistakes of the past are also placed on their shoulders.

Note that the theory of generations often does not have sufficient scientific accuracy, and research in this area is a confusing process. This also applies to recent scientific articles. Many recent studies on generational theory are full of stereotypes and prejudices. Gen Zers do not deserve to be treated this unfairly. Already, this group makes up about a quarter of the population, and by 2020, about 40% of consumers will come from it. Therefore, it is critical for companies to understand this generation.

"Eight Second Filters"

If you believe recent research, it can be noted that Generation Z's attention span has decreased to 8 seconds. They can't focus on anything else long time. However, it would be more correct to talk about “eight-second filters.” Representatives of this generation grew up in a world in which the possibilities are simply endless, but there is not enough time for everything. That is why they have adapted to the need to evaluate and sift through enormous amounts of information very quickly. IN mobile applications and the Internet, they rely on sections and tabs where the most recent and popular content is collected.

Following curators

Representatives of this generation follow the curators. They trust them to try to figure out where the most relevant information and the best entertainment is. All of these tools are necessary for Generation Z to reduce the potential choice from a multitude of options.

However, if this group has deemed something worthy of their attention, they can become dedicated and very focused. The Internet in their era made it possible to study any topic in depth and learn a lot from like-minded people.

This generation's radar is set to find something worth their time. To gain their attention and overcome these filters, you need to provide experiences that are immediately rewarding and highly engaging.

Social interactions

Generation Z is often portrayed in the media as a group of socially inept internet dwellers. Older people cannot understand why young people spend so much time online. However, in reality, this generation is under enormous pressure to manage both professionally and in order to be able to fit into reality and stand out at the same time.

Social media influence

Generation Z on personal level strives to be immediately accepted and approved through social media. This is where important conversations take place and where their peers are located. With the help of social media, they manage multiple personalities in order to be able to satisfy each of the audiences, as well as reduce the risk of conflict.

Generation Z, on a professional level, is very attentive to the negative stereotypes that haunt Generation Y. Its representatives strive to stand out by their ability to survive and work hard offline.

Generation Z is caught between two forces: they need social media to build personal brands, but they don’t want social media to define who they really are. Those who belong to Generation Z strive for social approval, but do not want to be differentiated in terms of profession.

Entrepreneurial spirit

Generation Z has also been dubbed the “entrepreneurial generation” by the media. At the same time, the desire of their representatives to build their own startups is emphasized, and not to be immersed in corporate routine. Although this generation values ​​self-employment, many people in Group Z tend to be risk-averse. They are pragmatic and practical. The entrepreneurial spirit they supposedly possess is more of a survival mechanism than an idealistic pursuit of wealth or status.

While Generation Y has often been criticized for not being focused enough, Gen Z wants to plan long term. Parents belonging to X (individualists who rely on themselves) influenced them greatly. They want to avoid the mistakes made by their Group Y predecessors.

To relieve their inherent anxiety, they want to find work in growing fields that are not heavily automated: medicine, education, sales, etc. At the same time, they are developing fallback options in order to apply them if the labor market will change quickly.

The truth is in the middle

Society tends to either criticize youth for doing things differently or romanticize it. However, in reality, Zorro Generation (Z) falls somewhere in the middle. Its representatives face problems that arise at a certain stage in life for everyone: separation from parents, starting a career, forming a personal identity. However, they have to do this in a fast-paced technological era.

So, you have briefly become acquainted with such an interesting topic as the theory of generations. In Russia, its adaptation was carried out in 2003-2004. a team led by Evgenia Shamis. This theory itself originated in the USA. Its authors are considered to be William Strauss and Neil Howe. In 1991, the Howe-Strauss theory of generations was created.

Material from the site

Generation Y emergence time

Generation Y, or as it is also called generation Millennium– these are people who were born between 1981 and 2003. It must be said that in different countries Depending on political, economic, social conditions, the reference date for this generation changes. So, if in the United States generation Y includes people born in 1981, then in Russia the time of the “Greeks” began later, in 1984, after the collapse of the USSR with the beginning of perestroika.

