The Millennial Generation:
From the Classroom to the
Workforce, What Can We Expect
Terri Manning
Bobbie Everett
Cheryl Roberts
A Study Funded by the Workforce Development Board
It May Take a Village to Raise
a Child, but it Takes a Society
to Raise a Generation
Economic Conditions
Societal Norms
Political Events
Major Crises
Each Generation
• Consists of approximately a 20-year span (not
all demographers and generation researchers
agree on the exact start/stop dates)
• Has a unique set of values
• Reacts to the generation before them
• Looks at their generation as the standard of
comparison
• Looks at the next generation skeptically “these
kids today…”
• Those born on the “cusp” may have a blended
set of characteristics
• They are either idealistic, reactive, civic or
adaptive
Two Responses to This Research
1. The Millennials are
spoiled rotten
brats whose
parents have given
them everything.
2. This generation is
extremely talented
and will bring
technology and
teamwork skills to
the workforce.
The Veterans (also known as the Silent
Generation or the Greatest Generation)
1925–1942 (adaptive)
Core Values
Dedication
Hard Work
Conformity
Law and Order
Patience
Delayed Reward
Duty before Pleasure
Adherence to Rules
Honor
The Veterans
• Children of the Great Depression and WWII,
this generation decided not to attack the
institutions created by the generation before
them, but instead, as global thinkers, they
chose to focus on improving and refining
them so that they could be good for
everyone, not just a select few.
• The overall goal was not to change the
system, but to work within it.
• While economically very successful, they were
also the inventors of "the midlife crises"
probably because they didn't get a chance to
enjoy the freedoms of their youth.
The Veterans
Important Events
• Lindbergh Completes
First Transatlantic Flight
• Stock Market Crash
• Depression
• The New Deal
• Social Security
• Pearl Harbor
• The End of WWII
• FDR Dies
• Korean War
Cultural Memorabilia for the
Veterans
•
•
•
•
•
•
•
•
•
•
Kewpie Dolls
Mickey Mouse
Flash Gordon
Radio
Wheaties
Tarzan
Jukeboxes
Blondie
The Lone Ranger
The McCarthy Era
The Veteran Generation
Childhood
• Raised by the GI Generation (civic)
• Large families (3-5 children)
• Strong sense of extended family (same town
or home)
• Grandparents in the home
• Average 10-year-old spent 4-6 hours daily
with a significant adult role model
• Rural society
• Apprenticeship businesses and farming
• Perception of the world as “safe”
The Baby Boomers 1943–1964
(the largest generation, idealist)
Core Values
Optimism
Team Orientation
Personal Gratification
Health and Wellness
Personal Growth
Youth
Work
Involvement
Baby Boomers
Important Events
• Rosa Parks
• First Nuclear Power Plant
• The Civil Rights Act
• Cuban Missile Crisis
• John Glen Orbits the Earth
• Martin Luther King Leads March on Washington, D.C.
• President John F. Kennedy Assassination
• National Organization for Women Founded
• Martin Luther King Assassination
• Robert F. Kennedy Assassination
• Watergate
• Kent State Massacre
• Vietnam War
Cultural Memorabilia for Baby Boomers
•
•
•
•
•
•
•
•
•
•
•
Television
The Ed Sullivan Show
Barbie Dolls
Fallout Shelters
Poodle Skirts
Pop Beads
Slinkies
TV Dinners
Hula Hoops
The Peace Sign
Laugh In
The Baby Boomer Childhood
• Divorce reached a low in 1960 of 9%
• Families moved due to GI Bill, GI housing and
industrialization
• First generation to live miles from extended
family
• Family size smaller (2-3 children)
• Few grandparents in the home
• Moms stayed home
• Dads carpooled
• Children spent significant time with adult role
models
• Perception of the world as “safe”
Baby-boomer Results
• Very idealistic - banned together and walked
through life with their fists held high
• Generation gap occurred between them and
their parents
• Captured phrases like “why be normal” and
“question authority”
• They weren’t friendly toward authority figures
• Did not get along with their parents and swore
they would not raise their kids like they were
raised
• As adults - work an average of 55 hours per
week
A Changing Nation
100%
90%
87.9%
89.5%
89.8%
88.9%
80%
88.6%
89.8%
89.8%
83.1%
87.5%
74.7%
80.3%
70%
75.1%
60%
White
50%
African American
Other Minority
40%
30%
5
20
0
20
0
0
12.6% 12.3%
7.6%
5.2%
0
0
19
8
0
12.1%
13.2%
12.1%
19
9
11.1%
0.5% 0.9% 1.4%
0
19
5
0
19
4
0
0
0.4% 0.4% 0.5% 0.4%
19
3
19
0
0
0%
0
0.5%
19
2
10%
10.0%
9.7%
0
10.7%
11.7%
10.5%
9.8%
19
7
9.9%
19
6
11.6%
19
1
20%
The Gen Xers 1965–1982
A Lost Generation… A Nomadic Generation…..
