How To Think Like An X, Y Or W – The Post Baby Boomer Revolution
We all make decisions that we think are unique to us, but we actually make them based on generational thinking.
Demographic studies, statistical studies of the population, show that people born during similar periods share common beliefs, mores, expectations, and habits to work and expenses.
Using this philosophy of categorization, we understand why some people find a branded product a must, while others believe it stops; and why some consider the hierarchical structure of reporting in the workplace to be an imperative, while others consider it strange and counterproductive.
The 3665631 baby boomer, born between 1945 and 1962 after World War II, is well documented and debated, but since this famous group there have been many demographic eras, each with a new emphasis on the landscape of employment and marketing.
Generation X was born between 1965 and 1980, and is now between 25 and 40 years old. Raised on television, Pacman and personal computers, these 3,593,078 post-baby boomers grew up in the 1970s and 1980s, when Australia entered a greedy phase they didn’t want to repeat.
Generation X members are little loyal to organizations, but loyal to their careers, which they consider to be portable and advanced, working with different organizations. Their desire is to work on complex projects and to be guided by good leaders who are open to all, cooperate and can create close-knit teams. Generation X members typically stay in the organization for three to five years.
From a marketing point of view, this group is characterized by technology, skepticism about advertising statements and interest in personal style rather than price tags.
Generation Ers, also known as network generals, millennials, digital Aborigines, ultrasonic boomers, is 393,5092 Australians born between 1978 and 1994.
According to Peter Sheehan, author of Generation Y: Prosperity and Survival, Generation Y “is inherently opposed to the technologies that are flowing through their veins; little respect for the age-old pattern of marriage, 2.5 children and life with the same employer, and they are obsessed with the pace.
From the point of view of marketers, they care about money and brands, spend money on DVDs, mobile phones and iPods, so advertisers and high-tech manufacturers turn to them to attract them.
They differ from previous generations in that they grew up in two- and single-parent families, as they already had significant financial responsibility and were deeply involved in family purchases, which are an integral part of the decision-making and buying process.
They are also silver, ready to spend a lot of money, which is very cynical about traditional advertising methods and can overcome the hype and tactics.
From an employer’s point of view, millennials are less motivated by money than by personal satisfaction – not because they don’t want money, but because they’re a given. The traditional principle: to start from the bottom and to move to the top is not the philosophy they follow, preferring to go straight to the top, while keeping their relaxed lifestyle on the list of priorities.
They may also change employers more often, on average every two to three years, in search of new opportunities and challenges. This does not mean that they do not work hard and do not give 100%, but in exchange for their loyalty and 10-12 hours a day they can ask for a two-month vacation, a long weekend or time. Free, and if you do. I agree, you’re going to lose them.
Millennials know what they want, and are willing to take the risk to get it.
The most recently identified demographic group is millennials, which includes 3,309,696 Australians born between 1980 and today, also known as Generation W.
This emerging new group (with data covering millennials) is ambitious, purposeful and willing to work hard to achieve great goals and believe that Generations X and Y were addicted and promiscuous. According to a recent study, the three most important things in this group are drug abandonment, healthy eating and virginity.
Like millennials (with whom they intersect in chronological order), they are well versed in technology, the Internet and text messages and see them as an integral part of their lives and lifestyles, not just luxury.
As employees they want to work in ethical companies that achieve not only the company’s ambitions, but also the general well-being of the company, and which are easily transferred from one employer to another.
These generations of demographic change are constantly changing our society, our values and our jobs. What was true of baby boomers is now the opposite of what is true of Generation W. None of the generation groups is more correct, it is more about understanding the fundamental beliefs of a person or group. In front of you and the correct expression of your intentions.
Morris Miselowski, Futurist Guru: Your Eye On The Future, a world-renowned in-demand speaker and consultant who is incredibly accurate in his ability to predict profitable business trends long before they materialize.
Morris’s gift allows its customers and audiences to know what these trends are, when they happen, what impact they will have and, most importantly, how they change their business, their products, their marketing, their human resources, their production, their logistics, their finances, their customer relationships. ability to give, communicate, improve and think to the maximum advantage.
Morris is a business mentor and consultant, venture capitalist, scientist, media personality and speaker whose mission is to inspire, encourage, inform and motivate his audience to advance the limitless possibilities of his future.