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Generational Change in Australian Librarianship : Viewpoints from Generation X

Generational Change in Australian Librarianship : Viewpoints from Generation X. Sue Hutley Terena Solomons Manager Manager UQ Ipswich Library Hollywood Hospital Library. Background …. Background. 2001 – potential shortage identified by United States

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Generational Change in Australian Librarianship : Viewpoints from Generation X

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  1. Generational Changein Australian Librarianship :Viewpoints from Generation X Sue Hutley Terena Solomons Manager Manager UQ Ipswich Library Hollywood Hospital Library

  2. Background ….

  3. Background • 2001 – potential shortage identified by United States • Managing between the generations • Different values, experiences, styles, and attitudes create • Misunderstandings • Frustrations

  4. Demographics Stanley Wilder says …..

  5. Australian Library Demographics

  6. Australian Library Demographics • 20% of Australian Librarian population may retire between 2005 and 2010 and, a further • 32% may retire between 2010 and 2020

  7. Australian Population Projections

  8. Four Generations • Traditionalists • Baby Boomers • Generation X • Generation Y

  9. Veterans / Traditionalists • Veterans / Traditionalists / Silent Generation (1922-1943) • "heads down, onward and upward" attitude live out a work ethic shaped during the Great Depression • Motivated by duty, tradition, and loyalty • Happiest when everyone is happy • Great mediators • Influences • Great Depression, Roaring Twenties, World War I &II, Korean War • Characteristics • Patriotic, loyal, “waste not, want not,” faith in institutions • Military influenced top-down approach • Value Logic and Discipline • Don’t Like Change • Want to Build a Legacy Key Word: Loyal

  10. Baby Boomers • Baby Boomers (1943 to 1960) • Vacillate between their overwhelming need to succeed and their growing desire to slow down and enjoy life • Experienced post-war optimism • Went to college/university in record numbers prolonged childhood stage and fosters idealistic 60s and 70s • Material well being • Favour status quo or incrementalism with decision making process • Have been described as self-absorbed, materialistic, and externally motivated • Have more workaholics than Gen X • Influences • Suburbia, TV, protests, human rights movement, drugs, and rock ‘n roll • Characteristics • Idealistic, COMPETITIVE, question authority • “Me” Generation • Money, Title, Recognition • Want to build a Stellar Career Key Word: Optimistic

  11. Generation X • Generation X (1961 to 1980) • Try to prove themselves constantly yet dislike the image of being overly ambitious, disrespectful, and irreverent • Tend to be skeptical, realistic, responsible, pragmatic, self-confident, independent thinkers who are not easily intimidated by authority • Believe work should be fun and value quality of life, working to live not living to work • More loyal to individuals than organizations • More likely to leave a job for higher salary than Boomers • Influences • Sesame Street, MTV, Game Boy, PC, divorce rate tripled, latch-key children • Characteristics • Eclectic, resourceful, self-reliant, distrustful of institutions • Highly adaptive to change and technology • Need a balance between work and life - Freedom • Flexible and Motivated • Want to Build a Portable Career Key Word: Skepticism

  12. Generation Y • Millennials, Generation Next, Digital Generation (1981 – 2000) • New to the workforce, mix savvy with social conscience and promise to further change the business landscape • Generation of consumers • Grew up with technology • Optimistic and goal oriented • Expect a 24/7 society/workplace • Favour multiple projects over one focused area • Thrive on challenging work and creative expression • “They are like Generation X on fast-forward with high self-esteem” • Influences • Expanded technology, natural disasters, violence, diversity • Characteristics • Globally concerned, realistic, cyber literate, “personal safety” is number one concern • Want work to be meaningful • Have been involved their entire life Key Word: Realistic

  13. Balance

  14. Reward

  15. Career

  16. Feedback

  17. Conclusions • Be aware of when retirements are going to happen • Work to ensure that skills and corporate knowledge don’t get left behind • Place strong emphasis on staff development initiatives • Encourage inclusion from both Gen X & Y librarians and library staff in decision making • Understand that the new generation of librarian and library staff need more freedom and trust and that they may not stay long if they don’t get it • Think about how you will encourage young people to become the librarians of the future

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