The main events that shaped the values ​​of generation Y in Russia: - the collapse of the USSR;
- terrorist attacks and military conflicts;
- increasing consumption of alcohol and drugs by the country's population, and especially young people;
- development of digital technologies, Internet.

Generation Y values

Generation Y in business

Young people under 30 are the largest audience among young businessmen, founders or participants of new projects, and simply people who work for themselves (freelancers). There are several reasons for this love for “free swimming”:
1) The emergence of a market economy during their childhood. Future entrepreneurs observe the picture of business development from early years and adapt to these realities. Naturally, the legislation of the new country played an equally significant role, where any methods of making money that are not prohibited are allowed. Therefore, the conclusion: generation Y is a product of new times.
2) Reluctance to work in teams and companies where the rules of the “old regime” apply. It is psychologically uncomfortable for young people to work in a team with the older generation, who live according to their own values. And it is not easy to work under leaders who held administrative positions during the “building of communism.” The point here is not even a generational conflict. It's simple different people, with different values, different worldviews and different views. As a result, it turns out that young employees prefer either to work in a team of their peers (which is about 80% of the total number of vacant jobs) or to start their own business, choosing their own assistants and partners.

Self-realization and development of the new generation

As a result, we can form the following picture of the vision of Generation Y:
1) They are not tied to one workplace. They believe that regularly changing jobs is in the order of things. The main thing is to develop yourself as a specialist, and in which companies it doesn’t matter, your career does not depend on the employer. Naturally, employers also understand this state of affairs. Ultimately, in order to get a job, young specialist he must thoroughly prove that he needs this job (long-term selection of candidates for a vacant position, fairly long internships and practice before official employment, slow salary growth in the first years of work, etc.). Young workers themselves believe that this is an infringement of their working rights, but in fact this is only an adequate reaction to the excessive “career mobility” of Generation Y.
2) They are not even attached to their own business. The love of freedom, the ability to manage their personal time and independence are the reasons that Generation Y chooses this type of business as project work.
This is self-employment, which has a start time and an end time when the final goal is achieved and the finished product can be offered on the market. Large corporations and other companies also see their benefit in this: young professionals do not want to work for them, sitting in an office and adhering to corporate rules, but they want to sell the results of their activities to these companies. The latter, in turn, do not mind receiving a finished product, in which they do not need to invest money and spend their own reserves to achieve the goal.
3) Generation Y has become the “pioneers” of such a type of employment that is so specific to the older generation as remote work or freelancing. If a young specialist is given a choice about how to work: on a flexible schedule or remotely, preferences are divided approximately 50:50, depending on the specifics of the work and the life circumstances of the young specialist.

Literature and links

1. “Demoskon Weekly” No. 381, E. Mitrofanova “The history of the emergence of the theory of generations”
2. Natalya Sokolova “Generation Igrek” “Profile” No. 34 (685).
3. Announcement of the magazine “HR Management”, October 2007
4. Subscription to the HR Management magazine at the E-xecutive Kiosk
5. E. Shamis, A. Antipov “Theory of Generations”

This is a preliminary encyclopedic article on this topic. You can contribute to the development of the project by improving and expanding the text of the publication in accordance with the rules of the project. You can find the user manual

Generation Y is constantly joining the ranks of employees of organizations. How to manage freedom-loving people who almost always measure the world through the prism of high expectations, read the article.

From the article you will learn:

What kind of work does generation Y choose?

Yers are very different from Xers and Baby Boomers. To manage players, you need to understand, realize how to attract them, retain them and motivate them. It is necessary to determine which values ​​come first. It is important to consider that the theory of Neil Howe and William Strauss is still not losing ground. Managers are required to take into account the characteristics of all specialists.

Download documents on the topic:

Download documents on the topic:

Hays conducted research into the profile of players, taking into account their views on Generation Y's motivation, aspirations, future plans and careers. The results of a large-scale survey of thousands of Generation Y respondents, born between 1983 and 1995, living in Russia, helped answer the questions of interest.

Generation Y today makes up about 21% of humanity.

According to forecasts presented by leading experts, by 2025 there will be up to 75% of the world's workforce. In Russia on this moment working for full time half are between the ages of 18 and 30. This is a large indicator when compared with other countries where no more than 40-41% of young specialists are officially employed in organizations. Therefore, we can conclude that almost all representatives of Y in Russia choose full-time rather than part-time employment.