Half the Size of the Baby Boom (reactive)
Core Values
Dedication
Hard Work
Conformity
Law and Order
Patience
Delayed reward
Duty before pleasure
Adherence to rules
Honor
Gen X
Important Events
• Women’s Liberation Protests
• Watergate Scandal
• Energy Crisis begins
• Tandy and Apple Market PCs
• Mass Suicide in Jonestown
• Three Mile Island
• US Corporations begin Massive Layoffs
• Iran Hostage Crisis
• John Lennon Shot and Killed
• Ronald Reagan Inaugurated
• Challenger Disaster
• Exxon Valdez Oil Tanker Spill
Cultural Memorabilia for Gen X
•
•
•
•
•
The Brady Bunch
Pet Rocks
Platform Shoes
The Simpsons
Evening Soaps (Dallas and
Dynasty)
• ET
• Cabbage Patch Dolls
• Super-hero Cartoons on TV
(He-man)
Generation X
• This is the conscientious, extremely
pragmatic, self-sufficient generation that
has a ruthless focus on the bottom-line.
• Born and raised at a time when children
were at the bottom of our social
priorities, Gen Xers learned that they
could only count on one thing themselves. As a result, they are very
"me" oriented.
• They are not active voters, nor are they
deeply involved in politics in general.
The Gen X Childhood
•
•
•
•
•
•
•
•
Divorce reached an all-time high
Single-parent families became the norm
Latch-key kids were a major issue of the time
Children not as valued – looked at as a hardship
Families spread out (miles apart)
Family size = 1.7 children (many only-children)
Perception of the world as “unsafe”
Average 10 year old spent 14 ½ minutes a day
with a significant adult role model
• Parents looked around and said – we need to do
this better
Generation Next (civic)
The Echo Boom/Millennials…
 The Millennials are almost as large as the baby boom-some say
larger - depending on how you measure them (approx. 81M).
 The Millennials are the children born between 1982 and 2002
(peaked in 1990), a cohort called by various names:
Echo Boom
Generation Y
Millennials
Net Generation
Millennials
• This generation is civic-minded, much like the
previous GI Generation.
• They are collectively optimistic, long-term
planners, high achievers with lower rates of
violent crime, teen pregnancy, smoking and
alcohol use than ever before.
• This generation believes that they have the
potential to be great and they probably do.
We are looking to them to provide us with a
new definition of citizenship.
The Millennial Childhood
• The most monumental financial boom in
history.
• Steady income growth through the
1990’s.
• Still great disparity between races.
• Saw their parents lose all their stocks
and mutual funds (college funds) during
the early 2000’s.
Mean Income History for
a Family of Four by Race
$90,000
Black
White
Hispanic
$80,000
$70,000
$60,000
$50,000
$40,000
03
2
0
02
2
0
01
2
0
00
2
0
99
1
9
98
1
9
97
1
9
96
1
9
95
1
9
94
1
9
93
1
9
92
1
9
91
1
9
90
1
9
89
9
1
1
9
88
$30,000
Demographic Trends
 The Baby Boomers chose to become older
parents in the 1980s while Gen X moms
reverted back to the earlier birth-age norm,
which meant that two generations were
having babies.
 In 1989, 29 percent of the 4.4 million live
births were to women aged 30 and older.
 Millennials have older largely Baby Boomer
parents: Average age of mothers at birth at an
all time high of 27 in 1997.
Demographic Trends, cont.
 Smaller families: Only
children will comprise
about 10% of the
population.
 More parental education: 1 in 4 has at least
one parent with a college degree.
 Kids born in the late ‘90s are the first in
American history whose mothers are better
educated than their fathers by a small margin.
Demographic Trends – Changing
Diversity
 Increase in Latino immigration Latino women tend to have a
higher fertility rates than nonLatino women.
 Nearly 35% of Millennials are
nonwhite or Latino.
 Twenty percent of this generation
has at least one parent who is an
immigrant.
 Millennials have become the most
racially and ethnically diverse
generation in US History.
Safety Issues
The Safest Generation
• This generation was buckled up
in car seats, wore bike helmets,
elbow and knee pads when skating, and were the
inspiration for “Baby on Board” signs.
The Well-Being of U.S. Teens
• Mortality Rate for US teens aged 15–19 declined from
1960 to 1997.
-Teens are having fewer accidents than Boomers
General Health Conditions
(Children under 18, rates per 1,000)
Asthma
Tonsils/Adenoids
Deformities
Speech
Hearing
Visual
Heart Disease
Epilepsy
80
70
60
50
40
30
20
10
0
1984
1987
1990
1992
1993
1994
1995
1996
http://aspe.hhs.gov/hsp/99trends/hc-2-healthcond.pdf, Department of Health and
Human Services
Doses of Methylphenidate (Ritalin)
in Millions
200
180
United States
Other
160
140
120
100
80
60
40
20
0
1984
1985
1986
1987
1988
1989
1990
1991
1992
US Department of Justice, DEA, http://www.methylphenidate.net/
1993
Overweight Children and
Adolescents
24
22
20
18
16
males 6-11
females 6-11
males 12-17
females 12-17
14
12
10
60's
1971-74
1976-80
1988-91
2003-4
http://aspe.hhs.gov/hsp/99trends/hc-2-healthcond.pdf, Department of Health and
Human Services
Major Influencing
Factors
1.
2.
3.
