By: Leah Carroll and Paul Schrodt, 29th April 2023.

Despite Gen X's reputation as ‘slackers’, many are deeply tied to work. Unlike some of their millennial
counterparts, who are taking career breaks after being laid off, or even leaving full-time positions
outright to rest and recharge, this generation is eager to stay in the workforce, bucking these trends.

Experts say there are two main reasons many members of Gen X, roughly defined as people born
roughly between 1965 and 1980, aren’t ready to leave the workforce.

For one, they’re saddled with unique financial considerations rendering many largely unable to
forego a consistent income. But many have also worked hard to build their careers, climbing the
ladder after experiencing a series of tumultuous economic events, and may not want to pause that
opportunity for a continued upward trajectory.

‘Immediate pressures’

One recent survey of more than 2,000 workers recently laid off at large technology companies,
including Meta, Amazon and Twitter, showed nearly 9% of Gen Zers and 4.5% of millennials are
taking extended breaks after their layoffs, but only 2.6% of Gen Xers planned to take any kind of
career pause.

Michael S North, an assistant professor at New York University’s School of Business, who studies the
increasingly multigenerational workforce, says one reason many Gen Xers are reluctant to step away
from work is because of financial obligations and their current life stage.

There is considerable research showing that “middle age is a precarious life stage position in
general”, says North. “Middle-agers have more immediate pressures, on average, to earn an income,
provide insurance for their families and the like. That can be compounded by more routine financial
stressors, like building a suitable 401(k) for retirement, and finally paying off a mortgage.”
Additionally, some data also shows Gen X carry more debt burdens than other generations, and
many of them are also part of the ‘sandwich generation’, with caring obligations for both their
children and their parents.

Plus, according to research from Vanderbilt University, US, job insecurity in middle age can have
deleterious mental and physical health effects.

“There is a major sense of urgency for Gen Xers. We often don’t have the privilege of taking time off,”
agrees Sarah Blankenship, 45, based in Oklahoma, US. “A lot of Gen Xers – they're still behind on
retirement. They are facing ageism in the workplace. Gen Xers still have families to support.”

Additionally, this generation are keenly aware of how important employment is, having been in the
workforce during the financial downturn of the early 1990s, the crash of the dot-com bubble and the
housing market crash that kicked off a global recession in 2008.

Blankenship is among the Gen Xers who’ve weathered these storms, and are now facing the
challenges of current economic uncertainty. After years of upward mobility in her career, Blankenship
was made redundant in 2022 as part of the wave of global mass layoffs. She now runs a LinkedIn
group to help Gen Xers navigate new workforce challenges. She says the mission of the group is both
personal and professional as she actively seeks new employment, and helps her peers, too.

North says this is representative of a generation that feels unique pressure to stay employed. And
they are acutely aware they may presently be on the chopping block. Gen X workers occupy higher-
level positions now, and although in the past this might have protected them, this most recent round
of sweeping layoffs has uncharacteristically affected executive positions.

A higher career status “fosters the expected role of middle-agers to be providers and prime earners”,
says North. Therefore, losing their livelihoods – whether to a layoff or career break – is extremely
challenging to their life-stage situations.

The desire to keep climbing

Experts also say Gen X aren’t ready to give up the career cachet they’ve earned through hard work
throughout the past several years.

Many have ascended to positions of leadership, putting in effort to fine-tune their skills to become
important leaders in the workplace. Data from Adobe’s 2021 State of Work report showed that,
because of their proficiency in technology. “Gen Xers showed major gains in confidence around
communication, including conflict resolution and their ability to build and reinforce trust in a new
environment,” noted the researchers.

In other words, even if Gen X were able to leave the labour market behind, many don’t want to.
Having worked hard for decades, some are not ready to give up on the strides they’ve made up the
career ladder.

“We are not slowing down. There is a financial sense of urgency, but there’s another sense of
urgency, which is that we still have career goals that we'd like to reach,” explains Blankenship.

For these reasons, says North, “it would make sense” that Gen Xers are “uniquely motivated to get
back to work”.