About 11% of representatives of generation Y admitted that they work for less than full time, but they only choose part-time. 44% of participants had more than three years of work experience. As a rule, they work in sales, banking, consulting, and manufacturing. A relatively small percentage of respondents work in part-time mode.

What Generation Y considers when choosing a job

Generation Y employees are selective - they strive to develop and move forward. It is for this reason that they try to choose positions that correspond to their ideas about the ideal job. In general, we can highlight the basic principles that they follow.

Generation Y values

Players want to travel and take part in major international projects. Young employees prefer work with an international background. At the same time, 93% of players those finding employment in the Russian Federation, show interest in transnational projects. At that time, worldwide this figure reached only 78%.

The international status of work is manifested in different planes:

1. 37% of people dream of living and working in Russia, making only short-term business trips abroad;
2. 7% prefer to work exclusively within their own country.

Gamers in China think similarly. Young professionals strive to broaden their horizons, make business trips to travel, get acquainted with the history and traditions of other countries. Only a small percentage of young people choose jobs that have nothing to do with business travel.

The new generation Y are employees who are able to get satisfaction from work, but provided that they have a decent salary and interesting functionality. 65% of respondents note that they consider the financial factor to be the main condition. But they noted that remuneration cannot be at the expense of interesting work activity.

The work must be not only interesting and exciting, but also varied. We can safely say that the players do not perceive monotony. Young professionals want creatively approach tasks, realize that they are valued and their merits are recognized.

Characteristics of Generation Y

The characteristic features of representatives of generation Y are:

in an effort to find an interesting job, while more than 72% of specialists put functionality first;

in the desire to get a position with a flexible work schedule, a pleasant environment;

the opportunity to move up the career ladder, rather than linger in one position;

the need to work under the leadership of a fair manager.

The characteristic features of generation Y also mean taking into account personal qualities manuals. It considers that this will be an experienced and fair manager who sets tasks correctly and knows how to distribute responsibilities and responsibility between employees. 51% of players want to work under a clear leader who can give clear instructions. This desire contradicts players from other countries, who see the leader in a different light when choosing manager-mentors.

The YGs were born at the beginning of perestroika, when the USSR collapsed, and then the theory of Generation Y appeared. Representatives of the Millennium, Echo Boomers and Next are characterized by involvement in digital technologies. Ygrek is a generation that has no heroes, but has idols. Self-expression is important to him. Young people express themselves in corporate culture organizations work harmoniously as a team. But they put their life first, so they prefer to look for a job whose conditions they like and do not disturb their usual way of life.

The Greeks are ardent fighters for justice. Quality is clearly manifested in the attitude of young people towards their superiors. More than 50% of respondents named fairness as a leader's main factor. Representatives of Y in Russia do not know how long they want to stay in their first job. But a third of the respondents say that they want to work with their first employer for about two years. About 6% of respondents claim that to gain experience it is enough to work for only six months. More than 50% cannot name the timing, but believe that within working career will change at least six employers.

The players are eager to open their own business so they can work for themselves. The main focus is on entrepreneurship. About 11% of specialists managed to open their own companies. As successful development careers they see as expanding a small business.

Y are active users of social networks. Young professionals believe that simple and affordable way organize communication within the organization - use the instant messaging system. A mobile phone is called a means of communication.

How to attract, retain and motivate generation Y professionals

According to Hays experts, in order for specialists to remain in an organization for a long time, they need to be interested.

All working conditions and personal capabilities are explained when applying for a vacancy. The motivation and retention system is quite simple. A materialistic picture, the opportunity to develop and learn, to see goals and ways to solve them are the basic needs of Y.

Generation Y: how to work with them

If we consider how to work with generation Y, it can be noted that it is impossible to retain players only with high salaries. About the employees of the game, characteristic features and Olga Emelyanova, ex-leading specialist of the Grossnab Group of Companies (Ekaterinburg), spoke about how to work with them.

