Understanding Intergenerational Communication at Schools

Introduction

Generations are defined as groups with common social experiences and common historical events throughout their life processes (Mannheim, 1952). When the theoretical assumptions on which generational research is based are examined, it is concluded that generations exist, that people can be reliably divided into generational groups, and more importantly, that there are differences between such groups that reveal and affect various work-related processes (Okros, 2020). Thus, differences between generations are more apparent today than in the past (Heyns, Eldermire, & Howard, 2019; Bell, 2020).

Today's workplaces are varied not only culturally but also in terms of generations. Individuals of different generations have different workplace values and needs. This can pose various challenges for organisational managers. Today's young employees, who are more “traditional” than the Silent and Baby Boom generations, have different values and needs. For example, Generation X and Y employees saw their parents, the Baby Boomer generation, working so hard that often the family was neglected, and despite all the overtime hours, they saw their parents still struggling with retirement decisions and finances. This is why Generations X and Y wanted to find a balance between work and private life. Like their parents, it is quite difficult for them to give up all their personal time for the benefit of their employer. By analysing the various characteristics and life experiences of each generation, one can see what shapes their role in today's workplace. The values of each generation are different and understanding these differences and identifying misunderstandings can lead managers to successfully manage this diverse group (McIntosh-Elkins et al., 2007).

Although it is generally accepted that each generation has different values, attitudes, behaviours, habits, motivations, perceptions of authority and leadership expectations (Crampton & Hodge, 2007), there are still many unanswered questions about the similarities and differences between generations and their management. One of these is intergenerational communication. Generations are categorised according to age with the influence of economic, social and environmental factors of the period they live in as well as developments in technology and globalisation. According to this classification, the period in which each age group grows up and accordingly their character traits are different from each other (McCrindle, 2011). In the classifications made according to various authors, there are disagreements about which years a generation covers (Reeves & Oh, 2008). Those born before 1945 are referred to as the Silent generation, those born between 1946 and 1964 as the Baby Boomers generation, those born between 1965 and 1979 as Generation X, those born between 1980 and 1994 as Generation Y, and those born between 1995 and 2012 as Generation Z (Brown, 2003). This difference also changes the behaviours of these groups as consumers and employees. In the business world and of course in organisations, intergenerational differences can be seen in individuals' perspectives on technology, values, education, authority and communication. In today's business world, it is observed that four generations are working together, the silent generation is mostly retired, the Baby Boomers generation, Generation X and Generation Y are in business life, and Generation Z is not yet in business life or have just started to work (Johnson & Kardos, 2005; Lyons & Kuron, 2014). This situation requires an intergenerational perspective on the communication process in organisations.