Transcript Adventure Works Annik Stahl July 2002

Generational Change
in Australian Librarianship :
Viewpoints from Generation X
Sue Hutley
Manager
UQ Ipswich Library
Terena Solomons
Manager
Hollywood Hospital
Library
Background ….
Background
 2001 – potential shortage identified by
United States
 Managing between the generations
 Different values, experiences, styles,
and attitudes create
 Misunderstandings
 Frustrations
Demographics
Stanley Wilder says …..
Australian Library Demographics
Library Workforce Age Profile
40%
35%
5%
15.60%
10%
20.50%
15%
44.35%
20%
9.90%
25%
19.10%
Percentage
28.80%
30%
31.60%
Technicians
45%
30.25%
Librarians
0%
Under 35
35-44
45-54
55+
Age
Source: ABS Labour Force Survey and DWER trend data, to February 2004
Australian Library Demographics
 20% of Australian Librarian population may
retire between 2005 and 2010
and, a further
 32% may retire between 2010 and 2020
Library Workforce Age Profile
35%
5%
15.60%
10%
20.50%
15%
44.35%
20%
9.90%
25%
19.10%
Percentage
28.80%
30%
31.60%
Technicians
40%
30.25%
Librarians
45%
0%
Under 35
35-44
45-54
55+
Age
Source: ABS Labour Force Survey and DWER trend data, to February 2004
Australian Population Projections
5.14 POPULATION, Summary indicators
Total population
Units
1947
1971
2002
2021(a)
2051(a)
000
7,579.4
13,067.3
19,662.8
23,368.4
26,421.5
Proportion of population aged (years)
0-14
%
25.1
28.7
20.3
16.1
14.0
15-64
%
66.8
63.0
67.1
64.9
58.9
65-84
%
7.7
7.8
11.2
16.5
21.1
85 and over
%
0.4
0.5
1.4
2.5
6.0
Males per 100 females
no.
100.4
101.1
98.4
98.7
98.7
years
30.7
27.5
35.9
41.2
46.8
%
51.2
63.2
63.9
64.5
66.6
Median age
Proportion living in capital cities
(a) Series B population projections
Source: Australian Demographic Statistics (3101.0); Australian Demography, 1947; Population Projections, Australia (3222.0).
Four Generations
 Traditionalists
 Baby Boomers
 Generation X
 Generation Y
Veterans / Traditionalists
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Veterans / Traditionalists / Silent Generation (1922-1943)
"heads down, onward and upward" attitude live out a work ethic shaped
during the Great Depression
Motivated by duty, tradition, and loyalty
Happiest when everyone is happy
Great mediators

Influences
 Great Depression, Roaring Twenties, World War I &II, Korean War

Characteristics
 Patriotic, loyal, “waste not, want not,” faith in institutions
 Military influenced top-down approach
 Value Logic and Discipline
 Don’t Like Change
 Want to Build a Legacy
Key Word: Loyal
Baby Boomers

Baby Boomers

Vacillate between their overwhelming need to succeed and their growing desire
to slow down and enjoy life
Experienced post-war optimism
Went to college/university in record numbers prolonged childhood stage and
fosters idealistic 60s and 70s
Material well being
Favour status quo or incrementalism with decision making process
Have been described as self-absorbed, materialistic, and externally motivated
Have more workaholics than Gen X

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


Influences


(1943 to 1960)
Suburbia, TV, protests, human rights movement, drugs, and rock ‘n roll
Characteristics

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

Idealistic, COMPETITIVE, question authority
“Me” Generation
Money, Title, Recognition
Want to build a Stellar Career
Key Word: Optimistic
Generation X

Generation X

Try to prove themselves constantly yet dislike the image of being overly
ambitious, disrespectful, and irreverent
Tend to be skeptical, realistic, responsible, pragmatic, self-confident,
independent thinkers who are not easily intimidated by authority
Believe work should be fun and value quality of life, working to live not living to
work
More loyal to individuals than organizations
More likely to leave a job for higher salary than Boomers





Influences


(1961 to 1980)
Sesame Street, MTV, Game Boy, PC, divorce rate tripled, latch-key children
Characteristics





Eclectic, resourceful, self-reliant, distrustful of institutions
Highly adaptive to change and technology
Need a balance between work and life - Freedom
Flexible and Motivated
Want to Build a Portable Career
Key Word: Skepticism
Generation Y

Millennials, Generation Next, Digital Generation (1981 – 2000)
New to the workforce, mix savvy with social conscience and promise to further change
the business landscape
 Generation of consumers
 Grew up with technology
 Optimistic and goal oriented
 Expect a 24/7 society/workplace
 Favour multiple projects over one focused area
 Thrive on challenging work and creative expression
 “They are like Generation X on fast-forward with high self-esteem”
Influences
 Expanded technology, natural disasters, violence, diversity
Characteristics
 Globally concerned, realistic, cyber literate, “personal safety” is number one concern
 Want work to be meaningful
 Have been involved their entire life


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Key Word: Realistic
Trad.
Boomers GenX
Slogan
“Keepers of
the Grail”
“Thank God,
its Monday”
“Work to
Live”
“Upcoming
Optimists”
Tech.
Unsure and
resistant
Willing to
learn
Techno
Savvy
Technological
Superior
Nonauthoritarian
Dislike
close
supervision
Respectful of
Traditionalists
Feedback
Structure
Feeling
toward
supervisors
Provide
Respectful
of authority
Stable
environment
Personal
challenges
GenY
Balance
Balance
Traditionalists
“Support me in shifting the
balance”
Baby Boomers
“Help me balance everyone else
and find meaning myself”
Generation X
“Give me balance now, not when
I’m sixty-five.”
Generation Y
“Work isn’t everything ; flexibility
to balance my activities is.”
Reward
Reward
Traditionalists
“Satisfaction of job well
done”
Baby Boomers
“Money, title, recognition”
Generation X
“Freedom!”
Generation Y
“Work that has meaning”
Career
Career Path
Traditionalists
“Job changing has stigma”
Baby Boomers
“Job changing puts you
behind”
Generation X
“Job changing is necessary”
Generation Y
“Doesn’t need to be a
straight line”
Feedback
Feedback
Traditionalists
“No news is good news”
Baby Boomers
“Once a year whether
needed or not, with lots of
documentation”
“Sorry to interrupt, but how
am I doing?”
“Feedback whenever I want
it at the touch of a button”
Generation X
Generation Y
Conclusions
 Be aware of when retirements are going to happen
 Work to ensure that skills and corporate knowledge


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don’t get left behind
Place strong emphasis on staff development
initiatives
Encourage inclusion from both Gen X & Y librarians
and library staff in decision making
Understand that the new generation of librarian and
library staff need more freedom and trust and that
they may not stay long if they don’t get it
Think about how you will encourage young people to
become the librarians of the future