How can one see generational shifts in attitudes towards work and life?

River Rose Horner

Senior Project Advisor: Sarah Brockett

Abstract

Understanding why younger generations are stepping away from working a traditional 9-5 job is
crucial for adapting organizational structures, fostering productivity, and promoting well-being in
the modern workforce. This paper aims to explore how one can see generational shifts in
attitudes towards work and life. This research is drawn from various articles and studies. There
are many different factors that contribute to younger generations' lack of interest in working a
9-5 job. These conclusions indicate a need for organizations to adapt to changing workforce
preferences by embracing flexibility and inclusivity, while also recognizing the diverse
perspectives of different generations to foster long-term success and sustainability.

12th Grade Humanities

Animas High School
16 February 2024
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 Part I: Introduction

No more 9-5! There are very few people in the world lucky enough to love their jobs, and

want to get up and go to work everyday. But has anyone ever stopped to consider why this is the

case? The shift away from working traditional 9-5 jobs has been influenced by factors such as

the COVID-19 pandemic, the rise of remote work, changing values prioritizing work-life balance

and purpose-driven careers, organizations not changing their criteria, and a general distrust of

traditional economic systems such as capitalism and the “American Dream.” Additionally,

younger generations “...and their job-hopping tendencies, coupled with high turnover, are costing

the US economy 30.5 billion annually. This cost could be mitigated if organizations analyzed the

generational shift in the workplace and adjusted their benefit and compensation packages to be

tailored to the wants and needs of the upcoming workforce” (Dillman 4). Younger generations

are shifting away from working a 9-5 job and are less inclined to want to work longer hours

compared to older generations.

Part II: Historical Context and Background

Generation Z: Redefining Work Priorities and the American Dream

A generation refers to a group of people born around the same time who share similar

traits and values. There are currently seven generations alive today including, the Greatest

Generation (1901 - 1924), the Silent Generation (1925 - 1945), Baby Boomers (1946 - 1964),

Generation X commonly known as Gen X (1965 - 1980), Millennials, or Generation Y (1981 -

1994), Generation Z, often referred to as Gen Z (1995 - 2010), and Generation Alpha (2011 -

2025). While it is possible to compare each and every generation, the focus will solely be on

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comparing the current working generations, which include Baby Boomers, Gen X, Millennials,

and Gen Z.

This younger Generation Z is characterized by distinct habits such as their widespread

use of technology and the perception of their purpose in the world, more importantly their

perspectives on work life goals. Many social pathologists that are studying why these younger

generations are moving away from the traditional 9-5 job delve into Generation Z’s strong desire

to “...work collaboratively with personal autonomy in a flexible workplace that allows work-life

balance and ethical working...” (Bulut 1). Personal autonomy at work is when employees are

given the freedom to work in a way that suits them, also known as a flexible workplace. This

encapsulates Gen Z’s approach towards work because they commonly desire a flexible

workplace. Maioli restates this, claiming most of Gen Z “...want to achieve a good life-work

balance and they are interested in a flexible work environment, as opposed to traditional work

schedule” (1). In Generation Z’s pursuit for a flexible and ethically aligned work life, they are

reshaping the traditional and common work pattern because they are unsatisfied with the current

nine to five work day, thus craving something more sustainable, free and individualistic.

A few contributing factors towards this dissatisfaction include organizations not changing

their criteria causing younger generations to feel dissatisfied with their job. Generation Z harbors

many distinct objectives and perspectives on their purpose in the world, setting them apart from

preceding generations. The current system was set up to cater to past generations' needs, and has

yet to change with the generations that followed. Another important contributing factor is that

Generation Z has a vastly different perception of the American Dream than preceding

generations - which is now thought of as an equal opportunity that allows anyone in America to

achieve anything they set their mind to. This, however, was not always the case.

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 The American Dream idea arose in the mid-1950’s during the rise of post-war

consumerism, while the Silent Generation was in the workforce, and Baby Boomers were being

born. (White 1). This idea of the American Dream has started to change with the shift in

generations and their differences. This correlates to generations being molded by their

socio-cultural environment leading to cultural disparities in values, beliefs, and life objectives.

Erik Erikson, a Danish-German child psychoanalyst, renowned for his theories on the

psychosocial development of individuals, theorizes that there are eight psychological life stages

which further highlights how human development is always changing. This emphasizes the

importance of discussing whether changes in attitudes towards work and the American Dream

are indicative of a real societal transformation or simply a phase in an individuals' life. Many

assume that all young people will eventually conform to traditional ideals as they age, however

this is severely misleading because “Each generation goes through different experiences in their

lives, and they develop values and beliefs based on what they have experienced” (Dillman 7).

