organizational behavior meets generation x and y

Organizational Organizational Behavior Meets Behavior Meets

Generation X and Y – Generation X and Y – A Practical ApproachA Practical Approach

Richard A. Lewis, CRARichard A. Lewis, CRA

Corporate Director, Corporate Director, OperationsOperations

Florida Radiology Imaging Florida Radiology Imaging ((FRFRii) )

HPN Fall Conference – Louisville, KY September 23, 2005

What is this all about?What is this all about?

• This program is intended to help identify the This program is intended to help identify the styles of management that some of us may styles of management that some of us may employ and how they impact employ and how they impact ““new agenew age”” employees in our respective fieldsemployees in our respective fields

• This is not intended to be exhaustive, nor a This is not intended to be exhaustive, nor a primer for how you should manage your primer for how you should manage your employees; rather, it is good information and employees; rather, it is good information and some things I have done in previous positionssome things I have done in previous positions

• Finally, this is not the perfect approach; Finally, this is not the perfect approach; hopefully, this will spark some conversation hopefully, this will spark some conversation between generations in this room and your between generations in this room and your organizationsorganizations

Now, letNow, let’’s play a game!s play a game!

• LetLet’’s play s play People BingoPeople Bingo• We are going to take a few moments to We are going to take a few moments to

see if we can go around the room and see if we can go around the room and identify who is older than the dirt on identify who is older than the dirt on NoahNoah’’s Ark, or younger than the clothes s Ark, or younger than the clothes you wore to work last weekyou wore to work last week

• The initials should represent the earliest The initials should represent the earliest event you remember in your lifetime, event you remember in your lifetime, and you need to identify the yearand you need to identify the year

• DonDon’’t cheat!t cheat!

Here we go!Oklahoma City

BombingWatergate John Lennon

shot and killedFirst Man on

the Moon

Salk Polio Vaccine

introduced

Clinton/Lewinski Scandal

Hitler Invaded Austria

Ronald ReaganInaugurated

Martin Luther King lead the

March on Washington

President Kennedy

Was Assassinated

“The Pill” was made available

The United States entered World War II

The Berlin Wall Fell

The Space Shuttle

Challenger exploded

Three Mile Island

McCarthyUn-American

Hearings

Answers!Oklahoma City

Bombing1995

Watergate1973

John Lennon shot and killed

1980

First Man on the Moon

1969

Salk Polio Vaccine

introduced1955

Clinton/Lewinski Scandal

1998

Hitler Invaded Austria1937

Ronald ReaganInaugurated

1981

Martin Luther King lead the

March on Washington

1963

President Kennedy

Was Assassinated

1963

“The Pill” was made available

1960

The United States entered World War II

1941

The Berlin Wall Fell1989

The Space Shuttle

Challenger exploded

1986

Three Mile Island1979

McCarthyUn-American

Hearings1954

What was the purpose of What was the purpose of the game?the game?

• Hopefully, this was an icebreaker that Hopefully, this was an icebreaker that allowed you to get to know each other a allowed you to get to know each other a little betterlittle better

• This also allows us to break down the This also allows us to break down the generations that are in the workplace generations that are in the workplace today: The Veterans, The Baby Boomers, today: The Veterans, The Baby Boomers, Generation X and Generation YGeneration X and Generation Y

Veterans (1922 – 1943)Veterans (1922 – 1943)now between 61 – 82 years now between 61 – 82 years

oldold• Lindbergh Transatlantic flight Lindbergh Transatlantic flight ’’2727• Lindbergh baby kidnapping Lindbergh baby kidnapping ’’3232• Stock Market Crash Stock Market Crash ’’2929• Depression Depression ’’29 – 3329 – 33• FDRFDR’’s New Deal s New Deal ’’3333• Social Security established Social Security established ’’3434• Hitler and World War II Hitler and World War II ’’37 - 4337 - 43