Our organization has reached international level. Therefore, it was necessary to develop markets and regions. In order for employees to complete this task, it is necessary to increase their involvement and motivation, as well as encourage them to produce better results than before. We analyzed the personnel composition and saw that mostly employees are representatives of Y. Their age range is from 25 to 33 years. Therefore, you need to choose methods that will work on them. To do this, the characteristics of generation Y, the worldview of specialists, thinking, and attitude to work must be taken into account. We use a game format, short-term goals, evaluation systems, and clear rewards. We decided that we would create a game that would captivate workers and lead to better results.

The essence of the game: the team needs to climb to the top of a high mountain, completing levels

They took the popular game “Mario” as a basis. That was the name of the main character. His task is to quickly find where the mushrooms are hidden, catch them and collect them. As soon as the hero collects everything, he goes to new level. The game has the same principle. The only heroes are the company employees. Their main task is to get at least six mushrooms. Then the organization will move to high level. There are four levels in total. Therefore, you need to go through everything to collect 24 mushrooms. Only in this case will the team reach the top of the mountain.

The goal of the workers is to conquer the top by all means. It is not the team itself that moves from level to level, but a balloon that delivers it there. We imagine that company employees located in the basket. All the people on the team are in the same basket, not in different ones, otherwise they would compete with each other.

In this case, each unit takes part in solving a specific task that must be completed in order to pick up the mushroom. For example, you need to win a tender. Supplies also help department employees. They process applications and carry out preliminary purchases. Lawyers are also involved, who check the contract, as well as accountants. Department specialists act as a team and everyone sees the result.

Having developed game, do not leave only virtual rewards for achievements at work. Be sure to include real benefits so that employees who belong to generation Y do not lose interest in the game. Try to summarize results at short intervals, for example, every quarter. Reward employees whenever they complete tasks.

We live in the 21st century - the century of high technology and rapid development. The world around us is changing, and transformations are affecting all areas of our society. Some people strive to keep up with innovations, while others, on the contrary, adhere to a conservative position. What behavioral strategy a person chooses in changing conditions often depends not only on personal beliefs, but also on factors such as social environment, upbringing, and generational affiliation.

The problem of “fathers and sons” has existed in our world for a long time, and the issue of mutual understanding between generations is regularly raised in various literature, both artistic and scientific. And in modern world The gap between generations is becoming more and more noticeable, as the conditions under which representatives of different generations grow up and are brought up are radically changing. This undoubtedly has a significant impact on their values ​​and attitudes: people’s thinking, lifestyle, and people’s attitude towards rest and work changes.

Many argue that representatives of different generations have difficulty understanding each other, because they grew up in radically different conditions. It is believed that the younger generation, which is now entering the labor market, has different work values, different job requirements and different expectations.

But do different generations really differ significantly from each other when it comes to work values? Let's answer this question by considering modern research on this topic.

X, Y, Z - who are they?

In 1991, American scientists Neil Howe and William Strauss published a book on the theory of generations, in which they described their ideas that approximately every 20 years a generational change occurs in the world, people with new values, a new mindset, who have different life trajectories.

IN Lately generational theory has gained popularity, and we can often hear references to generations X, Y and Z, who are currently the most active workers and consumers of economic goods and services.

What are these generations? What makes them different from each other? Let's try to figure it out.

Defining generational boundaries is not an easy task. Some scientists establish them based only on time periods, that is, starting from the year of birth, someone focuses on similar values ​​and attitudes, common conditions of upbringing. It is worth noting that the process of determining generations is greatly influenced by social, cultural and economic conditions, which can vary greatly in different countries. Any turning point that affects the process of social development can occur in different countries with a difference of decades. For example, the wide spread of the Internet occurred in America in the 90s of the last century, and in our country it began only in the new millennium. It is obvious that such significant events have an impact on the development of society and draw boundaries between generations.

Thus, the boundaries of generations X, Y and Z are not defined stably and vary somewhat depending on countries and the approaches of scientists. So, let’s determine the main characteristics of representatives of generations X, Y, Z.

GenerationX is the generation of people born after 1965. The upper limit of the generation varies among different authors, some scholars set it at 1976, others say 1980 or 1984.