This illustrates that each generation has differing opinions, therefore not all young people will

comply with these traditional ideals as time goes on. One final contributing element towards Gen

Z’s shift in work is known by different names such as the technological era, the digital age, the

information age, etc…. which refers to a technology based economy originating in the 20th

century. This is important to note because Generation Z is the first generation to be fully born

into a digitalized world - causing a major difference in work and life priorities. This paper

proposes that younger generations are less inclined to want to work a 9-5 job. With this shift in

mindset, it becomes evident that Generation Z prioritizes a healthy and flexible work-life balance

over the traditional 9-5 job structure.

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 Part III: Past Research and Analysis

Work Life balance, Flexibility, and Ethically Aligned Work Values

Generation Z wants to obtain a healthy and flexible work-life balance more than previous

generations. A survey administered to 400 members of Gen Z found that “They want to achieve

a good work-life balance and they are interested in a flexible work environment, as opposed to a

traditional work schedule” (Maioli 1). This clearly states that Generation Z prioritizes achieving

a good work-life balance and prefer flexibility in their work compared to the more traditional 9-5

work schedule. This differs from Generation X, a generation that “...mimics the Baby Boomers

with little change or resistance to the ideas and norms that Boomers put forth” (Dillman 5). This

demonstrates that Generation X has experienced only slight deviation from the workplace

ideologies of the Baby Boomers. One of these ideas includes the Baby Boomer generation

having “... a difficult time adjusting to the flexibility that organizations are trending

towards…This shift to the new idea of corporate culture is difficult for Boomers to wrap their

heads around and adjust to” (Dillman 5). While Baby Boomers may have also valued a good

work-life balance, they certainly did not prioritize it, being nicknamed “the workaholics” (more

on this on page 7). This data is important because it provides insight into the values and

preferences of Gen Z regarding work, which can help employers adapt a positive and healthy

work environment that accommodates the needs of young people entering the workforce. Bulut

supports this information claiming “...a job that makes them (Gen Z) happy and satisfied with

flexible working hours is one of the components of (a) successful career since they give

importance to work-life balance than their parent who sacrifices themselves by ignoring the

engagement of social activities and health conditions for the sake of working…” (3). This shows

that many members of Gen Z prioritize work-life balance and value flexibility in their work

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schedules, aligning with the notion that happiness and satisfaction in a job for this generation are

tied to flexible working hours and a balanced lifestyle. Millennials also thrive in this style of

work environment, but not all generations feel the same way, “A study of 717 frontline

hospitality and healthcare employees indicated that Millennials… were less willing to make

sacrifices in their personal life for career advancement compared to Baby Boomers, while

Millennials were the least likely to be attached to their work” (Micheal 10). This quote suggests

that compared to Baby Boomers, Millennials are less inclined to prioritize career advancement

over personal life sacrifices and demonstrate a lower level of attachment to their work. The

disinterest in working a 9-5 job from the younger generations (Millennials and Gen Z) has

forced employers to begin considering changing their criteria in order to accommodate a myriad

of preferences from different generations, however this has yet to happen.

Organizations are not changing their criteria

Organizations have yet to change their attitudes surrounding the workplace and core

values in relation to this topic, which has caused a general lack of interest from younger

generations who are openly questioning the 9-5 work day. The same survey by Maioli explains

that “...organizations are poorly prepared for the incorporation of the new generations, especially

Gen Z” (2). This data illustrates that new generations are quickly entering the workforce and

organizations are not ready for the sudden change in work styles. The same article affirms that

Generation Z feels, “comfortable with change, more open and tolerant… Their ability to

maximize their effectiveness at work has made many accuse them as ‘lazy’, although this may be

more related to the mental model of work that they have. In general they want to achieve a good

balance life/work and live in the moment…” (Maioli 4). Due to the difference in work preference

from Generation Z, many other generations perceive them as lazy, but this younger generation

just does not want to work the same way previous generations have.