Veterans – Values and Work Veterans – Values and Work EthicEthic

• Dedication and Dedication and SacrificeSacrifice

• Hard WorkHard Work• Respect for Respect for

AuthorityAuthority• Adherence to Adherence to

RulesRules• Duty before Duty before

PleasurePleasure

• Work ethic influenced Work ethic influenced by manufacturing by manufacturing economyeconomy

• Obedience and Obedience and conformity over conformity over individualismindividualism

• Seniority and age Seniority and age directly correlateddirectly correlated

• Tend to respond well Tend to respond well to directive leadershipto directive leadership

Directive leadershipDirective leadership

• Much more comfortable with Much more comfortable with ““scientific managementscientific management”” style style

• Comes as result of the military Comes as result of the military background of this groupbackground of this group

• Very conformist, little place for Very conformist, little place for individual styleindividual style

Baby Boomers (1944 – Baby Boomers (1944 – 1963)1963)

now between 41 – 60 years now between 41 – 60 years oldold• McCarthy Hearings McCarthy Hearings ’’5454

• The Pill The Pill ’’6060• Assassinations of JFK (Assassinations of JFK (’’63) and MLK 63) and MLK

(( ’’68)68)• Civil Rights (Rosa Parks Civil Rights (Rosa Parks ’’55) (March 55) (March

on Washington on Washington ’’63)63)• Vietnam Vietnam ’’6565• Man on the Moon Man on the Moon ‘‘6969

Baby Boomers – Values and Baby Boomers – Values and Work EthicWork Ethic

• OptimismOptimism• Team OrientationTeam Orientation• Personal GrowthPersonal Growth• Personal GratificationPersonal Gratification• Health and WellnessHealth and Wellness• InvolvementInvolvement

• Service OrientedService Oriented• Driven by the legacy Driven by the legacy

of World War IIof World War II• Uncomfortable with Uncomfortable with

conflictconflict• Can be overly Can be overly

sensitive to sensitive to feedbackfeedback

• Can be judgmental Can be judgmental of those who see of those who see things differentlythings differently

Management style for the Management style for the Boomers?Boomers?

• While Organizational Behavioral While Organizational Behavioral modifications really began to sink in modifications really began to sink in with the Boomers, they largely with the Boomers, they largely responded well (and still do) to responded well (and still do) to ““scientificscientific””, directive style of leadership, directive style of leadership

• However, desire to see a more referent However, desire to see a more referent model begins to emergemodel begins to emerge

Looking around…Looking around…

• How many of you are described in How many of you are described in the previous groups?the previous groups?

• Interesting in the fact that the Interesting in the fact that the values and work ethic of the values and work ethic of the Veterans and Boomers are natural Veterans and Boomers are natural outgrowths of the previousoutgrowths of the previous

Now…Now…

• LetLet’’s focus our s focus our attention on the attention on the groups that our groups that our main discussion is main discussion is based upon…based upon…

• Generation XGeneration X• Generation Y Generation Y

Generation X (1964 – 1980)Generation X (1964 – 1980)now between 24 and 40 now between 24 and 40

years oldyears old• WomenWomen’’s Liberation Movement s Liberation Movement ’’7070• Watergate and the Energy Crisis Watergate and the Energy Crisis ’’7373• Tandy and Apple personal computers Tandy and Apple personal computers ’’7676• Three Mile Island Three Mile Island ’’7979• 66 American Hostages in Iran 66 American Hostages in Iran ’’7979• John Lennon Shot and Reagan John Lennon Shot and Reagan

Inaugurated Inaugurated ’’80-8180-81• MTV MTV ‘‘8181• AIDS AIDS ’’8484• Challenger Disaster Challenger Disaster ’’8686• ““Latch key kidsLatch key kids””

Generation X – Values and Generation X – Values and Work EthicWork Ethic

• DiversityDiversity• Thinking globallyThinking globally• BalanceBalance• Techno-literacyTechno-literacy• FunFun• InformalityInformality• Self-relianceSelf-reliance

• ““differently oriented differently oriented toward worktoward work””

• ““just a jobjust a job””• Flexible hours, Flexible hours,

informal work informal work environment, just the environment, just the right amount of right amount of supervisionsupervision

• Multi-taskingMulti-tasking• Give them lots to do Give them lots to do

and freedom to do it and freedom to do it their waytheir way

What makes them tick?What makes them tick?