4.
5.
Their parents
The self-esteem movement
The customer service movement
Gaming and technology
Casual communication
Parenting Millennials
• This generation is being parented by welleducated, over-involved adults who
participate in “deliberate
parenting.” They have
outcomes in mind.
• Boomers were the first
generation to be thrown
out in to an unsafe world
as adolescents.
• The 60’s and 70’s were very scary and many
of us felt unprepared for it.
• We were naïve and didn’t have enough tools
in our tool box to deal with it.
Baby Boomers as Parents
• Boomers rebelled against the parenting
practices of their parents.
• Strict discipline was the order
of the day for boomers.
• They made conscious decisions
not to say “because I told you
so” or “because I’m the parent
and you’re the child.”
• Boomers became more
“friendly” with their children.
They wanted to have open lines of
communication and a relationship with them.
Baby Boomers as Parents
• They explained things to their children, (actions,
consequences, options, etc.) – they wanted them to
learn to make informed decisions.
• They allowed their children to have input into family
decisions, educational options and
discipline issues.
• We told them “just because it is on
television doesn’t mean it’s true”
or “you can’t believe everything
you read.”
• We wanted them to question
authority.
The Result
• Millennials have become
“a master set of
negotiators” who are
capable of rational thought
and decision-making skills at
young ages.
• They will negotiate with anyone
including their parents, teachers
and school administrators.
• Some call this “arguing.”
CPCC Sociology Instructor
• “More and more students challenge me and
the material. They either see it as opinion,
and nothing else, or they see it as …
propaganda.”
Helicopter Parents
• Helicopter Parent (n) A
parent who hovers over his
or her children.
• Or Snowplow parent: Parents who clear
the way for their children
• ……these (echo) boomers are confident,
achievement-oriented and used to hovering
"helicopter" parents keeping tabs on their
every move. (Anthony DeBarros, "New baby
boom swamps colleges," USA Today, January
2, 2003)
Helicopter Parent go to
College
• A new generation of over-involved
parents are flooding campus
orientations, meddling in registration
and interfering with students' dealings
with professors, administrators and roommates,
school officials say.
• Some of these hovering parents, whose numbers
have been rising for several years, are unwittingly
undermining their children's chances of success,
campus administrators say. Now, universities and
colleges are moving rapidly to build or expand
programs aimed at helping parents strike a better
balance.
Colleges Ward Off Overinvolved Parents By Sue Shellenbarger
From The Wall Street Journal Online
Baby Boomer Parents have been
their Biggest Cheerleaders
• Millennials expect and
need praise.
• Will mistake silence for
disapproval.
• Millennials expect
feedback.
Parental Care in the Millennial Era
• Today’s typical family is spending more,
not less, time with kids.
• Smaller families mean
more time with each child.
• Fathers are spending more
time with children.
• Less housework is being done.
• There is a strong connection between the
social lives of parents and kids.
• They get along with their parents and
share their parents’ values.
Focus on Self-esteem
• This generation was the center
of the “self-esteem” movement.
• 9,068 books were written about
self-esteem and children during
the 80s and 90s (there were 485 in the 70s).
• The state of California spent millions studying
the construct and published a document
entitled “Toward a State of Self-esteem.”
• Yet they can’t escape the angst of adolescence
– they still feel disconnected, question their
existence, purpose and the meaning of life.
They want to feel valued and cared about.
Focus on Customer Service
• Expect access (24/7)
• Expect things to work like
they are supposed to
• If they don’t “that is your
problem”
• They want what they have paid for
• Everything comes with a toll-free
number or web address
• Want “Gateway Go Back”
in classes
Add the Impact of Gaming
• Gaming has impacted children
– The game endings changed based
on the decisions children made
(Role Playing Games [Legend of
Zelda, Final Fantasy, Chronotrigger])
impacting locus of control.
– Involves a complex set of decisionmaking skills.
– Teaches them to take multiple
pieces of data and make decisions
quickly.
– Learning more closely resembles
Nintendo, a trial and error approach to
solving problems.
We navigated our way through…..
They navigated their way through…..
Technology
• This generation has been plugged in since
they were babies.
• They grew up with educational software and
computer games.
• They think technology should be free.
• They want and expect
services 24/7.
• They do not live in an
8–5 world.
• They function in an
international world.
Millennials Want to Learn
With technology
With each other
Online
In their time
In their place
Doing things that
matter (most
important)
Source: Achievement and the 21st Century Learner.
Technology In School
• Students are increasingly savvy when
it comes to technology.
• In general, students expect faculty to
incorporate technology into their
teaching and be proficient at it.
• At the very least, communication via e-mail,
access to online resources, PowerPoint
presentations, Internet activities, discussion
boards and electronic classrooms are
expected.
• Faculty will need to balance the use of
technology with their own philosophies of
teaching.
Technology Use
• Children under 6 years
–
–
–
–
48%
27%
39%
30%
• Teens
have used a computer
(4-6 year-olds) use a computer daily
use a computer several times a week
have played computer games
– 100% use the internet to seek information
– 94% use the internet for school research
– 41% use email and IM to contact teachers and
schoolmates about school work
– 81% email friends and relatives
– 70% use IM to keep in touch
– 56% prefer the internet to the telephone
By age 21…..
