- An article that I want to add to my research portfolio is titled “Work-Life Balance: The Generational Divide.” Authors Kathleen M. Nelville and Kelly Brochu go on to explain the four different generations at work which are Traditionalists, Baby Boomers, Generation Xers, and Millennials. They performed a study to determine whether there are fundamental differences in how student affairs professionals interpret the meaning of the work, and the study focused on those in the Northeast region of the United States. Their study proved that all 4 of the generations define the terms “work ethic,” “professionalism,” and “work-life balance” differently. In conclusion of this study, the two authors of the article noted that professionals on student college campuses need to be opened to the assessment and ongoing evaluation of policies and structures of departments within student affairs.
I believe this source will be useful to me because of its focus on student affairs professionals and the need for change on college campuses. It also just so happens that this study was based off of schools in the Northeast region of the United States, and while the article does not state any specific university, it’s a coincidence that SU is in the same region the two authors talk about. This is one of my few sources with an actual study and a table, so I think finding a source with this approach will be beneficial to my research as well. While I have other sources that go into depth on these 4 generations working together, none of them center of student affairs professionals which as a current college student, is a topic I am very interested in and so happy I came across this source.
2. One response I would like to choose is Lauren T’s response. She builds upon the ideas in the original article by continuing to discuss sexism in an open office atmosphere. She extends the conversation, though, beyond that by discussing how her particular office was designed by a female and that the office itself is wonderful. What she says to justify her point that the actual environment is not offensive or degrading to women, and that it’s the “entitled, sexist men being unwilling to evaluate their own behavior and how it impacts their women colleagues” is where Lauren opens up a new line of inquiry. In Lauren’s last paragraph, she explains that it’s not the fault of the open office space as these kind of things happen commonly in gyms, transportation systems, and the street, which intrigued me because in a way she sort of contradicts the blame of an open office and she illustrates the idea that sexism exists everywhere else too.
I think for your research to focus on the differences between generation’s expectations and upbringing is crucial. Understanding that the climates each generation grew up with is interesting to focus on as well, as there are so many differences that have shaped each incoming age of individuals. I also think the response you focused on from the article to answer the second question was one that I raised an eyebrow to as well. How in the said response, the individual did go against the idea that it is the open concept offices are not the only breeding ground for sexism, but that it is seen all over in plenty of different settings. This sparked my own curiosity to think of common places where sexism will continue to persist because of the set-up, such as that of malls for example.
Right, Sam–this respondent points out that open offices aren’t the only places where sexism rears its ugly head, and that certainly sparks questions about whether there’s something about particular types of spaces (beyond just offices) that facilitates this problematic behavior.