American scientists speak of the people of this era as “ lost generation" At that time, the “era of divorce” had begun in America, and this family event had a great impact on many people. In Russia, members of Generation X came of age during the years of perestroika, and this era had an important impact on the formation of personalities. Generation X is characterized by a high level of skepticism, social and political indifference, and lack of initiative, but at the same time, they are a very educated and literate generation. Compared to the previous generation, which was accustomed to working together, Xers are focused on hard work and individual success. They are accustomed to building their career throughout their lives, gradually moving in the chosen direction.

GenerationY, also called the online generation or the millennial generation, were born from approximately 1985 to 1995. A characteristic feature of this generation can be called the widespread use of the Internet, pop culture, and mobile communications during their growing up period, which had a great influence on their values ​​and attitudes. Greeks are used to being constantly in touch; communication, collaboration, and cooperation are important to them. They are not ready to spend their whole lives in one place, they strive for variety of work, therefore they are ready for training and retraining throughout their lives. Players are characterized by greater flexibility, they quickly adapt to changing conditions, but at the same time, they change the conditions themselves, they are ready to dictate their own rules if they see what it will bring great benefit and will increase efficiency.

There are other points of view, some argue that players are accustomed to consuming: information, pop culture, products. They do not strive to start working, do not want to grow up, they are characterized by the “concept of eternal youth” and constant narcissism.

GenerationZ– these are people born between 1995 and 2010. Now representatives of this generation have not yet entered the labor market, so it is still difficult to talk about their work attitudes and values, but some can be noted characteristics. Representatives of Generation Z grew up surrounded by modern technologies; they are less sociable than the previous generation and are more focused on themselves and their own world. Because of this, some scientists call this generation “Generation MeMeMe,” emphasizing their focus on their own thoughts and feelings, rather than on other people. Due to the development of electronic technology, the Zetas are accustomed to visual perception of information. This suggests that over time, new ways of learning and new work technologies will appear on the market, which will be brought by representatives of Generation Z.

Let us note once again that the boundaries of generations are conditional, so, for example, a person born in 1995 will be closer to someone born in 1994, that is, a representative of another generation, than to someone born in 2005, a representative of his generation. Therefore, scientists note that the boundaries are calculated with the assumption of +- 3 years, and for people at the junction of generations, the characteristics of both are often characteristic.

Comparison of work values

Many domestic and foreign sociologists have studied labor values ​​in the modern world, but it is worth noting that none of them divided the population under study into generations X, Y and Z, perhaps because such a division is very arbitrary. In addition, there is a problem of lack of information about the work values ​​of generation Z. The fact is that at the moment representatives of generation Z are from 5 to 20 years old, and mass surveys usually cover the population from 18 years old, which is why there is no relevant information about work values ​​yet and beliefs of this generation. Therefore, we will determine the differences in the labor values ​​of generations X and Y.

So, let’s look at what work values ​​are typical for representatives of Generation X.

According to research by V.S. Maguna, for representatives of this generation, the main labor value is good earnings. Besides, great value represent the interest of the job and the reliability of the place of work. Other researchers also confirm that high earnings occupy a dominant position in the pyramid of labor values.

Is it possible to say that commercialism is the main trait of the X's? I think that such conclusions will be hasty and unfounded. A.N. Demin argues that in the minds of Generation X, the prestige of work is invariably associated with high wages. Money is not an end in itself, it serves as a means to satisfy needs and is instrumental in nature, helping to achieve high position in society.

In general, it can be assumed that the desire for financial well-being and the desire for a reliable job may be a consequence of the changes taking place in the country in the 90s. The transition to a market economy, the instability of the economic situation in the country, the 1998 crisis - these events could have a significant impact on people’s work attitudes.

In addition to the above values, common responses about important characteristics of a job include: the opportunity to contribute to society, the ability to manage one's own time, and the desire to match the job to one's competency level. We can say that by the end of the 90s, a transformation was taking place in the consciousness of Russians, which was a consequence of the transformation of society. People are becoming freer, they want to have more independence and space for action, in addition, they want to benefit not only themselves and their family, but also other people. In society, previous boundaries are being destroyed and restrictions are being lifted. If earlier, in Soviet times, earning too much was considered suspicious, and starting one’s own business was condemned by society, now work becomes free from conventions and strict rules. Naturally, in such conditions people strive for greater realization of their capabilities and want to earn as much as their level of knowledge and skills allows.