• It is estimated that the
average child will have:
–
–
–
–
–
Spent 10,000 hours playing video games
Sent 200,000 emails
Spent 20,000 hours watching TV
Spent 10,000 hours on their cell phone
Spent under 5,000 hours reading
• But these are issues of income. Will a child
who grows up in a low income household
have these same experiences?
The “Information Age” Mindset
• Students have never known life without the
computer. It is an assumed part of life.
• The Internet is a source of research,
interactivity, and socializing (they prefer it over
TV).
• Doing is more important than
knowing.
• There is zero tolerance for
delays.
• The infrastructure and the
lecture tradition of colleges
may not meet the expectations
of students raised on the Internet and
interactive games.
Cell Phone Technology
• They all have cell phones and expect
to be in contact 24/7.
• Not a phone – a lifestyle management tool
• Staying “connected” is essential.
• Communication is a safety issue for
parents.
• Communication has become
casual for students (IM, email
and cell phones.
What About 1st Generation
Students?
• Not all students will be proficient; first-generation and
students from low income or working class families may
have less experience.
• Their experience with technology has been in arcades
and minimally in school (poorer districts.)
• They have not had the exposure to educational uses of
technology.
• We need another placement test – remedial
keyboarding and technology.
• Huge digital divide between the “haves” and the “have
nots” based on income levels (class).
• Digital divide is appearing in pre-K.
Take a Look at a Large
Urban K-12 School District
2005-2006
Charlotte-Mecklenburg Schools in Charlotte, NC
District = 129,011 Students - High School Students =36,420
Number in Population
Percent in Population
White
46,316
39.3%
African American
50,646
43.0%
Hispanic*
12,638
10.7%
4,976
4.2%
Native American*
663
0.6%
Multi-racial/other
2,566
2.2%
Asian*
Percent At or Above Grade Level
Subject
Areas
White
African
American
Hispanic/
Latino
Native
America
Algebra I
(n=9,260)
88.10%
58%
63.50%
68.30%
Geometry
(n=7,699)
79.80%
36%
51.50%
46.20%
Algebra II
(n=6,888)
84.20%
54.50%
67.80%
50%
Biology
(n=7,606)
83.40%
42.50%
48.60%
43.20%
Chemistry
(n=5,781)
73.80%
39.60%
50.30%
43.50%
US History
(n=7,000)
78.6%
39.5%
52.0%
46.7%
English
(n=8,935)
94.4%
74.7%
66.1%
74.3%
Percent At or Above Grade Level
Subject Areas
Low Income
Limited English
Algebra I (n=9,260)
57.9%
55.0%
Geometry (n=7,699)
37.4%
41.3%
Algebra II (n=6,888)
57.2%
59.9%
Biology (n=7,606)
40.5%
29.1%
Chemistry (n=5,781)
40.6%
42.7%
US History (n=7,000)
39.1%
29.9%
English I (n=8,935)
69.4%
49.8%
K-8 End of Grade Tests in Reading/Literacy
Percent At or Above Grade Level
100%
90%
80%
70%
60%
White
50%
African Americans
Hispanic/Latino
Native American
st
1
K
(r
e
ad
in
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(r
ea
di
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2
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ss
)
(r
ea
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)
3
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(E
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)
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(E
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)
6
th
(E
O
G
)
7
th
(E
O
G
)
8
th
(E
O
G
)
40%
K-8 End of Grade Tests in Math
100%
Percent At or Above Grade Level
90%
80%
70%
60%
White
African Americans
Hispanic/Latino
50%
40%
Native American
30%
)
)
)
)
)
)
s)
s)
G
G
G
G
G
G
s
s
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Once in College
• Many of our students have had little
academic success in the past.
• They have been functioning below grade level
since early elementary school.
• Computer skills are also lower.
• They come to college and we test them using
a computer.
• They test into remedial courses but don’t take
them.
• They enroll in courses they aren’t prepared
for.
• They also take distance ed classes (require
more motivation and discipline).
Of the 5,694 New Program-declared
Students at CPCC in Fall 2004….
..who took math placement tests
Placed into college-level
math
Placed into remedial math
but didn't take recommended
course that semester
Took the remedial course
they placed into that first
semester
Number Percent
548
9.6%
4,748
83.4%
398
7.0%
Is It Different by Race?
Math
Placements
White
Tested to
College Level
14.1%
Didn't Take
Placed Course
Took Placed
Course
Hisp./
Latino
7.7%
78.0% 83.1%
7.9%
Afr.
Amer.
9.2%
Asian
Nat.
Amer.
Other
18.6%
19.4%
14.3%
23.9%
72.3%
73.1%
78.6%
70.9%
9.1%
7.4%
7.1%
5.2%
In School
• They need to understand why
they are doing what they are
doing – objectives of classroom
activities and projects.
• They want to have input into
their educational processes.
• They want to be involved in meaningful
activities, not mundane work.
• They think it is cool to be smart.
• They will respond well to programs like
“learning communities and service learning.”
Millennial Expectations
• Clear expectations, explicit syllabi, and
well structured assignments.