Ultimately, says Blankenship, “many of us can’t take a sabbatical because of the weight of these
external pressures”. But that doesn’t mean Gen X are only staying in one place, career-wise. At the
same time, she says, “we are recalibrating. We are going full speed ahead in navigating career pivots
into different industries or different roles”.
OB Ans

a. Based on the article, propose ONE (1) possible instrumental value employed by Generation
X. Provide TWO (2) justifications for your answer.
One possible instrumental value employed by Generation X based on the article is "Financial
Stability." Here are two justifications for this answer:

1. Financial obligations and responsibilities: The article highlight that many Gen Xers are
burdened with financial considerations such as providing for their families, paying off
mortgages, and saving for retirement. They are motivated to stay in the workforce because a
consistent income helps them meet these immediate financial pressures. Financial stability is
crucial for them to fulfil their obligations and maintain a secure lifestyle for themselves and
their families.

2. Career progression and upward mobility: Generation X has worked hard to build their careers
and climb the career ladder despite experiencing economic downturns in the past. They have
attained higher-level positions and leadership roles, and they value the career cachet they
have earned through their efforts. Staying employed and maintaining their upward trajectory
allows them to continue progressing professionally, enhancing their job security and
prospects for better financial rewards in the future. Financial stability, in this context, is
instrumental to their career goals and aspirations.

1. Financial Obligation and responsibilities. The article emphasizes the facts that numerous
Gen Xers are saddled with financial duties and responsibilities like providing for family,
paying off mortgage and saving for retirement. They are encouraged to stay in workforce
because of the consistent income that helps them in immediate financial obligations.
Financial stability is crucial for them to fulfill their duties and secure a lifestyle for themselves
and family.

2. Career progression and upward mobility. Despite having previously experienced economic
downturns, members of Generation X have worked hard to establish their careers and rise
the corporate ladder. They honour the career cachet they have acquired via their efforts
since they have obtained superior positions and leadership roles. Staying employed and
maintaining their upward trajectory allows them to continue progressing professionally,
enhancing their job security and prospects for better financial rewards in the future. In this
setting, having financial security is essential to their career goals and aspirations.

b. Referring to the article, state ONE (1) external factor that leads to an extended break after
being laid off among millennials. Explain your answer.

According to the article, one external factor that leads to an extended break after being laid off
among millennials is the desire to "rest and recharge." Unlike some Gen Xers who are eager to
stay in the workforce, a percentage of millennials are taking career breaks or leaving full-time
positions outright to take time off and rejuvenate.

Explanation: Millennials, as a generation, have been known to prioritize work-life balance and
personal well-being. After experiencing a layoff, they may view it as an opportunity to step back from
their careers, particularly if they have been working in high-stress environments or experiencing
burnout. Taking an extended break allows them to recharge mentally and emotionally, focus on self-
care, and explore other personal interests or passions. This external factor reflects the millennials'
emphasis on maintaining a healthy work-life balance and prioritizing their overall well-being.

c. Propose ONE (1) type of personality that will take an extended break after being laid off.
Provide TWO (2) justifications for your answer.
One type of personality that may be inclined to take an extended break after being laid off is
an "Introverted Reflective Personality." Here are two justifications for this answer:

1. Need for introspection and self-reflection: Introverted individuals tend to draw energy from
within themselves and often engage in introspection. After experiencing a layoff, they may
be more inclined to take an extended break to reflect on their career path, evaluate their
goals and values, and consider the next steps they want to take. Taking time off allows them
to delve into their thoughts, gain clarity, and potentially explore new directions or
opportunities.

2. Desire for a quiet and rejuvenating environment: Introverted individuals often thrive in
quieter, more solitary environments. After the upheaval of being laid off, they may prioritize
creating a peaceful and rejuvenating space for themselves. Taking an extended break
provides an opportunity to step away from the noise and demands of the workplace,
recharge their energy, and engage in activities that align with their introverted nature, such
as reading, pursuing hobbies, or spending time in nature.

It's important to note that these justifications are based on general tendencies associated with
introverted individuals, and individual personalities can vary significantly. Factors such as personal
circumstances, financial considerations, and career aspirations can also influence whether someone
chooses to take an extended break after being laid off, regardless of their personality type.

c. Propose ONE (1) type of personality that will take an extended break after being laid off. Provide
TWO (2) justifications for your answer.

Based on the article, one type of personality that may be more inclined to take an extended break
after being laid off is the "Self-Reflective and Introspective" personality. Here are two justifications
for this answer:

1. Need for self-assessment and career evaluation: The article mentions that some millennials
are choosing to take career breaks or leave full-time positions outright to rest and recharge.
This indicates a desire for self-reflection and introspection. Individuals with a self-reflective
and introspective personality may see a layoff as an opportunity to evaluate their career
path, assess their goals and values, and consider alternative directions. Taking an extended
break allows them the time and space needed for introspection and determining their next
steps.