• They tend to avoid corporate politics – They tend to avoid corporate politics – they have no orientation for this they have no orientation for this

• They are generally not very interested in They are generally not very interested in traditional perks but (WARNING!!!) they traditional perks but (WARNING!!!) they will bail out if they see Boomers getting will bail out if they see Boomers getting excessive perksexcessive perks

• They are usually motivated by the They are usually motivated by the prospect of independence, the lack of prospect of independence, the lack of corporate structure, a lack of rigidity, and corporate structure, a lack of rigidity, and the latest technological advancesthe latest technological advances

How do you teach, train and How do you teach, train and orient them?orient them?

• Does your department or facility use Web-based Does your department or facility use Web-based training?training?

• This group is not afraid to ask questionsThis group is not afraid to ask questions• Say at least 3 times – Say at least 3 times – ““We want you to have a lifWe want you to have a lif

e.e.””• Stress upcoming dramatic organizational Stress upcoming dramatic organizational

changeschanges• Encourage a learning inventory at the end of Encourage a learning inventory at the end of

each dayeach day• Stress the importance of training; however, keep Stress the importance of training; however, keep

the training materials brief and easy to readthe training materials brief and easy to read

The Myths surrounding The Myths surrounding Gen XGen X

• TheyThey’’re materialisticre materialistic..– Many are struggling to make ends meet. Many are struggling to make ends meet.

This generation is probably the American This generation is probably the American generation that probably will not replicate generation that probably will not replicate or improve on their parentsor improve on their parents’’ lifestyle. They lifestyle. They worry that they will not have the money to worry that they will not have the money to pay for a house and childrenpay for a house and children’’s education. s education. They want to get out of debt. While money They want to get out of debt. While money is important to them, material wealth and is important to them, material wealth and status items are largely scorned.status items are largely scorned.

• Adapted from Claire Raines, Adapted from Claire Raines, Beyond Generation X (Beyond Generation X (Menlo Park, Menlo Park, CA: Crisp Publications, 1997)CA: Crisp Publications, 1997)


• TheyThey’’re whiners.re whiners.– Gen Xers face some rather daunting Gen Xers face some rather daunting

challenges – college loans, skyrocketing challenges – college loans, skyrocketing health care costs – yet most are health care costs – yet most are philosophical about the problems they philosophical about the problems they are inheriting.are inheriting.

• Adapted from Claire Raines, Adapted from Claire Raines, Beyond Generation X (Beyond Generation X (Menlo Menlo Park, CA: Crisp Publications, 1997)Park, CA: Crisp Publications, 1997)


• They have a They have a ““you owe meyou owe me”” attitudeattitude..

– No more so than any other generation.No more so than any other generation.



• TheyThey’’re not willing to work hardre not willing to work hard..– In interviews, Gen Xers consistently tell In interviews, Gen Xers consistently tell

us they are willing to work very hard. us they are willing to work very hard. They donThey don’’t want to be taken advantage t want to be taken advantage of, though. Many believe itof, though. Many believe it’’s unfair to s unfair to expect a seventy-hour week for forty expect a seventy-hour week for forty hours of pay. And, as a generation, hours of pay. And, as a generation, theythey’’re committed to having a life re committed to having a life beyond work.beyond work.



• TheyThey’’re living on easy streetre living on easy street..– In the 1950s, young homeowners could In the 1950s, young homeowners could

make the monthly mortgage payment by make the monthly mortgage payment by using 14 percent of their income. Today using 14 percent of their income. Today it takes 40 percent. And today, folks it takes 40 percent. And today, folks older than sixty will get back about $200 older than sixty will get back about $200 for every $100 they put into Social for every $100 they put into Social Security. Gen Xers will lose more than Security. Gen Xers will lose more than $100 for every $450 they contribute.$100 for every $450 they contribute.