• They expect detailed instructions and
guidelines for completing assignments.
• They have come from K-12 systems
where students are actively involved in
learning and classroom activities change
often.
• Teachers are helpers and facilitators of
learning.
Satisfaction with Online Courses
70%
60%
50%
63%
55%
40%
38%
30%
26%
20%
10%
0%
Veterans
Source: Educause
Boomers
Gen X
Millennials
CPCC Students: How satisfied were you with the
technical capabilities of the online course?
90
80
% satisfied
Mean by Group
60
80.6
76.9
70
72.8
61.3
50
40
30
20
10
3.61
3.76
3.8
4.06
0
Millennials
Gen X
Baby
Boomers
Veterans
CPCC Students: How satisfied are you with the
format in which the online course was offered?
80
% satisfied
Mean by Group
70
68.6
60
75.8
71.8
60.3
50
40
30
20
10
3.55
3.76
3.77
3.94
0
Millennials
Gen X
Baby
Boomers
Veterans
Attitudes ……..
TV Generation
“Boomers”
PC Generation
“Gen X”
Net Generation
“Millennials”
Web
What is it?
Web is a tool
Web is oxygen
Community
Personal
Extended
Personal
Virtual
Perspective
Local
Multi-national
Global
Career
One career
Multiple
careers
Multiple
reinventions
Loyalty
Corporation
Self
Soul
Authority
Hierarchy
Unimpressed
Self as expert
Issues for Schools, Colleges and
Universities in an Information Age
•
•
•
•
Plagiarism (consumer/creator blurring)
Cheating (must define it)
Cell Phone Policies
Typing vs. Handwriting
From: The Information Age Mindset: Changes in Students and Implications for
Higher Education. By Jason L. Frand. Educause. Sep/Oct 2000.
How are Millennials doing in
school?
• Teachers report that students are
doing better academically.
• The largest gains have been in math
and science for ages 9 and 13.
• Verbal skills show less clear
trends.
• Millennials have corrected a late 80s
decline in writing proficiency.
• Reading scores show modest
gains through the 90s.
SAT Scores – a Twenty Year
Reversal
520
520
519
Verbal
Math
515
510
509
504
505 503
500
500
497
514
512
511
509
508
506
504
503
507
505
504
502
501 501
500
501
501
500
500
499
516
518
518
514
511
506
505505 505505 505
504
507
508
504
508
503
500 500 499
495
494
Millennials Taking SAT
490
83 84 85 86 87 88 89 90 91 92 93 94 95 96 97 98 99 00 01 02 03 04 05 06
9
1 19 19 19 19 19 19 19 19 19 19 19 19 19 19 19 19 20 20 20 20 20 20 20
Highest SAT Scores in 35 Years
SAT 2006 College-bound Seniors
by Gender and Test Component
20.00%
Female Reading
18.00%
Female Math
16.00%
Female Writing
14.00%
Male Reading
12.00%
Male Math
10.00%
Male Writing
8.00%
6.00%
4.00%
2.00%
0.00%
200- 250- 300- 350- 400- 450- 501- 550- 600- 650- 700- 750250 299 349 399 449 499 549 599 649 699 749 800
22.1% scored over 600 on any of the three areas, 16.2% scored
below 400 on any of the three areas.
Mean SAT Scores by Race - 2006
580
562
560
540
526
520 525
518
520
509
485
500
494
498
497
478 480
480
Reading
453
452
448
437
423 435
460
440
Math
Writing
420
th
er
O
er
ic
an
N
at
iv
e
A
m
A
si
an
ic
/L
an
H
is
p
A
fr
ic
an
A
m
W
hi
te
er
ic
an
at
in
o
400
What Do Businesses and Colleges/
Universities Need to Know about
Today’s College Students and
Graduates
Here Come the Girls
College Full-time Enrollments
in Millions
freshmen girls
Sophomore girls
junior girls
senior girls
freshmen boys
sophomore boys
junior boys
senior boys
6
5
4
3
2
1
0
20
00
20
02
20
04
20
06
20
08
20
10
20
12
20
14
20
16
20
18
20
20
First Millennial College Graduates Spring 2004 --- Peak Enrollment 2010.
Of the 5.8 million in college in 2010, 56% will be women.
Boys Issues in K-12
For Every 100 Girls Who….
Number of Boys
Enroll in Kindergarten
116
Enroll in Ninth Grade
101
Enroll in Twelfth Grade
98
Are Suspended from K-12
250
Are Expelled from K-12
335
Diagnosed with Learning Disability 276
Enroll in the gifted and talented
program
94
The Boys Project. http://www.boysproject.net/statistics.html
Boys and Their Educational
Choices
For Every 100 Girls Who….
