Generational stereotypes debunked: age and period are the really relevant factors

 

"Gen Z has no work ethic", "Boomers don’t understand technology", "Millennials are lazy and spoiled." We hear them a lot: these kinds of generational stereotypes. These stereotypes are used to explain differences in work attitude, lifestyle, or values. But how true are these statements? Is there really such a big difference between generations, or are we missing the real point? In this article I will discuss, based on research by sociologist Martin Schröder, why the distinction between generations is of little use.

The Generational Fallacy

In popular culture, it is often assumed that people born in the same time period share similar traits and values ​​that set them apart from other generations. This leads to the idea that Gen Z thinks differently about work than Millennials and that Baby Boomers have different views again.

However, research by Martin Schröder shows that there is little evidence for such generational stereotypes. In his article “Work Motivation Is Not Generational but Depends on Age and Period”, Schröder investigates whether motivation for work is really influenced by the generation to which someone belongs, or whether variations in work motivation can be better explained by age (life stage) and the historical period in which the measurements were made.

Age and period effects

What are often seen as generational differences are in reality age and period effects. This means that differences in behavior and attitudes are more likely to be attributed to a person's stage of life and the time period in which they live, than to the generation to which they belong.

Age effects refer to changes that occur as people get older. Schröder's research shows that work motivation, for example, has a clear age effect:

• Increase in work motivation with age: Work becomes more important as people get older, especially during their adult years. This is because responsibilities such as family and career development come into play.
• Decline towards retirement: After a certain age, work motivation decreases again as people approach retirement age.

Period effects are concerned with the influence of events and trends that affect everyone, regardless of age. Schröder shows that:

• General decline in work interest: The importance people attach to work has declined over time.
• Impact of societal change: Economic conditions, technological innovations, and cultural shifts influence how people think about work. For example, economic crises, pandemics, or technological breakthroughs can change attitudes towards work and life for people of all ages.

The lack of evidence for generational differences

Schröder’s extensive data analysis, based on data from more than 580,000 individuals from 113 countries collected between 1981 and 2022, shows that when age and period effects are taken into account, hardly any significant differences remain that can be attributed to generations. People of different ages have similar views when they are in the same phase of life and live under similar circumstances.

In addition, Schröder investigated ten other work-related attitudes, such as the importance of free time, good working hours, responsibility, and the opportunity to show initiative. Here too, the alleged generational differences disappeared when age and period were taken into account.

This means that attributing certain characteristics to entire generations can be misleading. Emphasizing supposed generational differences can lead to misunderstandings and overlooking the real factors that influence behavior and attitudes.

The Dangers of Generational Stereotyping

Categorizing people based on their year of birth can lead to unwarranted prejudice and discrimination. By assuming that someone has certain characteristics simply because they belong to a certain generation, we ignore the individual diversity and complexity of people.

This can have negative consequences in the workplace and in society. It can make cooperation more difficult, distort beliefs about someone's capabilities and lead to unnecessary tensions between colleagues or groups of people.

Rather than focusing on generational stereotypes, it is more effective to pay attention to individual beliefs, interests, values, perspectives and circumstances. By seeing people as individuals, we can better tap into what motivates them and how they can grow and contribute.

What does this mean for organizations and societies?

For organizations, this can mean:

• Personal approach: Invest in understanding what each employee finds interesting and important, regardless of their age.
• Offer flexibility: Create a work environment that takes into account different life stages and personal circumstances. Think of flexible working hours, opportunities for part-time or home working, and support for work-life balance.
• Encourage collaboration: Facilitate collaboration among employees with diverse backgrounds and experiences to promote mutual understanding and innovation.

In society, we can benefit from open dialogue and collaboration across generations. By being open to each other's perspectives and experiences, we can address shared challenges more effectively and learn from each other.

Conclusion

The distinction between generations is a simplification that does not do justice to reality. Research by Martin Schröder shows that supposed generational differences can often be explained by age and period effects. By focusing on these real influences and seeing people as individuals rather than members of a generation, we can work together better and prevent misunderstandings.
 

Read more:

• Why distinguishing generations makes no sense
• Work Motivation Is Not Generational but Depends on Age and Period