The Eight Net Gen Norms

Taylor, M.L. (2005). Characteristics of a generation: The eight net gen norms. [VitalSource version].

This chapter gives the reader an idea of what to expect with this new generation.  There are “norms” in each and every generation; this one just happens to be of importance because we are learning to work with this “crew” right now and will be for the years to come. The millennial generation likes to explore the world.  They enjoy talking to others and finding out how they live, why they choose to live that particular way, and what would make them better.  Questioning is a good thing.  We should encourage questioning more; I guess we now need to teach children who to question and the respectful way to question as I have found one struggle with this generation is the respect shown to adults. Students from this generation also have no problem finding information. In fact, one of their greatest qualities is researching a question.  The next step is teaching them that because they found the information, it does not mean they can take credit for the information. We need to teach students how to cite the information and use it productively. 

According to Taylor (2005), the eight net gen norms are: freedom, customization, scrutiny, integrity, collaboration, entertainment, speed, and innovation.

Freedom: This generation has the mentality that if they like what they are doing, they will continue and commit.  The job must also be challenging and engaging or they will just go find something else to do each day. I relate to this idea completely. A friend and I discuss how we are "2 year contractors".  We enjoy our job for 2 years and then it's time to move on.  Not that we want to be disloyal to our employers; we just get bored and want more of a challenge.

Customization: Technology is rapidly evolving and this generation has no problem making it their own. If there is something they want on their iphone, well, they’ll get it right then and there.  According to Taylor, “They modify products to reflect who they are” (2005, p. 96).  Personally, I believe that is part of the problem.  This is exactly why students always want satisfaction NOW-immediate gratification.  There is no patience.

Scrutiny: The new generation has a great ability to distinguish between fact and fiction.  The internet provides so much information that the students of this generation have learned how to determine which sites are factual and useful and which are opinion based. They are skeptical, which might be good for some of them since they are continually purchasing the latest and greatest.

Integrity: Interesting enough, for a generation that wants so much, the research shows they care about being honest and considerate.  Working with students of this generation, I have to agree for the most part. Yes, you always have the select few students who break this trend, but for the most part they do care about the world and want to care for it.

Collaboration: The net generation loves to work with others; they enjoy relationships with others.  They thrive in group projects and find it much more beneficial to their learning. They want to feel their opinion counts and that their creations matter.  Students of this generation enjoy learning this way; they even learn better when they collaborate with teachers. From a personal stand point, I agree with this idea. Working with this generation, I have seen students create great inventions by pulling together.

Entertainment: This generation works for fun!  They will seek entertainment and joy everywhere they go, including the office. The power of technology has increased this entertainment drastically and will continue to increase its vitality.

Speed: Speed does not just mean quick access to the internet (although that is also a necessity).  Speed means instant response and gratification.  The net generation wants answers immediately.  They want answers to work questions as well as social questions.  If the answers are not instant, there becomes panic that one is ignoring another or that they are going to hear something negative. The old saying, “No news is good news” is out the window with this generation.

Innovation: This generation always wants the latest and greatest in regards to inventions. Actually, it is almost impossible to keep up with the inventions.  “Innovation takes place in real time” (Taylor, 2005, p. 113). The change arises in the work force because this group does not follow the traditional chain of command. They collaborate to find something bigger and better than they had before.

These eight generational norms are significant for our understanding because these students are our future. They are going to teach our children.  Actually, I’m excited for the change; as long as they don’t get pushed out of the education field. I find many teachers quit teaching because they find there is too much structure in what “needs” to be accomplished to pass the test rather than what should be accomplished. My hope is for the future.

The Multigenerational Workforce

Erickson, T. J. (2008). Make a multigenerational workforce work for you: Tips for generation Y. Plugged in: The generation Y guide to thriving at work (Ch. 10). Boston, MA: Harvard Business Press.

Erickson (2008) suggests the generation y work force needs to put themselves in the shoes of each former generation to truly understand their point of view.  We have all become who we are through our past experience and she claims that if we strive to truly understand and relate to each generation, it will help us better communicate and cooperate in the work field. I like the idea of putting myself in their shoes and experiences because it helps me to know HOW to relate and understand each generation, rather than just try to understand and not know what to do with that understanding.

