Generational Changein 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

Managing between the generations Different values, experiences, styles,

and attitudes create Misunderstandings Frustrations

Demographics

Stanley Wilder says …..

Australian Library Demographics

19.1

0%

9.9

0%

28.8

0%

30.2

5%

31.6

0%

44.3

5%

20.5

0%

15.6

0%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Percentage

Under 35 35-44 45-54 55+

Age

Library Workforce Age Profile

Librarians

Technicians

Source: ABS Labour Force Survey and DWER trend data, to February 2004

Australian Library Demographics

20% of Australian Librarian population may retire between 2005 and 2010

and, a further 32% may retire between 2010 and 2020

19.1

0%

9.9

0%

28.8

0%

30.2

5%

31.6

0%

44.3

5%

20.5

0%

15.6

0%

0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

Percentage

Under 35 35-44 45-54 55+

Age

Library Workforce Age Profile

Librarians

Technicians

Source: ABS Labour Force Survey and DWER trend data, to February 2004

Australian Population Projections5.14 POPULATION, Summary indicators

Units 1947 1971 2002 2021(a) 2051(a)

Total population 000 7,579.4 13,067.3 19,662.8 23,368.4 26,421.5

Proportion of population aged (years)

0-14 % 25.1 28.7 20.3 16.1 14.0

15-64 % 66.8 63.0 67.1 64.9 58.9

65-84 % 7.7 7.8 11.2 16.5 21.1

85 and over % 0.4 0.5 1.4 2.5 6.0

Males per 100 females no. 100.4 101.1 98.4 98.7 98.7

Median age years 30.7 27.5 35.9 41.2 46.8

Proportion living in capital cities % 51.2 63.2 63.9 64.5 66.6

(a) Series B population projections

Source: Australian Demographic Statistics (3101.0); Australian Demography, 1947; Population Projections, Australia (3222.0).

Four Generations

Traditionalists Baby Boomers Generation X Generation Y

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

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

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

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

Trad. Boomers GenX GenY

Slogan“Keepers of the Grail”

“Thank God, its Monday”

“Work to Live”

“Upcoming Optimists”

Tech.Unsure and

resistant Willing to

learn Techno Savvy

Technological Superior

Feeling toward super-visors Respectful

of authority

Non-authoritarian

Dislike close super- vision

Respectful of Traditionalists

Provide Stable environment

Personal challenges

Feedback Structure

Balance

Balance

Traditionalists “Support me in shifting the balance”

Baby Boomers “Help me balance everyone else and find meaning myself”

Generation X “Give me balance now, not when I’m sixty-five.”

Generation Y “Work isn’t everything ; flexibility to balance my activities is.”

Reward

Reward

Traditionalists “Satisfaction of job well done”

Baby Boomers “Money, title, recognition”

Generation X “Freedom!”

Generation Y “Work that has meaning”

Career

Career Path

Traditionalists “Job changing has stigma”

Baby Boomers “Job changing puts you behind”

Generation X “Job changing is necessary”

Generation Y “Doesn’t need to be a straight line”

Feedback

Feedback

Traditionalists “No news is good news”

Baby Boomers “Once a year whether needed or not, with lots of documentation”

Generation X “Sorry to interrupt, but how am I doing?”

Generation Y “Feedback whenever I want it at the touch of a button”

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