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Ronnfeldt, Jane. "Generational marketing: Baby boomers, Generation X and the net generation." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/2019.
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The purpose of this project is to gain a better understanding of the different market opportunities available to credit unions. The project differentiates the markets by age: Net Generation 2 to 22, Generation X 23 to 34 and the Baby Boomers 35 to 53. Each of these groups are important to the ongoing health of credit unions.
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Govitvatana, Wipanut Venique. "Generation gap in the workplace between Baby Boomers and Generation X." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001govitvatanaw.pdf.
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Leduc, Norm. "Recruiting Generation X for missions." Theological Research Exchange Network (TREN), 1996. http://www.tren.com.
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Jablonski, Guido. "Generation X: Selbst- und Fremdbeschreibungen einer Generation eine literaturwissenschaftliche Studie /." [S.l. : s.n.], 2003. http://deposit.ddb.de/cgi-bin/dokserv?idn=969090536.
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Parmee, Richard. "X-ray generation by field emission." Thesis, University of Cambridge, 2018. https://www.repository.cam.ac.uk/handle/1810/284924.
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Since the discovery of X-rays over a century ago the techniques applied to the engineering of X-ray sources have remained relatively unchanged. From the inception of thermionic electron sources, which, due to simplicity of fabrication, remain central to almost all X-ray applications at this time, there have been few fundamental technological advances. The emergence of new materials and manufacturing techniques has created an opportunity to replace the traditional thermionic devices with those that incorporate Field Emission electron sources. One of the most important attributes of Field Emission X-ray sources is their controllability, and in particular the fast response time, which opens the door to applying techniques which have formerly been the preserve of optical systems. The work in this thesis attempts to bridge the gap between the fabrication and optimisation of the vacuum electronic devices and image processing aspects of a new approach to high speed radiographic imaging, particularly with a view to addressing practical real-world problems. Off the back of a specific targeted application, the project has involved the design of a viable field emission X-ray source, together with the development of an understanding of the failure modes in such devices, both by analysis and by simulation. This thesis reviews the capabilities and the requirements of X-ray sources, the methods by which nano-materials may be applied to the design of those devices and the improvements and attributes that can be foreseen. I study the image processing methods that can exploit these attributes, and investigate the performance of X-ray sources based upon electron emitters using carbon nanotubes. Modelling of the field emission and electron trajectories of the cathode assemblies has led me to the design of equipment to evaluate and optimise the parameters of an X-ray tube, which I have used to understand the performance that is achievable. Finally, I draw conclusions from this work and outline the next steps to provide the basis for a commercial solution.
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Björkman, Lovisa, and Elin Myhrman. "Röster från tre generationer : En kvalitativ studie kring generationer på arbetsplatsen." Thesis, Malmö universitet, Malmö högskola, Institutionen för konst, kultur och kommunikation (K3), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-40089.
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Syftet med studien är att undersöka respondenter från Generation X (1964 – 1979), Y (1980 – 1995) och Zs (1996 – 2012) behov och önskemål på arbetsplatsen, vilka positiva och negativa attityder de har mot motivation, relation och arbetsmiljö. Studien har genomförts genom en kvalitativ undersökning, innehållsanalys i form av tematisering och genom att använda tidigare forskning kring generationer. Den kvalitativa metoden var intervjuer med 12 respondenter, varav fyra var från vardera generation. Modeller såsom Maslows behovstrappa, tvåfaktorteorin och förstärkningsteorin används i studien. Studien identifierade att ha kunskap kring komplexiteten kring generationsbaserade skillnaderna kan vara den avgörande faktorn för en framgångsrik organisation. På många vis finns det en konsensus mellan respondenterna men det finns även skillnader. Skillnaderna i attityder och behov mellan respondenterna har identifierats, som att respondenterna från Generation Z är drivna av inre motivation och arbetar mot ett syfte. De är driva för att skapa förändring i samhället genom deras arbete. Viktiga behov är familjära relationer och konstruktiv feedback. Respondenter från Generation Y drivs även de av ett syfte, men är även motiverade av yttre motivatorer som lön då de ser denna som ett erkännande för hårt arbete. Respondenter från Generation X däremot drivs mest av yttre motivation. Slutligen rekommenderar studien att organisationer skapar en kunskap kring områdets komplexitet för att förstå arbetarnas grundbehov kring arbetsplatsen. Om en förståelse skapas kan de utnyttja de anställdas kompetensen bättre och skapa framgångsrika team, för att främja en förberedelse för framtidens multigenerationella arbetsplats.<br>The purpose of the study is to research Generation X (1964 – 1979), Y (1980 – 1995) and Z´s (1996 – 2012) needs and wishes for the workplace, what they have for positive and negative attitudes towards motivation, relations and work environment. The study was conducted by conducting qualitative research, doing a content analysis, and using previous research of generations. The qualitative research was carried out by doing interviews with 12 persons, out of which four were from each generation. Models such as Maslow's hierarchy of needs, the Two-factor theory and Reinforcement theory has been used in the study. The study has found that having knowledge of the complexity of generational differences can be a deciding factor if an organisation is successful or not. In many ways there is a consensus between the generations, but there are also differences. Regarding the participants needs and attitudes it was identified that participants from Generation Z are very driven by inner motivation and working towards a purpose. They are driven to create change in society through their work. Important needs are familiar relationships and constructive feedback. Participants from Generation Y was also driven by a purpose but was also motivated by outer motivations such as a salary that can reinforce their hard work. Participants from Generation X were the most driven by outer motivations. In conclusion, the study recommends organisations to invest resources in the complexity of generational knowledge in the workplace to understand to understand the employees needs in the workplace. If an understanding is managed is it possible to make use of the employees’ competence better and create successful teams, as well to prepare the workplace for the future multigenerational workplace.