The author goes on to explain the traditionalist era.  She reminds us that this is the time when WWII was resolved, Russian astronauts went to space, and families started to own homes.  She questions, “How would you feel if you were a teenager at this time?” (Erickson, 2008)” My response: I would assume the world was quickly changing and that good times were ahead.  I am assuming I'd respect and trust family and friends-close though. I would expect to get married out of high school, have children, and stay home full time.  The success would be measured differently because at the time, new advances (like the television) would have been wonderful and I'm sure I would have considered it successful.  Traditionalists are respectful of authority and understand stability.  They see no need for change when things have been okay as they are. I especially enjoyed Table 10.1 (Erickson, 2008, p. 7-8).  This table gave scenarios that might occur in the workforce along with the traditionalist point of view and the generation y point of view.  Interesting enough, I found the points of view to be spot on.  Just by reading them made me understand a little more the loyalty the traditionalist generation feels to their work and their company; they also find great value in monetary means. Generation y has a much broader view of life.  Why?  What have our experiences been that make us more interested in working to live and living to play?  I do not disagree with the outcomes of the scenarios; all of the responses were right up my alley!

Boomers really went through a different time in the world.  There were a great deal of changes in society and government.  They felt as if the world wasn’t so “great” like the traditionalists.  Many, including my parents, could not wait to get out on their own.  Their relationships with their parents and family were not as strong as many hoped. This is interesting because close family relations basically skip a generation.  Why would they raise children to be so close to them if they wanted so desperately to be apart from their parents?  It is similar to the idea of "we will raise our children completely different than our parents or we will raise or children exactly like our parents." Erickson (2008) suggests the big difference between boomers and gen y is that Boomers tend to be highly competitive and driven. I like to think of myself as driven and competitive. However, I don't think I am competitive in the same way as many boomers. Maybe the difference is how the competitiveness drives us?  Erickson (2008) brings up the idea that many boomers tend to persuade their children to be competitive.  They do this by expressing their eagerness for you to succeed by their standards and not your own.  I definitely feel this pressure from my dad. I never really feel like I've done enough to please him regarding my professional success.  When I was teaching, and content with teaching, I felt the pressure to get my graduate degree.  Now that I'm obtaining my graduate degree, I feel pressure to get a job right away or move on to get my Ph.D.  The only reason I feel this is because my dad continually asks me what my future plans are and what I plan to do with my education in a way that sometimes I feel insecure or unsuccessful. I don't believe he can fathom the idea that maybe I just want to stay home with my children and NOT work for a few years.  That option almost seems unacceptable to him.  I can’t help but wonder if it is because his mom stayed home for a good part of his younger years and wasted a good amount of time in the day.

Generation x became a generation of latch-key kids.   Many women went back into the work place and not necessarily due to war, but for their own personal self-worth.  The divorce rate went from 20% to 50% during their teen years. Gen Xer’s are strong with technology, but worry about the next generation who have a greater knowledge of technology and are in competition for jobs that the Boomer’s are exiting for retirement. Erickson says, “The key, as with any relationship, is to recognize that both people bring something to the party” (2008, p. 67). She also reminds us that it helps when both people remember that they can learn from one another. It is hard to think this way when boomers are so competitive.  From my personal experience, they tend to not like change and therefore have no interest in learning from a younger generation.

Erickson, 2008, reminds us that the bottom line is to think of other generation’s formative years and determine why they think the way they do.  This will help you to understand them and make decisions that will best suit the group for success.

When Generations Collide

Fogg, P. (2008). When generations collide. Chronicle of Higher Education, 54, 18-20. Retrieved from: http://chronicle.com. (Generational Issuesin Global Education. McGraw-Hill Create p. 43).

Fogg (2008) begins by explaining the problems Generation X and Y and baby boomers face in the workplace because their upbringing has been completely different and their view for the future is therefore different.  The author mentions that good communication is key to better understand one another.  I agree, but communication has been a problem since the beginning of time.  We strive for good communication, but it is hard as some people do not want to offend or step on toes, and others are at the complete opposite of the spectrum and say whatever they are feeling at any given time.  Basically, we need to find the happy medium and that is what many companies are striving for.  However, it is hard to find a happy medium when people are not willing to change their communication ways.  Pamela Cox-Otto (Fogg, 2008) explains that colleges need to have more emphasis on flexibility, technology, diversity, and work-life balance. I agree with this concept as do many others and this is why online schools and programs are making such progress right now.  People have a desire to be educated, just at their time and pace.