Do not make the mistake of Do not make the mistake of buying into the media buying into the media

stereotype of this group…stereotype of this group…• Once again, these are the latch-key kids Once again, these are the latch-key kids

all grown up…all grown up…• This group grew up with task lists to be This group grew up with task lists to be

completed with minimal supervision…completed with minimal supervision…• ““Quality timeQuality time”” is a part of their lexicon – is a part of their lexicon –

make it worthwhile when you have make it worthwhile when you have their attention…their attention…

• Make it clear Make it clear ““whatwhat’’s on the test?s on the test?””

Style of management?Style of management?

• This group, while understanding a This group, while understanding a need for conformity in healthcare, and need for conformity in healthcare, and respectful of legitimate authority, respectful of legitimate authority, wants to see referent power in actionwants to see referent power in action

Generation Y (1980 - )Generation Y (1980 - )now 24 years old and now 24 years old and

youngeryounger• Oklahoma City BombingOklahoma City Bombing• The InternetThe Internet• Clinton/Lewinsky scandalClinton/Lewinsky scandal• Columbine High School MassacreColumbine High School Massacre• September 11, 2001September 11, 2001• The popularity of ESPNThe popularity of ESPN

Generation Y – Values and Generation Y – Values and Work EthicWork Ethic

• OptimismOptimism• Civic DutyCivic Duty• ConfidenceConfidence• AchievementAchievement• SociabilitySociability• MoralityMorality• Street smartsStreet smarts• DiversityDiversity

• Collective actionCollective action• TenacityTenacity• Heroic spiritHeroic spirit• Multi-taskingMulti-tasking• Technological savvyTechnological savvy• Have difficulty Have difficulty

dealing with dealing with difficult people difficult people issuesissues

Be prepared…Be prepared…

• Education and teachingEducation and teaching• BusinessBusiness• Computer related fieldsComputer related fields• LawLaw• Psychology Psychology • MedicineMedicine

What makes them tick?What makes them tick?

• They love a challengeThey love a challenge• They function well as team members They function well as team members

– a bit different from their older – a bit different from their older siblings in Gen Xsiblings in Gen X

• They want to be heroesThey want to be heroes• They want to be surrounded by They want to be surrounded by

bright, creative peoplebright, creative people• They want it – right nowThey want it – right now

How do you teach, train, How do you teach, train, and orient them?and orient them?

• Allow plenty of orientation timeAllow plenty of orientation time• Create a clear, realistic picture of the Create a clear, realistic picture of the

work environment – good and badwork environment – good and bad• Spell out expectations and goalsSpell out expectations and goals• Take the time to find out their goals and Take the time to find out their goals and

help them define a strategy for meeting help them define a strategy for meeting themthem

• Take note that gender roles of the Take note that gender roles of the previous generations do not applyprevious generations do not apply

The Myths surrounding The Myths surrounding Gen YGen Y

• The youth of today are The youth of today are ““going to going to hell in a handbasket.hell in a handbasket.””– Experts believe this is a fine group of Experts believe this is a fine group of

young people who will make heroes of young people who will make heroes of themselves.themselves.



• TodayToday’’s kids are getting a great s kids are getting a great education.education.– Not all of them. Gregory Schmidt of the Not all of them. Gregory Schmidt of the

Institute for the Future, Menlo Park, CA, Institute for the Future, Menlo Park, CA, says, says, ““TomorrowTomorrow’’s haves and have-nots are s haves and have-nots are already diverging in todayalready diverging in today’’s third grade s third grade classrooms as they either advance into the classrooms as they either advance into the information age or fall behind for lack of information age or fall behind for lack of reading and math skills or access to reading and math skills or access to computers.computers.”” ( (Wall Street JournalWall Street Journal, 2/9/97), 2/9/97)

• Adapted from Claire Raines, Adapted from Claire Raines, Beyond Generation X (Beyond Generation X (Menlo Park, Menlo Park, CA: Crisp Publications, 1997)CA: Crisp Publications, 1997)


• Kids need to spend more time Kids need to spend more time reading and less time watching reading and less time watching TV and playing video games.TV and playing video games.– Kids are spending more time reading. Kids are spending more time reading.