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Zurbrigg, Terri Susan. "X = what? : Douglas Coupland, Generation X, and the politics of irony." Thesis, McGill University, 2005. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=98595.
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This thesis considers four novels written by Douglas Coupland: Generation X (1991), Shampoo Planet (1992), Microserfs (1995), and Girlfriend in a Coma (1998), and demonstrates how each of these novels provides a discursive space in which Coupland examines the members of Generation X: those born between 1965 and 1980. Frederic Jameson's theories about postmodernism, which he equates with the concept of late capitalism, offer a theoretical lens through which this demographic can be interpreted because Coupland's characters struggle to find meaning and sincerity in a realm where advertising and consumerism are omnipresent and nearly all aspects of life are commodified. The ultimate consequence of the alienation and apathy that result from such rampant materialism is the emergence of an idiom that privileges irony. For Coupland, the prevalence of this irony is the most problematic aspect of postmodern society. Consequently, in portraying how the members of Generation X cope with late capitalism and its concomitant irony, Coupland's first four novels function as a trajectory that demonstrate how he and his characters grapple with and eventually repudiate it.
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Hasanovic, Dennis, and Daniel Ristevski. "Hur skiljer sig investeringsbeteendet mellan Generation X och Generation Y? : en kvantitativ studie om skillnaderna mellan Generationerna X och Y vid investeringsbeslut." Thesis, Högskolan Kristianstad, Sektionen för hälsa och samhälle, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-10988.
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Att veta hur man som individ bör handla och hur man egentligen gör, har alltid förbryllat forskare. Då generationer kommer och går, är det alltid en fråga i hur dessa generationer ser på saker och ting, som i vårt fall, investeringsbeteendet. Tidigare studier har påvisat hur generation X (1965-1979) och generation Y (1980-1995) bör bete sig då generationerna har olika kännetecken i beteende. Det har även forskats mycket om vilka kognitiva egenskaper hos en individ som påverkar investeringsbeteendet. Syftet med uppsatsen är att förklara om det finns någon skillnad mellan de olika generationerna, och i så fall, vad detta kan bero på. För att genomföra denna uppsats har en positivistisk forskningsfilosofi valts, i kombination med en deduktiv ansats och en kvantitativ metod. Uppsatsen kunde indikera att det i helhet inte fanns någon signifikant skillnad mellan de olika generationerna vid utfrågning av de olika beteende mönstren. Dock var det diverse faktorer som det skiljde sig åt mellan generationerna som inkomstnivå, utbildningsnivå och strategi vid val av investering. Vidare kunde man antyda vilka faktorer som påverkade investeringsbeteendet, där tidspreferensen kunde förklaras, inkomst och strategiskt planerande kunde delvis förklara investeringsbeteendet. Begränsningar med uppsatsen var att respondenterna valdes slumpmässigt under en kort period, där kunskap och intresse för finansiella investeringar varierade. Enkätstudien kunde på så sätt bli oförståelig för respondenterna och resultaten missvisande som en följd av detta. Dock är forskningen kring generationsskillnader väldigt begränsad, därför kan denna uppsats vara en grund för vidare forskning inom samma område, då man kan försäkra sig med denna uppsats, just vilka områden som berörts.<br>Knowing how we as individuals should act and how individuals actually behave, have always puzzled scientists. While generation comes and goes, it is always a question of how these generations look and react to things, and in our case, investment behavior. Previous studies have demonstrated how Generation X (1965-1979) and Generation Y (1980-1995) should act, when these generations have different characteristics in their behavior. It has also been researched a lot about the cognitive characteristics of an individual that affect investment behavior. The purpose of this paper is to explain if there is any difference between the different generations, and if so, what it might be due. To implement this essay has a positivist research philosophy chosen, together with a deductive approach and a quantitative method. The essay could indicate that in the whole there was no significant difference between the different generations at the hearing of the different behavioral patterns. However, it was various factors that differed between the generations as income level, education level and strategy in the selection of investment. Furthermore, one could suggest what factors influenced investment behavior, where time preference could explain, capital and strategic planning could partly explain investment behavior. The limitation of this thesis was that the respondents were randomly selected and sampled for a short period of time, in places where knowledge and interest in financial investments varied. The survey study could thus be incomprehensible to the respondents and the answers misleading as a result. However, research on generational differences is very limited to date; therefore this paper can act as a basis for further research in the same area, when because of this essay, you know which areas have been analyzed.