2. Prioritization of personal growth and fulfilment: Millennials, as a generation, are often

characterized as valuing personal growth, fulfilment, and a sense of purpose in their work. If
they experience a layoff, individuals with a self-reflective and introspective personality may
prioritize taking time off to explore personal interests, pursue hobbies, or engage in activities
that enhance their personal growth and well-being. They may see an extended break as a
 chance to reassess their career choices, align their work with their passions and values, and
ultimately find a more fulfilling and meaningful professional path.

It's important to note that personality traits and individual choices can vary greatly among
individuals, so not all individuals with a self-reflective and introspective personality may choose
to take an extended break after being laid off.

d. Propose ONE (1) type of personality that tends to search for a new job immediately after
being laid off. Explain your answers.

Based on the article, one type of personality that tends to search for a new job immediately after
being laid off is the "Driven and Ambitious" personality. Here's an explanation for this answer:

1. Motivated by achievement and success: The article highlights that many Gen Xers are
reluctant to step away from work due to their desire to build their careers and continue their
upward trajectory. Individuals with a driven and ambitious personality are typically
motivated by achievement and success. They may have set specific career goals and are
determined to reach them. Being laid off can be seen as a setback or a temporary hurdle,
prompting them to immediately search for a new job to get back on track towards their
career objectives.

2. Unwilling to lose career momentum: The article mentions that Gen Xers have worked hard to
climb the career ladder and may have attained positions of leadership and responsibility.
Losing their livelihoods, either due to a layoff or a career break, can be challenging for
individuals with a driven and ambitious personality as it may disrupt their career
momentum. They may fear losing ground in terms of professional growth, networking
opportunities, and advancements. To maintain their career trajectory and avoid setbacks,
they are more inclined to actively search for a new job immediately after being laid off.

It's important to note that personality traits can vary among individuals, and not all individuals
with a driven and ambitious personality may choose to search for a new job immediately after
being laid off. Personal circumstances, financial considerations, and other factors can also
influence individual decisions and timelines for job searching.

e. Based on Maslow’s hierarchy of needs, select the most important need for Generation X
and Generation Z. Explain your answer for each Generation.

According to Maslow's hierarchy of needs, the most important need for Generation X is likely
the need for "Safety and Security," while for Generation Z, it is the need for "Belonging and
Social Connection."

For Generation X:

Safety and Security: Generation X, as described in the article, is facing various financial
obligations and pressures. They have immediate financial concerns related to income,
insurance for their families, retirement savings, and mortgage payments. Additionally, they
may carry more debt burdens than other generations. Meeting these financial obligations
and ensuring a stable and secure future for themselves and their families is crucial for their
 overall well-being. Thus, the need for safety and security, both financially and in terms of
personal safety, takes precedence for Generation X.

For Generation Z:
Belonging and Social Connection: Generation Z, being the younger generation, places a
significant emphasis on social connections and a sense of belonging. This need is often
fulfilled through peer relationships, friendships, and a sense of community. Generation Z
seeks acceptance, validation, and support from their social networks, whether it be in person
or through digital platforms. The need for belonging and social connection is essential for
their emotional well-being and identity formation. Establishing relationships and finding a
place within a community or social group is a primary concern for Generation Z.
It's important to note that the hierarchy of needs is a generalized framework, and individual
priorities and circumstances can vary. Additionally, other needs in the hierarchy, such as
physiological needs and esteem needs, also play a role in the overall well-being of both
Generation X and Generation Z.

f. Propose THREE (3) ways to motivate Generation Z to stay in the workforce.

To motivate Generation Z to stay in the workforce, here are three strategies:

1. Provide opportunities for growth and development: Generation Z values continuous learning
and personal growth. To motivate them to stay in the workforce, organizations can offer
development programs, training workshops, and mentorship opportunities. Providing a clear
path for advancement, skill-building initiatives, and the chance to work on challenging
projects can engage and motivate Generation Z employees. By investing in their professional
development, organizations show that they value their employees' growth and are
committed to their long-term success.
2. Foster a positive and inclusive work environment: Generation Z seeks a workplace culture
that promotes inclusivity, collaboration, and a sense of belonging. To motivate them,
organizations should prioritize creating a positive and supportive work environment.
Encouraging open communication, recognizing and appreciating diverse perspectives, and
fostering teamwork can help Generation Z employees feel valued and engaged. Additionally,
promoting work-life balance, flexibility, and well-being initiatives can demonstrate that the
organization cares about their overall happiness and fulfilment.
3. Embrace technology and innovation: Generation Z is the first generation to grow up in a
digital world, and they have a strong affinity for technology. To motivate them, organizations
should embrace technology and provide opportunities for innovation. Implementing digital
tools, automation, and flexible work arrangements can align with Generation Z's preferences
and enhance their productivity and efficiency. Moreover, involving them in decision-making
processes and allowing them to contribute their innovative ideas and perspectives can create
a sense of ownership and empowerment, motivating them to stay and make a meaningful
impact in the organization.

