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36 Parks & Recreation

MA Y 2 0 1 1

are also considered independent and resilient. Generation Xers are thought to be
more likely to leave a job to seek other opportunities to achieve personal goals. This
generation has some valuable insight into
an organization, and we should seek their
guidance for navigating our field. They
want advancement and may leave an organization to find it. Therefore, it is important to not take offense when they leave or
take a promotion without first hinting that
they are looking for something new.
With such a variety of perspectives,
how do we, as Generation Y, lead, manage, and successfully interact with a
group of employees who may represent
all three generations?
Here are a few ideas:
Baby Boomers: They enjoy being part
of a group and want to be recognized for
their hard work and dedication.
Generation X: They don't want to be micro-managed, but give them opportunities to have flexibility in their jobs. They
are a determined group and will do a
good job if they are given opportunities
to multi-task.
As new applicants to the parks and
recreation field, members of Generation
Y are probably looking to capture the attention of other generations as we seek
to advance our careers. But, there are
a few points to remember when working with other generations. For example, many Generation Y workers want a

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flexible schedule. But, we must recognize that generations before us had a
set schedule, so demanding flexibility is
not always suggested. Instead, show that
you can be more productive at different
times. For example, introduce the idea of
a mobile or telecommuting position-but
be sure to always meet deadlines, create quality projects, and be available
for staff meetings. Your supervisor will
still want to see your face as well as your
productivity. Our generation is also interested in making a positive impact on
society. We want to make our contribution to the world and be heard! Flexible
work arrangements and opportunities to
give back to society are more important
to us-often more than a higher wage.
Other generations will support this if we
follow through with commitments to our
organization and community.
By understanding our generational differences, we can assist other generations
and the organization where we work with
policy developments to aid communication; improve satisfaction, commitment,
and retention; and increase creativity and
productivity. Engaging with members of
various generational groups in the work
place can be challenging and even frustrating for Generation Y, but it can provide
us with an opportunity to create a work
environment that meets our expectations
without undermining the authority and
experience of those with whom we work.
Understanding these differences can enhance our productivity and help us succeed in our positions.

Brooke Burk is a Ph.D. candidate in
recreation, sport, and tourism at the
University of Illinois.
Heather Olsen is an assistant

professor at the University of Northern
Iowa and currently teaches courses in
leadership, management, and foundations
of leisure, youth, and human services.
Elizabeth Messerli is a student at
the University of Northern Iowa double
majoring in leisure, youth, and human
services and psychology.

Kai Chiang / istockphoto

today's workforce? First, Baby Boomers,
who were born between 1945 and 1964,
are currently the largest generational cohort in the workforce. They are a generation that values job security and has great
attachment to organizations. We must understand this and not roll our eyes when
they live, eat, and breathe everything
there is about an agency. They know
the mission because they were there to
write it, and it means a great deal to them.
Baby Boomers participated in some of the
greatest social changes in the country's
history during the 1960s and 1970s with
the civil rights and women's movements,
and we should appreciate their experience and knowledge.
Generation X identifies people born
between the years 1965 and 1981who
have been labeled underemployed, overeducated, and intensely private, but who

May 2011 - Parks & Recreation

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