Number of Boys
Graduate from High School
96
Enroll in College
77
Earn an Associates Degree
67
Earn a Bachelors Degree
73
Earn a Masters Degree
62
Earn a Doctorate
92
The Boys Project. http://www.boysproject.net/statistics.html
First Time Freshman Enrollments by Gender
– 50 Years (numbers in thousands)
1600
(54.8%)
1400
1200
(45.2%)
1000
800
Males
Females
600
400
200
04
20
00
20
95
19
90
19
85
19
80
19
75
19
70
19
65
19
60
19
19
55
0
College Graduation Projections (numbers in
thousands) (61% of degrees will go to
women)
1050
(62.6%)
950
850
Assoc. Degree Male
Assoc. Degree Female
Bach. Degree Male
Bach. Degree Female
750
650
(37.4%)
550
(60%)
450
350
(40%)
250
6
50
20
7
60
20
8
70
20
9
80
20
0
-1
9
0
20
1
-1
0
1
20
2
-1
1
1
20
3
-1
2
1
20
4
-1
3
1
20
Ambitions
 Most
•
•
•
popular college majors:
Medicine
Education/teaching
Business and marketing
•
•
•
Engineering
Law and politics
Computer science
 Most
sought after qualities in
careers:
•
•
•
Responsibility
Independence
Creativity
 Most
•
•
Source: Industry Week, March, 1998.
•
Idealistic and
committed co-workers
common job trends :
Multi-taskers
Change Careers
•
•
Seek security & benefits
Stay with company that
offers a challenge
Difference in Values
• They have witnessed their
baby boomer parents coming
home from stressed jobs,
exhausted, falling asleep at
the dinner table; and don’t
want that for themselves.
• They are a generation who is
interested in a life with value
and meaning – they do not
aspire to what the “boomers”
aspire to – they want
something different.
True Multi-taskers
• Millennials have lived programmed
lives and are already quite capable
of learning several jobs
simultaneously and performing
them admirably.
• Millennials will change careers
many times.
• Retooling and recycling their
skills and talents will become
common.
• To retain them, smart employers
will encourage Millennials to try out different careers
within the same company.
Need for Services
• It is estimated that 3 million Millennials have
been diagnosed with ADHD and have been
medication (80% are boys).
• Within student populations, the number with
disabilities has jumped from 3% to 9%.
–
–
–
–
Many have had individual education plans.
Many need testing services (quiet, separate).
Need to self-advocate to teachers.
Major transition from high school to college.
Break
2004 Research Study
• Central Piedmont Community College’s
Center for Applied Research was
contracted to do this study by the
Workforce Development Board.
– Focus Groups were conducted.
– An Online Survey was administered.
– Data collected January–March 2004 from the
University of NC at Charlotte, Central
Piedmont Community College and Johnson C.
Smith University.
Characteristics They Look for in
Teachers
• At least 50% said:
–
–
–
–
–
–
Enthusiastic about the course/teaching
Are fun to be around
Provide intellectual challenges
Have flexible class policies
Are sensitive to your needs/feelings
Emphasize preparing for future career
Working in Teams
• How do you feel about working in teams?
– I like it
– Have no feelings about it
– I don’t like it
44.7%
25.9%
29.4%
Working in Teams
• In the classroom, do you do the
following? 1 = never
2 = rarely
3 = sometimes
4 = often
Mean (sd)
Are given “team grades” on working
with others
Write papers/do projects with others
Study/do research in teams
2.62 (.89)
2.41 (.79)
2.35 (.80)
What Will You Do
After Graduating?
•
•
•
•
•
Immediately get a job
Continue my education
Take some time off
Marry/start a family
Not sure
43%
34%
5%
6%
13%
Career
Field
 How likely do you think it is that your first job
out of college will be in your career field?
– Somewhat Likely
– Not Likely/Not Sure
– Very Likely
37.4%
20.5%
39.4%
Worry
• Things they worry about frequently:
Future Plans
• Things they worry about occasionally:
Transitioning to Life After College
Finding a Job to Fulfill your Goals and
Aspirations
Money to Travel/for Hobbies
Life After College
Financial Debt
Worry
• Things they worry
about occasionally:
Home Ownership
Paying Monthly Bills
Finding a Job in Your Field
Relationships After College
• Things they don’t worry about at all:
Being Penalized for No Job Experience
Quality of Life?
Rank order of items that contribute
to a good quality of life
(% ranking item in top 3
on a scale of 1-8)
–
–
–
–
–
–
–
Having a secure future for my family
Time to enjoy family/children
Having family/children
Having a great job
Having good friends
Having plenty of money
Having plenty of free time
71.5%
68.7%
63.2%
60.4%
55.2%
45.5%
40.2%
Your Generation in the Future
• Someday, your generation will be raising
kids, running corporations and occupying
high political office. When that day comes,
which areas of American life will be better,
the same or worse than today because of
your generation?
– 3 = better
– 2 = same
– 1 = worse
Areas they felt they would do better:
Technology
Race Relations
Areas they felt they would do about the
same:
Economy
Schools
Arts/Culture
Foreign Affairs
Areas they felt they
couldn’t improve on:
Government
Family Life
Religion
Crime/Public Order
Second Part of the Study
Feedback
from
Employers
Types of Companies
• Type
– For profit (14)
– Public (4)
– Not for profit (5)
– Private (11)
• Size
– < 50 employees (13)
– 51-100 employees (2)
– 101-500 employees (2)
– More than 500 employees (3)
What Students Told Us About
Their Career Expectations
Salary Expectations
• Realistically, what do you expect your starting
salary will be when you begin working?