By focusing on growth opportunities, fostering a positive work environment, and leveraging

technology, organizations can motivate Generation Z employees and create an environment
where they feel valued, engaged, and motivated to stay in the workforce.
 g. Discuss TWO (2) perceptual errors that might occur while you are analyzing the article.

There are a couple of perceptual errors that might occur while analyzing the article. Two of these
errors are:

1. Confirmation bias: This occurs when an individual only focuses on information that confirms their
pre-existing beliefs and ignores information that contradicts those beliefs. For example, if someone
believes that Generation Z is lazy and entitled, they may only focus on information in the article that
supports that belief, such as the statistic that shows that Generation Z job-hops more frequently.
They may ignore other information in the article that suggests that Generation Z is motivated by
purpose and values.

3. Stereotyping: This occurs when an individual makes assumptions about a group of people
based on their perceived characteristics, without considering individual differences. For
example, if someone stereotypes millennials as entitled and self-centered, they may assume
that all millennials will take an extended break after being laid off, without considering other
factors such as personality or external circumstances. Stereotyping can lead to inaccurate
conclusions and hinder understanding of the unique experiences of individuals within a
particular group.

There are couple of perpetual errors that might occur while analyzing the article.

1. Confirmation bias. This occurs when an individual only focuses on information that confirms their
pre-existing beliefs and ignores information that contradicts those beliefs. For example, if someone
believes that Generation Z is lazy and entitled, they may only focus on information in the article that
supports that belief, such as the statistic that shows that Generation Z job-hops more frequently.
They may ignore other information in the article that suggests that Generation Z is motivated by
purpose and values

2. Stereotyping. This happens when someone draws generalizations about a group of people based
on their perceived traits without taking individual variances into account. One can assume, for
instance, that all millennials will take a long hiatus after being laid off if they are stereotyped as
entitled and self-centered, without taking other aspects like personality or external conditions into
account. Stereotyping can result in incorrect judgements and prevent comprehension of the
distinctive experiences of each member of a group.
One possible instrumental value employed by Generation X based on the article is Financial Stability.
The justifications are;

1. Financial Obligation and responsibilities. The article emphasizes the facts that numerous Gen Xers
are saddled with financial duties and responsibilities like providing for family, paying off mortgage
and saving for retirement. They are encouraged to stay in workforce because of the consistent
income that helps them in immediate financial obligations. Financial stability is crucial for them to
fulfill their duties and secure a lifestyle for themselves and family.

2.Career progression and upward mobility. Despite having previously experienced economic
downturns, members of Generation X have worked hard to establish their careers and rise
the corporate ladder. They honour the career cachet they have acquired via their efforts
since they have obtained superior positions and leadership roles. Staying employed and
maintaining their upward trajectory allows them to continue progressing professionally,
enhancing their job security and prospects for better financial rewards in the future. In this
setting, having financial security is essential to their career goals and aspirations.

2.According to the article, one external factor that leads to an extended break after being
laid off among millennials is the desire to rest and recharge. As opposed to some Gen Xers
who are eager to remain in the profession, some millennials are taking career breaks or
quitting their full-time jobs completely in order to take time off and rejuvenate. As a
generation, millennials are known for placing a high value on work-life balance and individual
well-being. Particularly, if they have been working in extremely stressful workplace or are
experiencing burnout, they may see a layoff as an opportunity to take a break from their
employment. Taking an extended break allows them to recharge mentally, emotionally and
physically, focus on self-care, and explore other personal interests or passions. The emphasis
by taking a healthy work-life balance and giving priority to their general well-being is being
reflected in this external aspect.