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Pomerantz, Shauna. "This is (not) a generation, deconstructing X." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape10/PQDD_0009/MQ60523.pdf.
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Zangmo, Zinpai. "This is (not) a generation, deconstructing X." Thesis, University of New Brunswick, 1999. http://hdl.handle.net/1882/612.
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Johnson, La Toya Amese. "Intergenerational Communication Strategies for Generation X Supervisors." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7157.
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Millennials, who by 2024 will make up approximately 34% of the U.S. workforce, will play a critical role in organizational strategies and productivity, as will the supervisors who manage them. The purpose of this multiple case study was to explore the intergenerational communication strategies that Generation X supervisors used to motivate and engage high performing millennials in the workplace. The framework for this study was Mannheim's generation theory and the 2-factor theory of motivation by Herzberg, Mausner, and Snyderman. Data were collected from parks and recreation employees in the southeastern region of the United States, including 4 Generation X supervisors who completed semistructured interviews and 2 millennial cohort focus groups. Data were transcribed, coded, and validated through member checking and methodological triangulation. The 4 themes identified were culture and socialization, relationship building and intergenerational connectedness, employee growth and development, and rewards and recognition. The findings of this research may benefit millennials, frontline supervisors, parks and recreation agencies, and leaders in other organizations by providing an understanding of generational needs. The data presented in this study may support positive social change by showing that supervisors and millennial employees can build high quality relationships within their organizations, enabling those organizations to support the communities they serve.
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Larsson, Petronella, and Elvira Henningsson. "Attraktiv arbetsplats : En kvalitativ studie av generation X och generation Y's upplevelser." Thesis, Jönköping University, Högskolan för lärande och kommunikation, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52497.
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Studiens syfte var att undersöka generation X och generation Y’s upplevelse av vad som utgör en attraktiv arbetsplats. Studien utgick från en kvalitativ ansats där datamaterialet samlades in genom semistrukturerade intervjuer. Genom ett bekvämlighetsurval valdes 12 respondenter ut (N=12), varav sex personer tillhörde generation X, och sex personer tillhörde generation Y. Insamlade datamaterial analyserades via en tematisk analys och resulterade i tre övergripande teman. Resultatet visade att det fanns både likheter och skillnader i vad generation X och generation Y upplevde utgör en attraktiv arbetsplats. Generation Y uttryckte att en attraktiv arbetsplats utgjordes av arbetstillfredsställelse, där resultat och utvecklingsmöjligheter var viktigt. Generation X ansåg att arbetsförhållandena var viktigare, där de framhöll ledarskap och relationen till kollegor som attraktiva faktorer. Gemensamt för de båda generationerna var att organisationen i sig kunde upplevas som mer eller mindre attraktiv, där bland annat organisationens värderingar ansågs avgörande. Deltagare från båda generationerna uppskattade även att organisationen var innovativ och erbjöd flexibilitet.
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Oelslager, Laurie Ann. "Educating "Generation X" : a comparison of expectations and perceptions of Generation X and faculty at South Central Technical College /." Diss., ON-CAMPUS Access For University of Minnesota, Twin Cities Click on "Connect to Digital Dissertations", 2001. http://www.lib.umn.edu/articles/proquest.phtml.
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Carter, Freeman Darnell. "Generation X and Millennial Generation Assistant Principals' Perceptions of the Challenges and Rewards of the Principalship A Qualitative Study." Diss., Virginia Tech, 2016. http://hdl.handle.net/10919/81877.