Business Week Business Week reports that surveys reports that surveys show video games cut into TV, not show video games cut into TV, not reading time. (4/19/97)reading time. (4/19/97)


Some takeaways for this Some takeaways for this generationgeneration

• They are a unique mix – a very They are a unique mix – a very independent group politically independent group politically

• They are not as conservative as their They are not as conservative as their older siblings in Generation X; older siblings in Generation X; however, are not as liberal as their however, are not as liberal as their Baby Boomer parents were when Baby Boomer parents were when they were that agethey were that age

• They are religious, but not in a They are religious, but not in a traditional sensetraditional sense

DonDon’’t forget…t forget…

• These are the children who grew up with These are the children who grew up with Ronald Reagan as Ronald Reagan as ““The Great CommunicatorThe Great Communicator””

• Their morality is an outgrowth of being Their morality is an outgrowth of being raised in more conservative timesraised in more conservative times

• They have largely known prosperous times They have largely known prosperous times (despite a few hiccups in the early (despite a few hiccups in the early ’’90s)90s)

• They desire a good education so that they They desire a good education so that they can make their markcan make their mark

• Really, they are the Veterans in a different Really, they are the Veterans in a different generationgeneration

What will make them seek What will make them seek out greener pastures?out greener pastures?

• They respect legitimate authority, but They respect legitimate authority, but they will follow referent authoritythey will follow referent authority

• Work does not bother them, but it Work does not bother them, but it needs to be meaningful, not just busy needs to be meaningful, not just busy workwork

• Overemphasis on outward appearance Overemphasis on outward appearance – not overall neatness, but picky on – not overall neatness, but picky on insignificant mattersinsignificant matters

• Perceived disrespect of their youthPerceived disrespect of their youth

Our driving question is how do we Our driving question is how do we appeal to these groups to enter appeal to these groups to enter

allied health professions?allied health professions?• The American Hospital Association issued a significant statement The American Hospital Association issued a significant statement

of interim positions a few years back entitled of interim positions a few years back entitled Workforce Supply Workforce Supply for Hospital and Health Systemsfor Hospital and Health Systems which outlined some interesting which outlined some interesting recommendations for recruitmentrecommendations for recruitment

• Even the New England Journal of Medicine realized the need to Even the New England Journal of Medicine realized the need to appeal to this group as they broaden their reach to appeal to this group as they broaden their reach to undergraduates reaching towards medical school – introduced a undergraduates reaching towards medical school – introduced a online newsletter geared specifically towards Gen X and Y online newsletter geared specifically towards Gen X and Y entitled entitled The Next GenerationThe Next Generation

• What are we doing to broaden our outreach? Are we going to What are we doing to broaden our outreach? Are we going to high schools, middle schools, even elementary schools to start high schools, middle schools, even elementary schools to start planting the seeds?planting the seeds?

• While we are still a high touch group of professionals, we also While we are still a high touch group of professionals, we also need to play up our rapid ascension into high technology and the need to play up our rapid ascension into high technology and the need for those who can balance the twoneed for those who can balance the two

• How do our various organizational websites look when it comes How do our various organizational websites look when it comes to appealing to those that we potentially want to recruit? (Some to appealing to those that we potentially want to recruit? (Some members of these generations have members of these generations have ““webmasterwebmaster”” skills that could skills that could put us all to shame)put us all to shame)

What practical steps worked in the What practical steps worked in the past to retain younger employees?past to retain younger employees?