–
–
–
–
–
–
$15-20K
$21-30K
$31-40K
$41-50K
$50K+
Not sure
Millennials
7.7%
29.3%
27.0%
15.9%
7.0%
12.5%
Approximately 65% felt they would earn $40K or less
Importance of Career Components
• Elements thought to be very important
Respected on the Job
Opportunity for Professional Development
Ability to Have an Impact on the World
Importance of Career Components
• Items thought to be somewhat
important:
Access to Information and Expression of Personal
Opinion
Having High Job Prestige
Working with Inspiring Colleagues
Geographic Location of Job
Receive Guidance and Direction from Supervisor
Importance of Career Components
• Items thought to be somewhat important:
Participating in Company Decisions
Independence/Professional Autonomy
Using Creativity on the Job
Lots of Responsibility
Flexible Work Hours
Dress Code Appropriate to
Work Environment
Importance of Job Benefits
• Benefits thought to be very important
Health Insurance
Salary Growth
Plans like 401K
Life Insurance
Bonuses
Employer-paid Retirement
• Benefits thought to be unimportant
Stock Options
Profit Sharing
Jobs in Lifetime
• How many jobs do you
think you will hold in
your lifetime?
– 1-3
35.7%
– 4-6
41.5%
– 7-10
16.5%
– Over 10
6.2%
64% expect to have 4 or more jobs
Reasons US Workers Change Jobs
In 2006, 21% of US workers made voluntary
job changes for the following reasons:
1.
2.
3.
4.
5.
6.
7.
8.
Growth and earnings potential (30%)
Time and flexibility (23%)
Financial compensation (22%)
Culture and work environment (22%)
Benefits (12%)
Supervisor relationship (10%)
Travel and development (9%)
Management climate (9%)
Benefit News
Changing Workforce
• Workers are demanding the ability to balance their
work and personal responsibilities.
• Workers are not afraid of changing jobs.
• The idea that the best way to grow financially and
otherwise is to stay with one employer has been
eroding to the point of extinction.
• Younger workers and those earning $15,000 or less
were the most likely to change jobs.
• The cost of turnovers range from $7,000 for hourly
employees to $30,000 for mid-level managers and
$80,000 for technical or senior level management
(Center for Workforce Learning).
Charlotte Biz, March 2007
Future Odds
• The following % felt it was very likely that they
would someday:
Work for themselves/own business
Have lifestyle they grew up with
21%
63%
• 79% felt a two income household would be
somewhat to very important in reaching their
lifestyle goals?
What Employers Told Us
How is Your Organization Doing Now
With Characteristics of the Millennials
80
76.2
70
60
50
61.9
71.4
61.9
52.3
40
30
Up-to-date
technology
Open to change
20
10
0
Technology based on
employee need
Adapting to fastpaced learning
Use team concept
Percent Agree or Strongly Agree
On What is Scheduling Based?
62
60
Family
Responsibilities
Employee
Preferences
61.9
58
56
54
55
52
50
Percent Agree or Strongly Agree
The Organization is Open to the
Following Issues of Diversity
90
80
81
70
60
50
40
30
60
52.4
42.8
20
10
0
Percent Agree or Strongly Agree
Other
generations
mentoring
millennials
Assimilation of
new employees
into old
employees
Increasing
awareness of
generational
differences
Increasing
training on
diversity
Implications for
Business
Our birth year gives rise to
experiences that influence our values
and behaviors
As seen by…
• Millennials… adaptive / planners, achievers, and
negotiators / technically fluent / highly optimistic
• Gen Xers… reactive/ dedicated / hard working /
ruthlessly focused on the bottom line
• Boomers… idealism / personal gratification / 55 hour
work week / mis-trust of authority
• Silent Generation… civic /stay the course / follow the
rules / duty before pleasure / patience
Generational customs drive
expectations of the organization and
of management
For example…
• Millennials want… a fun work place / moral leaders /
challenging supervisors / interesting coworkers /
personal growth
• Gen Xers … rely on themselves / do not seek
mentoring / caution in an unsafe world
• Boomers are… high on vision and values / don’t want
help from institutions / question authority
• Silent Generation … don’t change the system - work
within it / work well with all generations / teamwork
Generational calamities influence
career attitudes and employment
expectations
As shown by…
• Millennials… Columbine / OK City / 911– led to believe
that the world is less safe
• Gen Xers… Watergate / Layoffs / Women’s Lib became pragmatic and focused on self
• Boomers… Civil rights / Assassinations / Vietnam - led to
trust issues with authority; reacted to strong
disciplinarians
• Silent Generation… Market Crash / Pearl Harbor / - led
to a desire to improve the world for everyone not a select
few
Membership in a particular generation
influences perceptions of reality
• Millennials in particular believe everything is
negotiable, they make decisions through
continuous trial and error, they want a voice in
decisions that affect them, interact with all
adults as peers
• Millennials expect and need praise along with
feedback (they got it from their parents) and
they will take silence to be a lack of approval
Generational experiences can bear on
an organization’s performance & profit
•Alignment and retention, critical to a
company’s success, are both influenced by
generational values
•Boomers, although individualistic, are about
optimism and teamwork and are less likely to
turnover; Millennials on the other hand have
high expectations of an organization and may
move on if disappointed
Some are already in the workforce.