Each generation has “generalizations” that are fairly true due to tried and true evaluations.  Traditionalists generally feel they are hard working with strict moral codes.  Baby boomers feel loyal to their institutions and working overtime is a “given”.  GenXers want more autonomy and care more about a balance between home and work life.   They seek their own interests before work interests (Fogg, 2008). This concept almost seems selfish to me, but maybe since I'm on the edge of this category, I understand why they feel and act this way.  They don't want to live like their parents did paycheck to paycheck-scrimping and saving.  They want to enjoy life, basically a work to live/play mentality. Finally, Generation Y (Millennials) individuals are known to be optimistic, fun seeking, flexible, and even coddled the most growing up (Fogg, 2008). Now this really is my generation;  I have seen many of my former classmates struggle because they were so coddled growing up.  I have also seen some succeed due to their flexibility and optimistic attitude.

Patrick Cataldo (Fogg, 2008) explains the importance of knowing SOME of the generalizations between each generation.  Just by understanding some of these ideas may cut down on workplace confrontations due to misunderstandings between generations.  I completely agree with this idea. In fact, it would be very beneficial for new teachers entering the work-force to take training on the generations. It could take place of one of those nonsense trainings one sits in for 4 hours after working a full day with papers to grade and lessons to plan. This training would actually benefit one and give some insight that would allow for an open mind in many schools.

Many examples are given on how to incorporate each generation with one another.  It might be time for the younger generation to see what real work is and the other generation to see how to take time off (that’s what we’re good at). 

Education of the Future

Taylor, M.L. (2005). The net generation as learners: Rethinking education.[VitalSource version].

The author begins by discussing how Net Geners are growing up in a digital age.  They learn so much by technology; it is suggested that the education system is lagging 100 years in some places.  I can’t help but question, how can we, as educators, ever catch up to them?  By the time we learn what they've learned, there will be something else-something new and innovative to learn. It's almost like we need to just STOP what we are doing and START where they are.  We need to forget what we've done in the past and high-tale it to catch up with these learners. The author goes on to suggest that we should:  focus on the student, not the teacher, interact with students, customize learning to individual development, and encourage collaboration.  I find it interesting that this hasn't always been the standard.  I think it's a mentality. I've ALWAYS focused on what my students need to learn.  Even when I've been told what standards to teach, I've tried to teach them in a way that students will grasp and understand that particular standard.   I agree that educators should focus on collaboration; collaboration is the way of the world now. Everything we do in the work place deals with some sort of collaboration.

In regards to college, the author informs us that nearly half of students who enter college drop-out, or do not complete a degree within 6 years.   One may ask why this is the case, especially when many take out so much money to complete the programs.  Well, I find living in Las Vegas, the answer is money.  Young people get so “caught-up” in needing monetary items; they forgo their education in order to find instant gratification in a car, clothes, jewelry, etc.  Students need to learn at a younger age the value of education and how to be a life-long learner.  This begins in our younger years.  However, teachers struggle to teach these concepts because many are just getting by.  Some suggest educators do not receive the funding they need to teach.  However, I have worked in the education system and I’ve seen money being used in ways that do not help students.  Principals throw money around and it's actually hurting our students and hindering their learning.  The author goes on to suggest that classes are too big and teachers are underpaid.  He even claims that many teachers quit after just five years of teaching.  I have to agree with some of these thoughts as my classes were up to 45 students at times.  Often times there weren't even enough desks. I only taught 5 years and quit...the profession is for me, the politics are not. 

Additionally, high school drop-out rates continue to increase.  Can we solely blame our teachers for this?  Who is letting them drop out? I tend to blame parents more than I blame teachers.  Teachers are trying to "get by" and make-do with what they have.  Many teachers strive for student achievement.  Parents have a responsibility to get their kids to school and continue to teach them at home.  Education does not stop in the classroom.  If you can’t help your child learn at home, you better find someone who can.  I know that is a rough opinion, but it’s my opinion none the less.  7 out of 10 drop-out students complained that they were bored in class and did not feel a desire to work hard (Taylor, 2005).  Yes, this is a teacher’s job.  Teachers need to have higher expectations and not let students get by or pass because they don’t want to deal with them another year.  This is why teachers are taught to differentiate instruction.  The teachers to not do this, yes, are lacking in their obligations.