Carol Zhurkiewicz says opportunity is important to Generation X personal growth. However, domestic researchers do not confirm this. This difference can be explained by the fact that societies develop at different rates, so labor factors that were important in America 10 years ago are only becoming important in our country now.

Do the work values ​​of Generation X coincide with the values ​​of their “followers,” Generation Y?

Good wages also remain top priority for the generation of players. The positions following this are an opportunity career growth and the possibility of self-realization, which was not in the responses of the X-generation. Work continues to be perceived by people as a means of achieving success, a path to taking a worthy position in society. But now not only material wealth plays an important role, but also other components of work - self-realization, position in society.

In addition to wages and self-realization, the generation of players places high demands on the quality of work: they need good conditions work, social guarantees, work ethic.

This is a significant difference from the previous generation, whose representatives did not list these values ​​as priorities. This means that the labor values ​​of the Y generation, which were formed in completely different economic and political conditions than the values ​​of the Xers, are to some extent different from each other. The new generation is developing positive attitudes towards work, they are ready to work, improve their knowledge and implement their skills, this predetermines high expectations for decent wages and high-quality working conditions.

But can we say with confidence that differences in the work values ​​of different generations really exist?

I believe there are no such guarantees, since differences in responses may be due to differences in information collection methods, such as differences in questions.

In order to avoid this inaccuracy, let us turn to the study “Youth new Russia: lifestyle and value priorities”, conducted in 2007 and covering representatives of two generations: young people aged 17 to 26 years and the older generation from 40 to 60 years.

Let's compare the answers of representatives of two generations to one question: “What requirements should a job meet that could suit you?”

The most popular answers among representatives of generation X are the following (the sum of the answers exceeds 100%, since it was possible to select an unlimited number of answers): well-paid job (87.2%), interesting for me (60.0%), with good working conditions ( 42.4%). The least important were career opportunities and prestige.

For representatives of the Gamer generation, the answers were distributed in a very similar way: good pay (84.9%), interesting job(63.5%), good working conditions (29.0%). At the same time, the least popular answer for this generation is non-tiring work.

It is noteworthy that the top of the hierarchy of values ​​is the same for representatives of two generations, although percentage The answers vary somewhat. However, it is noticeable that other values ​​differ in importance for representatives of different generations. Thus, representatives of the Y generation have a greater focus on professional growth and a desire for creativity in the profession, while Xers want to be useful in society, but at the same time they want work to leave more free time, and do not strive for career growth.

It is difficult to say whether such differences are caused precisely by belonging to different generations, that is, by the conditions of upbringing and socialization, or whether they depend only on age. Naturally, by the age of 50, a person has most likely already moved up the career ladder and achieved a high position if he aspired to it. Therefore, this area ceases to be a priority for him, and other values ​​come first, such as free time to spend with his family. The younger generation has unfulfilled ambitions, so they strive for promotion and career growth.

conclusions

So, generations X, Y, Z do not have clearly defined boundaries, but differ from each other in their upbringing, values, and perception of the world.

The work values ​​of generation Z have currently been practically not measured by scientists, since this generation is mainly still receiving education and has not entered the labor market as active workers and consumers. Measuring the work values ​​of this generation seems important task for modern sociologists, since they will soon become the main workforce of the country.

The main labor value for both generation X and generation Y continues to be high wage, however, this is rather not an end in itself, but a means to achieve other goals, such as prestige, respect in society.

The work values ​​of generations X and Y are somewhat different; the players strive for self-realization through a profession, for more creative work In addition, they claim good working conditions, but for Xers it is important to have more freedom.

It is important to note that the topic is not well researched at the moment, but it has great value. The world is changing, the labor market is transforming, and it is necessary to take into account the needs and demands of younger generations in order for work to be more effective and the potential of younger generations to be realized in work.

Infographics: Natalya Sidorova

Photo source: http://www.atlantarealestateforum.com/wp-content/photos/2010/08/three-generations.jpg