What are they saying?
• “The technology is too slow.”
• “Just because I’m young doesn’t mean I should be
given low pay and a poor work schedule.”
• “I expect to be treated fairly.”
• “We are inheriting a mess in the workforce – who got
us there?”
• “My dad worked 60 hours a week and then lost his
pension – no way I’m doing that.”
• “I can get my work done in 40 hours – sorry if you
can’t.”
Charlotte Observer, Sunday, March 5, 2006.
How They Will Push Us…
•
•
•
•
•
More independence in the workforce
Consumer-based fairness
Better technology
Enhanced professional development
Get rid of “that’s the way we’ve always
done it”
• Have more life balance
• Re-establish priorities
So How Do We Work With Them?
• Because they have grown up in a different world,
never assume that they know certain things like:
– You don’t want to talk to their mother when they are
having problems.
– You don’t get points for showing up or an A for effort.
– The definition of plagiarism and cheating.
– It’s not appropriate to call the professor at home after
9pm.
– They can’t use IM language in papers.
– It’s not okay to email the professor 10 times a day.
– That when they email you at 3am, you’re not sitting
on the other end waiting to respond to them.
– The business office (and most others) close at 5pm.
Some Major Issues Worth
Addressing
• Some of them have been performing below
grade level all their lives… and they may not
know it (age of social promotion).
• You may be the first strict grader they have
encountered (will discourage them).
• Many are not very “hardy.” Will quit or drop
out because “it’s hard.”
• They are very good consumers and will figure
out a way to stay “under the radar.”
• They are not good planners and will do
everything late if allowed.
Issues of Late Registration
• Tracked four cohorts
–
–
–
–
Those
Those
Those
Those
who participated in pre-registration (in spring for fall)
registered one full week before fall term
registered by the first week of class
who registered during drop/add (not schedule adjusters)
Cohort
Cohort
Cohort
Cohort
1
2
3
4
3,786
8,357
3,398
1,188
10,756
21,859
7,755
2,162
2.84
2.62
2.28
1.82
No pay (% heads)
19.39%
3.64%
8.42%
14.31%
No pay (% seats)
15.95%
2.74%
7.31%
14.62%
Retention% (in-term)
75.3%
69.1%
61.2%
54.7%
Retention% (fall to spring)
66.1%
60.1%
51.6%
40.5%
Retention% (fall to fall)
46.8%
42.4%
35.4%
26.8%
% of grades A-C
67.2%
58.6%
52.3%
45.2%
Results
Headcount
Assigned Seats
Avg. Load (courses)
What Should Institutions Do (In
the Classroom)?
• Develop policies and practices around
appropriate communication (by
department).
• Give them electronic access to as much
as is philosophically possible.
• Draw a line on negotiations.
• Give them definitions, boundaries and
rules.
What Should Institutions Do?
• Stop existing in an 8-5 world.
• Establish prerequisites for reading and
writing intensive courses.
• Force them to take developmental
courses the first semester (don’t set
them up to fail).
• Stop letting them register late, hand in
late work and procrastinate.
What Should Institutions Do?
• Don’t let them take online courses if
they are not tech savvy and don’t
possess the motivation to complete.
• Train all faculty to detect and work with
low performing students (especially in
gate keeper courses).
What Should Institutions Do?
• Look into what is known about learning.
• Try to actively engage them.
• Engage them in group-oriented
activities
– Service learning
– Study groups
– Supplemental instruction
– Learning communities
What Should Institutions Do?
• Create alterative ways for the low-tech
students to come up to speed.
– Basic keyboarding skills.
– Special workshops or lab sessions on the
basics.
– Help them master software that “will do
work for them.”
– Get access to computers (refurbished,
community projects, grants, etc.)
One Final Word
• In case you're worried about what's
going to become of the younger
generation, it's going to grow up and
start worrying about the younger
generation. (Roger Allen)
Who Are They?
• A new “Silent Generation” referred
to as Generation Z, Generation
Alpha or the Homeland Generation.
• Starts mid-2000’s until about 2017
to 2020 and will be considered an
artist generation:
– Artists are subtle, indecisive, emotional and
compromising, often having to deal with feelings of
repression and inner conflict. They grow up as overprotected children, come of age as sensitive young
adults, rebel as indecisive midlife leaders and become
empathic elders (like those born 1925-1942).
http://en.wikipedia.org/wiki/Strauss_and_Howe
Generation Z
• Will be raised on technology, they will not be
scared of anything, they will be open to new
ideas.
• They will be into truth and loyalty and they will
not be not afraid to voice their opinion.
• They will be flexible and open to change.
• They will be fearless and fun.
• They will be the ‘new’ hope for our own future.
• Their great-grandparents belong mostly to
the Silent Generation and the Baby boomers
form the core of their grandparents.
• Their parents are seen as being roughly
evenly divided between Generation X
http://www.generationzbaby.com/generation-z.html
and Generation Y.
For a copy of this presentation:
http//www.cpcc.edu/millennial
Click on: “presentations and workshops”
Contact:
terri.manning@cpcc.edu