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 This data is crucial because it corroborates the claims that Generation Z do not want to

work a 9-5 job due to the current existing environment within organizations that past generations

seem to thrive in: “Baby Boomer’s corporate culture is very different than that of Generation Y

and Z. Boomers are motivated by status and prestige, they define success as long work weeks

and professional accomplishments. Their workaholic ethic is how they show commitment, so

when they see Generation Y and Z value work-life balance, they see them as showing a lack of

commitment and poor work ethic” (Dillman 5). This highlights the contrasting workplace

priorities between Baby Boomers, who prioritize status and long work hours, and Generation Y

(Millennials) and Z, who prioritize work-life balance, leading to differing perceptions of

commitment and work ethic. This affirms that organizations need to change their current system

in order to appeal to all generations. While this may be the case, some wonder if this is just a

“right of passage” type of problem, and not a continuous one that warrants attention.

Stage of Life and Generational Differences in Young Adults’ Lives

Generations are shaped by their socio-cultural environment of the time periods for which

they were born, therefore generational differences are simply cultural differences. This causes a

change in values, beliefs, life goals, etc. Erik Erikson offers an intriguing perspective on life

stages, theorizing that there are eight psychological phases in one’s life. These include, infancy,

toddler years, preschool years, middle school years, young adulthood, middle age, and older

adulthood (Cherry 1). “... events and conditions that each of us experiences during our formative

years determine who we are and how we see the world” (Parker, Catherine 7). Early life

experiences significantly influence identities and worldviews, setting the foundation for

navigating the world.

Within these life stages one acquires basic human virtues, also known as one's values.

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Three separate studies conducted by San Diego State University, and the University of Georgia,

examined high school seniors entering college and their views of life goals, their concern for

others, and their political and economic factors (civic orientation). This study compared Baby

Boomers, Generation X, and Millennials, all at the same age. They discovered that, “Children

growing up in the 1950’s were exposed to a fundamentally different culture than children

growing up in the 1990’s…” (Twenge et al. 1045). World War II, the assassination of John F.

Kennedy, the shuttle Challenger disaster, the attacks on the World Trade Center and COVID

“...represent examples of significant common experiences that have shaped the values of each

generation differently” (Parker, Catherine 1). This is important because it allows for a

conversation surrounding the questions, as to whether or not this attitude from younger

generations towards work life balance is a real shift, or a life stage? If we interviewed Baby

Boomers at the same age as a 20 year old Gen Z would they say the same thing? The answer is

no. Claiming that this is not a real shift but rather a life stage, implies that every generation prior

to now demanded change in the work culture and this is not the case.

Some assume that all 20 year olds think the same no matter their generation and as they

get older they will settle down into this “American Dream” lifestyle however this evidence

proves otherwise. There is such a contrast between Millennials, Generation X, and Baby

Boomers, it is inevitable there would be a difference in work preferences and values between

those same generations, as well as Generation Z - especially with the uprise in technology.

Technologies Role

Growing up in a world of newly found technology has had a direct impact on Generation

Z's future work habits, and how they view the modern world compared to previous generations.

There are many benefits that come with technology, especially for Generation Z, the first

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generation “...born into a fully digital world. Social networks and technology are integrated into

their lives” (Maioli 1). Due to such easy access to the Internet, Generation Z have more concern

for the challenges the modern world faces such as poverty, inequality, climate change, etc.

compared to other generations. Because of this, they are more self-expressive and open to change

(Maioli 1). The author is illustrating that by the push of a button, you can see what is going on on

the other side of the world and this has the potential to greatly affect one's values, beliefs, and

basic human virtues. Bulut et al. reaffirms this by claiming, “... technology is one of the major

factors that shape the common trait of the Generation Z… Generation Z is unlike any previous

generation, and they have strong relationships to all parts of the world…” (Maioli 1).

The quote emphasizes that technology plays a crucial role in shaping the distinct characteristics

of Generation Z, marking them as unlike any previous generation, with strong global

connections.

Another major benefit is the unique new work habits derived from technology such as

one’s ability to work from home: “They (Gen Z) believe that anything is possible in the world

and that they can accomplish anything with their equipment… Because of enhanced technology,

they are projected to have higher living standards, live longer, and be wealthier than earlier

generations” (Manolica et al. 450). This quote highlights the optimistic outlook of Generation Z,

who believe in their ability to achieve anything with the aid of technology, projecting a future of

higher living standards, longer lifespans, and increased wealth compared to previous generations.

Covid has also played a big role in the advancement of technology and it is now very prevalent

for people to work from home and want to for that matter. This new shift has led many to drift

away from wanting to work a 9-5 job because it is much less time consuming and so easy to

work from home. “...80% of individuals mentioned that they enjoyed WFH (work from home).