• We had the luxury of having a technologist training We had the luxury of having a technologist training program at my previous facilityprogram at my previous facility

• We routinely identified excellent candidates from our We routinely identified excellent candidates from our school to come on board as graduate technologistsschool to come on board as graduate technologists

• We consistently communicated to them that they were We consistently communicated to them that they were valued members of our team, even as studentsvalued members of our team, even as students

• And, as a result, we had the luxury of having more And, as a result, we had the luxury of having more qualified candidates for positions than positions qualified candidates for positions than positions availableavailable

• Provided excellent technology for folks to work with – Provided excellent technology for folks to work with – PACS, CR, DR, and in 2003, the health system PACS, CR, DR, and in 2003, the health system completed a system wide completed a system wide ““go livego live”” that will pave the that will pave the way for automated clinical and financial processes way for automated clinical and financial processes (EMRs, real time diagnostic results, CPOE) – our (EMRs, real time diagnostic results, CPOE) – our efforts garnered a efforts garnered a ““Most ImprovedMost Improved”” in a survey of in a survey of ““The The 100 Most Wired Hospitals and Health Care Networks100 Most Wired Hospitals and Health Care Networks””

How did we keep them?How did we keep them?

• Retention Retention ““scholarshipsscholarships”” – in exchange for a – in exchange for a year of employment, we reimburse them for year of employment, we reimburse them for tuition, books, uniform expenses, and a tuition, books, uniform expenses, and a couple of coins towards the American couple of coins towards the American Registry of Radiologic Technologists Registry of Radiologic Technologists registry examinationregistry examination

• Immediately involve them in QC/PI Immediately involve them in QC/PI initiatives in the department, and give initiatives in the department, and give feedback to their contribution towards feedback to their contribution towards meeting organizational goalsmeeting organizational goals

• Rotating opportunities to be a part of a peer Rotating opportunities to be a part of a peer interviewing groupinterviewing group

Encouraged membership in Encouraged membership in a Service Quality a Service Quality

CommitteeCommittee• This group volunteered to meet weekly This group volunteered to meet weekly

to go over issues that impact the quality to go over issues that impact the quality of the departmentof the department’’s service deliverys service delivery

• Those who volunteer have to go through Those who volunteer have to go through an interview process with the existing an interview process with the existing committee members, and they have to committee members, and they have to commit to regular and meaningful commit to regular and meaningful attendance and participationattendance and participation

What was the impact of this What was the impact of this group?group?

• Created Created ““90 Day Party90 Day Party”” for all employees of the service, for all employees of the service, where the employee is thanked for being one of our where the employee is thanked for being one of our care partners, and gives opportunity for folks to care partners, and gives opportunity for folks to interact with others and department leadershipinteract with others and department leadership

• Conducted an Imaging Services employee opinion Conducted an Imaging Services employee opinion survey to look at areas of concern – worked to address survey to look at areas of concern – worked to address them. Hospital did general employee survey six them. Hospital did general employee survey six months later, and Imaging was one of the strongest months later, and Imaging was one of the strongest areas in the facility in employee satisfactionareas in the facility in employee satisfaction

• Continued emphasis on good communication – Continued emphasis on good communication – instrumental in creating e-mail accounts for all service instrumental in creating e-mail accounts for all service partners, and also creating the parameters to make partners, and also creating the parameters to make sure that they are being appropriately utilizedsure that they are being appropriately utilized

What is the impact…What is the impact…(cont(cont’’d)?d)?

• This group was not afraid to ask tough This group was not afraid to ask tough questions or tackle tough subjects – questions or tackle tough subjects – questioned Human Resources on questioned Human Resources on creating a more coordinated recruiting creating a more coordinated recruiting effort; questioned the VP of Human effort; questioned the VP of Human Resources on the provision of domestic Resources on the provision of domestic partnerspartners’’ benefits; grilled the senior benefits; grilled the senior department leadership on various department leadership on various subjectssubjects

• Most importantly, they injected fun into Most importantly, they injected fun into the service again!the service again!

