Generation

Generation X is the generation born between 1970 and 1989 (Cordington & Grant- Marshall, 2006). Although Generation X is generally the smallest of the generations, they currently make up 56% of the South African workforce (Stats SA, 2017).

2.5.2.1 Intrapersonal characteristics of Generation X

Generation X is generally characterised by a cynical attitude that helps them with analytical problem solving because they are good critical thinkers (Campbell et al., 2015). They see themselves as self-motivated and independent. They need to achieve a good balance between their work and home lives and are at a comfortable level with technology. They thrive on diversity, challenges and creative input. Strengths of this generation include analytical problem solving, embracing change, taking risks, role playing and experimenting with what they are learning (Campbell et al., 2015; Cordington & Grant-Marshall 2006; Maroun, 2013; Zemke et al., 2011).

39 2.5.2.2 Interpersonal characteristics of Generation X

According to Cordington and Grant-Marshall (2006), Generation X prefers straightforward communications with the emphasis on clarity. Voicemail and email work best for these individuals, as long as the essential details are clear and accurate. Generation X gets right to the point and expect others to do the same. They can become frustrated when messages are not clear and direct, and may consider the more formal style of the older generation as unnecessary and a waste of time (Campbell et al., 2015; SkillSoft, 2011).

Crampton and Hodge (2009) cite that Generation X has a high desire for financial stability. Rewards, such as non-work time or vacation for family needs for this generation, were reported. Van der Walt and Du Plessis (2010) found that Generation X would also place high value on cash bonuses and appreciate opportunities to divide time appropriately between their work, family and fun in their struggle to balance their lives. Management responsibilities and independence reward this generation, and like the Baby Boomer generation, they also prefer flexible retirement and freedom. They have a need for fun, flexibility and opportunities to learn new skills (Van der Walt & Du Plessis, 2010). Freedom is the greatest form of reward and recognition for this generation (King et al., 2017).

2.5.2.3 Team behaviour of Generation X

Generation X individuals enjoy teamwork but prefer working alone. They have an individualistic approach, and hence they tend to operate well in self-directed teams where team members build on separate strengths (Cordington & Grant-Marshall, 2006). Van der Walt and Du Plessis (2010) found that there is a desire for positive working relationships, preferring being a coach or mentor, wanting work flexibility, preferring fun and informal environments. King et al. (2017) published similar results.

2.5.2.4 Work behaviour of Generation X

Crampton and Hodge (2009) report that Generation X is hardworking and desire effectiveness in what they do. According to Van der Walt and Du Plessis (2010), during the lifetime of Generation X individuals, economic recessions began, and organisations started downsizing and re-engineering. Organisations started valuing

40 capability more than loyalty, and lifetime employment no longer became a prospect (Campbell et al., 2015). Research found that Generation Xers value job security, working to live, and WLB (Sakdiyakorn & Wattanacharoensil, 2018).

The Generation X work ethic can be described as balanced, referring to the focus of this generation on balancing work and personal life (Campbell et al., 2015; Cordington & Grant-Marshall 2006). Individuals in this generation work hard, but they tend to value WLB over dedication and self-sacrifice at work (Maroun, 2013; Zemke et al., 2011). Many members of Generation X consider personal time very important, and it was found that having enough personal time helped individuals from this generation to be more productive at work (Maroun, 2013). However, conflict may arise due to the balanced work ethic of this generation. For example, members of the Traditionalist or Baby Boomer generations might interpret the unwillingness of Generation X to sacrifice personal time for work as a lack of commitment or unwillingness to do what it takes to be successful (Campbell et al., 2015; Cordington & Grant-Marshall, 2006; Zemke, et al., 2011). In a study investigating the differences in people’s attitudes towards empowerment among generations, Singh and Weimar (2017) found that Generation X belong to a group of persons who seek high levels of responsibility and challenges in their cluster of empowered employees. However, they may feel that promotional and advancement opportunities are restricted (Benson & Brown, 2011).

2.5.2.5 Authority relations for Generation X

Generation X has a casual approach to authority, questioning decisions and the status quo (Cordington & Grant-Marshall 2006). This generation is typically unimpressed with authority, believing instead that authority should reflect competence and expertise (Zemke et al., 2011). Individuals from Generation X expect competent leaders and do not equate authority with leadership (Zemke et al., 2011).

2.5.2.6 Perspective on work–life balance for Generation X

For Generation X, the definition of WLB is dictated by the life-stage pressures that come with parenting (Jonck, van der Walt & Sobayeni, 2017). This means that Generation X places much higher priority on family-related goals than on their career- related goals (Gerkovich, 2005). For Generation X individuals, balance is a right, not a privilege, which they want now, and not when they retire (Cordington & Grant-

41 Marshall, 2006). Generation X prioritises proximity of workplace over promotions, they have a desire for flexible work schedules or arrangements, and need economic/financial stability (Robinson, 2009). This generation does not equate work with self-worth like the Traditionalists, and do not want to put in long hours to prove themselves like the Baby Boomers do. They value family time and favour companies that allow them to set their own hours (Maroun, 2013).

2.5.2.7 Challenges faced by Generation X

Known as South Africa’s ‘sandwich generation’, Generation X individuals are paying for their children’s education and may also be supporting a young adult child who is struggling to find work (Campbell et al., 2015). They may also need to support elderly parents to survive on their life savings (Robinson, 2009). This generation is also known for their high suicidal rates (Cordington & Grant-Marshall 2006). According to Campbell et al. (2015), the older individuals from Generation X are impatient for answers, always demanding information, asking questions and pursuing multiple lines of enquiry simultaneously. Although this generation embraces change, they constantly live with stress and the strong need for organising everything to give them structure.