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41% felt they were more productive than they had been previously. Numerous employees were

freed from long drives and travel, have discovered more gainful ways to invest that energy,

appreciated more flexibility in maintaining work-life balance, and concluded that they like WFH

instead of the workplace” (Bahtia, Mote 1909). This quote highlights widespread satisfaction

with remote work, with many finding it more productive and flexible, leading to a preference for

it over office-based work due to reduced commuting time and improved work-life balance.

Callanan reaffirms this stating, “Research has shown that millennials expect the prospect to work

flexibly outside of the typical traditional working hours through the means of new technologies

such as virtual meetings” (14). This demonstrates how millennials, influenced by new

technologies like virtual meetings, anticipate and value flexible work arrangements beyond

conventional hours, reflecting a shift in work expectations driven by technological

advancements.

Although many benefits come with the rise of technology, there are also many downsides

that come along with it. Many wonder, has the rise of technology caused this group to be more

lazy? Rathod et al. states, “...smartphones and related technologies is not aiding mental

functioning, but rather, is having a negative impact on our ability to think, remember, pay

attention and regulate emotion… increased daily multitasking leads individuals to experience

greater difficulty in recruiting cognitive control resources” (4). This is important because many

previous reports make mention of Generation Z’s ability to multitask, however, this article

highlights the downside of multitasking, which has caused the younger generations to struggle

with focusing on one thing at a time: “... increased daily multitasking leads individuals to

experience greater difficulty in recruiting cognitive control resources… This suggests that this

behavior may directly affect the structural characteristics of a critical brain region involved in

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attention regulation” (Rathod et al. 4). Thus, excessively using smartphones has become an

addiction and when you constantly “multitask” and alternate from your work to your phone,

one's productivity at work becomes damaged. This is contradictory as this challenges the

younger generations' efforts to maintain a healthy work-life balance as constant multitasking

between phone and work tasks makes it challenging for them to achieve this equilibrium.

Nevertheless, numerous factors indicate that the work priorities of younger generations differ

significantly from those of older generations, leading to a shift away from the desire to work

longer hours.

Part V: Discussion and Conclusion

Younger generations are moving away from wanting to work long hours, long work

weeks, or even what some would consider “normal hours”, such as those required for a 9-5 job.

Dillman explains that, “The normal work week for Americans during much of the Traditionalists,

Baby Boomer, and Generation X was a 40-hour week… Times have changed and studies have

shown that when 40 hours is normal, many workers work beyond that, and productivity is

decreased… To combat these issues caused by employees being overworked Generation Y and

Generation Z have focused on flexibility at work. Flexible work schedules encourage employees

to be more productive in a shorter amount of time. Offering a four-day work week and flexible

working schedules allow employees to feel more in control of their work life and leads to less

stress and higher happiness levels (23, 24). We can see these generational shifts in attitudes

towards work and life due to the fact that younger generations ethically align their work to their

values. Organizations are not changing their criteria and it is not appealing to younger

generations. In addition, the positive and negative aspects of technology greatly affect younger

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generations as well as their basic human values. These differences from past generations indicate

that it is not a stage of life problem but rather a real shift. This generation gap or shift is “...

generally caused by age separation and what the situation of the world is at the time the

generation is growing up…” (Dillman 7). This has caused and will continue to cause

intergenerational issues within the workplace for example, Baby Boomers finding Gen Z to be

lazy.

Moreover, the generational differences uncovered in this research underscore the

importance of understanding and respecting the unique perspectives and values of each cohort.

By acknowledging and addressing these differences, society can better navigate the complexities

of the evolving workforce landscape and strive towards a more inclusive and equitable future.

Not to mention the billions of dollars the American economy will save in the process of doing so.

Further research needs to be done because there are areas of this topic that researchers haven’t

sufficiently looked into yet until the last 5-10 years. Such as how socio economics play a role in

all of this. Ultimately, as we navigate the complexities of the modern workforce, it is imperative

to recognize that the future of work is not static but dynamic, shaped by the collective aspirations

and actions of each generation. With the changing workforce, companies need to adjust their

culture too. It's tough to change, but it's necessary to meet the needs of employees. Thus by

embracing this change, fostering communication, and prioritizing the well-being and fulfillment

of all individuals, we can collectively pave the way for a more sustainable, adaptable, and

inclusive work environment for all generations to come.

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