So, what have we So, what have we learned?learned?

• Really, the kids are alright!Really, the kids are alright!• Forget scientific management – the days of Forget scientific management – the days of ““I tell, you I tell, you

dodo””, are over, are over• Referent leadership, with appropriate balance Referent leadership, with appropriate balance

between boss and team memberbetween boss and team member• Give the kids the chance to succeed, with the Give the kids the chance to succeed, with the

appropriate tools needed to get the job done, and appropriate tools needed to get the job done, and they will do itthey will do it

• If you believe the stereotypes and media hype, you If you believe the stereotypes and media hype, you will miss out on the next great generation of hard will miss out on the next great generation of hard workers, willing to sacrifice and make contributions – workers, willing to sacrifice and make contributions – however, take consideration of their valueshowever, take consideration of their values

• Create your own practical approach to applying OB Create your own practical approach to applying OB to your folks, and donto your folks, and don’’t miss an opportunity to let t miss an opportunity to let them know how much they are appreciatedthem know how much they are appreciated

Questions?

Thank you, and enjoy the Thank you, and enjoy the rest of the conference!rest of the conference!

• ReferencesReferences- - Generations At Work – Managing the Clash of Veterans, Boomers, Xers and Nexters in Generations At Work – Managing the Clash of Veterans, Boomers, Xers and Nexters in Your Workplace, Your Workplace, by Ron Zemke, Claire Raines, and Bob Filipczak, 2000by Ron Zemke, Claire Raines, and Bob Filipczak, 2000- - American Generations: Who They Are, How They Live, What They Think, American Generations: Who They Are, How They Live, What They Think, by Susan by Susan Mitchell, 1999Mitchell, 1999- - Managing Generation Y – Global Citizens Born in the Late Seventies and Early Eighties,Managing Generation Y – Global Citizens Born in the Late Seventies and Early Eighties, by Carolyn A. Martin, Ph.D., and Bruce Tulgan, 2001by Carolyn A. Martin, Ph.D., and Bruce Tulgan, 2001- - Beyond Generation X, Beyond Generation X, by Claire Raines, 1997by Claire Raines, 1997- - Workforce Supply for Hospitals and Health Systems, Workforce Supply for Hospitals and Health Systems, American Hospital Association American Hospital Association Strategic Policy Planning Committee, January 23, 2001Strategic Policy Planning Committee, January 23, 2001- - The Next Generation, The Next Generation, edited by Lester Y. Leung, New England Journal of Medicineedited by Lester Y. Leung, New England Journal of Medicine- - New Generation, New Politics, New Generation, New Politics, by Anna Greenberg, taken from by Anna Greenberg, taken from The American The American Prospect, Prospect, Volume 14, No. 9, October 1, 2003Volume 14, No. 9, October 1, 2003- - Law Firms Mull the Law Firms Mull the ‘‘Gen YGen Y’’ Equation, Equation, by Leigh Jones, The National Law Journal, March by Leigh Jones, The National Law Journal, March 2, 2005 2, 2005

Special thanks to:Special thanks to:- Martin Isganitis, Staff Development and Service Excellence Specialist, DeKalb Medical - Martin Isganitis, Staff Development and Service Excellence Specialist, DeKalb Medical Center, Decatur, GACenter, Decatur, GA- The Imaging Services Service Quality Committee of DeKalb Medical Center, Starla - The Imaging Services Service Quality Committee of DeKalb Medical Center, Starla Longfellow, RT(R), Manager, Imaging Services and Group FacilitatorLongfellow, RT(R), Manager, Imaging Services and Group Facilitator- Susan L. Moore, BBA, RT(R), Assistant Director, Radiology, Athens Regional Medical - Susan L. Moore, BBA, RT(R), Assistant Director, Radiology, Athens Regional Medical Center, Athens, GACenter, Athens, GA

organizational behavior meets generation x and y

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