According to Maslow’s hierarchy of needs, select the most important need for Generation X
is safety and security and and for Generation Z is belonging and social connection.
Safety and security: Generation X, as described in the article, is facing financial obligations
and pressures. Their immediate financial worries revolve around their family insurance,
salary, retirement fund and mortgage payments. They might also have higher debt loads
than the older generations. Their whole well-beings depends on them fulfilling these
financial duties and securing a solid and secure future for themselves and their families.
Thus, the need for safety and security, both finally and in terms of personal safety, takes
precedence for Generation X.
Belonging and social connection: Generation Z, being the younger generation, places a
significant emphasis on social connection and a sense of belonging. Peer relationships,
friendships, and a sense of community frequently help to meet this need. Whether in person
or online, Generation Z looks to their social networks for approval, validation, and support.
Their emotional health and the development of their identities depend on their need for
social connection and belonging. For Generation Z, forming connections and being a part in a
community or social group are their top priorities.
 The 3 ways to motivate Generation Z to stay in the workforce are:
1. Provide opportunities for growth and development. Generation Z is committed to lifelong
learning and personal development. Organizations can provide them with mentorship
opportunities, training courses, and development chances to encourage them to continue in
the workforce. Generation Z employees can be engaged and motivated by offering a clear
path for growth, skill-building initiatives, and the opportunity to work on challenging
projects. Organizations can demonstrate their value to their employees' progress and
dedication to their long-term success by investing in their professional development.

2. Foster a positive and inclusive work environment. The workplace culture that Generation Z
prefers to work in is one that values diversity, teamwork, and belonging. Organizations
should place a high priority on developing a motivating and encouraging work environment
for their employees. Employees in Generation Z may feel appreciated and engaged by
promoting open communication, acknowledging and accepting different viewpoints, and
encouraging teamwork. Additionally, encouraging work-life balance, flexibility, and well-
being programmes can show that the company is concerned with its employees' general
fulfilment and pleasure.

4. Embrace technology and innovation. The first generation to grow up in the digital age,
Generation Z is very interested in technology. Organizations should embrace technology and
offer possibilities for innovation to inspire employees. Implementing digital tools,
automation, and flexible work schedules can improve productivity and efficiency while also
appealing to Generation Z's demands. A sense of ownership and empowerment may be
created by including them in decision-making processes and allowing them to share their
creative ideas and opinions. This will encourage them to stay and have a significant impact
on the organization.

One type of personality that may be inclined to take an extended break after being laid off is an
"Extraverted Personality." Here are two justifications for this answer:

1. Recharge and rejuvenation. Social interactions and outside stimuli are typically the sources of
energy for extraverts. Losing a job can be an emotionally taxing and stressful process. The chance to
engage in energizing activities, such as spending time with friends and family, pursuing hobbies, or
attending social events, can help extraverts recharge and revitalize over a prolonged hiatus. They can
prepare themselves for new professional opportunities and rediscover their desire during this time
off from work.

3. Networking and exploration. Extraverts thrive in social settings and often excel in building
relationships. An extended break can give extraverts the chance to network, connect with
others in their field, and explore potential career paths. They can attend industry events, join
professional groups, or engage in informational interviews to expand their professional
network and gain valuable insights. This active exploration can lead to new job opportunities,
 collaborations, or even a change in career direction. By taking the time to connect with
others and explore different options, extraverts can increase their chances of finding a
fulfilling and rewarding next step in their career.

Based on the article, one type of personality that tends to search for a new job immediately after
being laid off is the neuroticism personality.

1. Need for stability and security. Neuroticism is characterized by a tendency to experience negative
emotions, such as anxiety and worry. Individuals with this trait may have a strong need for stability
and security in their lives. After experiencing a job loss, they may feel a heightened sense of
uncertainty and instability, which can further exacerbate their feelings of anxiety. Seeking a new job
immediately can provide a sense of security and stability, as it offers the opportunity to regain a
consistent income and restore a sense of routine and structure in their lives. By actively searching for
a new job, they can reduce their feelings of uncertainty and alleviate their worries about future
financial stability.

2. Sense of purpose and productivity: Neurotic individuals may find comfort and a sense of purpose
in being productive and having a clear focus in their lives. After a job loss, they may experience a loss
of identity or a decrease in self-esteem, which can be distressing for them. Engaging in a job search
and actively pursuing new employment can help them regain a sense of purpose and
accomplishment. It allows them to channel their energy into a meaningful pursuit, providing a
distraction from negative emotions and boosting their self-confidence. By quickly searching for a new
job, neurotic individuals can regain a sense of control over their lives and counteract any feelings of
helplessness that may arise from being laid off.