Taylor (2005) reminds us we are in a new era, an era of life-long learning.  Of course I agree with this idea.  I also agree with the idea that it matters more what you can learn and learning how to find information that actually knowing information.  The author brings some insight to the traditional classroom.  Each student rushes from class to class every 50 minutes.  They spend time memorizing formulas in math, memorizing vocabulary in reading, taking notes in English, etc and every time the bell rings, their learning is interrupted. I hadn't thought of it that way.  As a teacher that taught 50 min. classes, I was always trying to get in as much information as I could in an enlightening way (rather than just taking notes).  Honestly, after getting all the "business" taken care of at the start of class, the learning time was probably only 35-40 min.  What a waste of time!

Cornell University is using a new concept called “Good Questions.”  Through this program, students submit questions to the professor hours before class starts. The professor then has time to adapt the lesson and adjust to student needs.  Higher order questions are then asked during class with peer discussion/instruction to answer questions as well as any new questions that arise.  Of 350 students evaluated, the majority who participated in the program scored higher on math exams (Taylor, 2005).

Overall, there are various ways to run a classroom now and the old way of lecturing is no longer the standard.  Collaboration, technology, and investigation are the new standard.  I am actually really excited to see what education of the future will bring.  As my daughter enters school, she will be taught by some of these NetGeners and I’m excited to see what they bring to the table. 

Generation NeXt

Taylor, M.L. (2005). Meeting generation next: Today’s postmodern college student [VitalSource version].

Learning about generations can ultimately help us understand how to work with others by changing our own actions, views, and ideas.  The author suggests that generalizations are hard to make because not everyone fits in that category, but I have to agree with the author and say that generalizations are just that, general facts about groups because continually prove to be true.  While reading the writing from the author, I found it interesting to be able to relate each generation to my own life. The “Greatest Generation” (1901-1924) includes my great- grandparents who undoubtedly worked extremely hard and lived in a time where resources where hard to come by. The Silent Generation (1925-1944) includes my grandparents who believed in delay of gratifications, sacrifice, and conformity as describes by Taylor (2005).  Next, from 1945-1965 come the Boomers, this includes my parents. Taylor (2005) describes this generation as “the pig in the python”.  The Boomers went through a time where medicine, education, science, and technology increased at a rapid rate.  They were raised at a time when economic and social growth was taking place.  My parents did not grow up with families high in status or economic growth, but their siblings benefited more in that situation.  Boomers make up the majority of collegiate institution workers, which also includes my dad. 1965-1979 created Generation X (which includes my brother) which according to the author, are cynical, arrogant, and materialistic.  My brother is a VERY hard worker and has many good traits, but he does fall into the categories above, which I hate to admit. He does not fit into this category very well because he is very loyal, appreciative and respectful to authority figures, and committed to his work. My parents had a large part in that, as they raised us that way. Further, 1980-1994 created Generation NeXt.  This is the generation I fit into.  The author states that there is not a clear consensus on their character (Taylor, 2005).  I can tell you what the generalizations on this group include: technology based, seek instant gratification, fast paced, non-traditional (especially in regards to education), and at times irresponsible (especially with finances).

Taylor (2005) describes the largest changes to be found in the family.  This I agree with as the acceptance of family has changed drastically. It has gone from a mother who stayed home and father who worked to single parents, homosexual parents, grandparents raising grandchildren, etc. I think the value of the traditional family is almost lost, but the value of family in general is still there for many.  Many children in the recent generations grew up much differently than their parents and grandparents. We were these children, but things have changed in 15 yrs.  My brother and I played outside after our homework was completed.  TV was okay to watch, but we didn't do that until it got dark and usually we were on the soccer field. There were no reality TV shows and the worst show on TV was “Married with Children” (which we were not allowed to watch).  Yes, the times have changed and I am surprised that parents allow their children to watch what they do.  Especially in LV, where parents work ALL hours, the supervision lacks tremendously.

The author concludes with 12 suggestions on how to work with the generations rather than against them.  We can not change their ways.  It’s more important that we accept their ways because once one has grown up a certain way and has ideas engrained in their brain; it’s hard to get that out. People don’t change that easily and so it’s important to work with each other and accept each way of life and thinking.