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Employment figures and population demographics indicate that Baby Boomers (1946-1964) hold a small and shrinking share of school principalships. The oldest Baby Boomer principals began to retire during the middle of the 1990s, and their void created an opportunity for younger Baby Boomers and members of Generation X (1965-1981) to replace them. The youngest Baby Boomer principals are beginning to retire, and Millennial Generation (1982-2000) administrators are stepping up to fill the ranks. Millennial Generation educators have been in the field long enough to develop the requisite classroom teaching experience, graduate school master's level education, and training needed to obtain administrative positions.
Principals develop their leadership skills through the assistant principal experience, and because Millennials are a relatively new addition to the ranks of assistant principals, little is known about their perceptions' of the challenges and rewards of the principalship. Generational differences between Generation Xers and Baby Boomers have been investigated by other researchers, but this study was unique because it directly compared Generation X and Millennial Generation assistant principals. The study explored Generation X and Millennial Generation assistant principals' perceptions of the challenges and rewards of the principalship. This qualitative study involved 12 assistant principal participants, and the analysis of the coded interview transcript data produced major coded themes with valuable implications regarding the participants' motivations, career ambitions, professional development needs, and their perceptions' of the principalship. This study indicated that Generation X and Millennial Generation assistant principals have distinct similarities and differences, and school division superintendents who understand the generational differences may make more informed leadership and personnel decisions about their future principals.
The findings and implications were intended to assist superintendents and personnel/human resource directors in their efforts to recruit, select, support, and ultimately promote Generation X and Millennial Generation assistant principals to the principalship. The findings of this study suggested opportunities for researchers to continue the investigation of the topic.<br>Ed. D.
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Hratko, Dana A. "Exploring the communication styles of the traditionalist, baby boomer, generation X, generation Y, and millennial generation." Honors in the Major Thesis, University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1420.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.<br>Bachelors<br>Arts and Humanities<br>Technical Communication
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Medenilla, Katherine, and Emma Karlsson. "Generationsskillnader - En studie om attityder och värderingar bland de anställda på en bank." Thesis, Malmö högskola, Fakulteten för kultur och samhälle (KS), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-23719.
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Sverige kommer inom en snar tid att stå inför stora förändringar på arbetsmarknaden gällande generationer. Baby boom generationen kommer att gå i pension och arbetsmarknaden tas över av generation X och Y. Genom att baby boomers lämnar arbetslivet och tar med sig sina kunskaper, blir det ett stort tomrum som kan vara svårt att fylla av de nästkommande generationerna. Emellertid har generation X och Y andra kunskaper som baby boomers saknar. Karakteristiska värderingar återfinns hos de olika generationerna, exempelvis värdesätter baby boomers hårt arbete och lojalitet. Generation Y tycker däremot att tillfredställelse i arbetet samt fritid är av betydelse. Vårt syfte är att undersöka huruvida det finns skillnader mellan generationerna inom arbetslivet kring värderingar och attityder. Värderingar kan liknas vid begreppet organisationskultur eftersom det hjälper medarbetare att få en känsla av identitet och samhörighet inom arbetslivet. Detta leder till gemensamma mål och visioner, vilket på sikt ökar produktiviteten. Både en kvalitativ samt kvantitativ metod tillämpades, vilket genomfördes med hjälp av tre intervjuer samt 68 enkäter på både kundsupport och bankkontor. Undersökningen visar att det inte finns stora skillnader mellan generationernas värderingar och attityder inom den undersökta banken. Organisationskulturen är stark vilket leder till att värderingarna inte syns. Fortsättningsvis visar resultatet att kulturen är starkare än egenskaperna som är karakteristiska för varje enskild generation. Resultatet visar slutligen att ett flertal av de teoretiska värderingarna inte stämmer överens med medarbetarnas svar. Det finns en märkbar skillnad mellan de båda avdelningarna, vilket kan förklaras genom arbetsgruppens storlek samt den egna organisationskulturen.<br>Within a short time, Sweden will be undergoing major changes on the labor market regarding generations. The Baby boom generation will retire soon and the labor market will mostly consist of Generation X and Y. By leaving the labor market, the Baby boomers are taking their knowledge with them; consequently there will be a huge void, which can be difficult to fill by the next generations. However, Generation X and Y have other knowledge, which the Baby boomers lack. Characteristic values are found among the generations. The Baby boomers value hard work and loyalty while Generation Y value a balance between the private and working life. Our purpose is to examine whether generational differences in the workplace on values and attitudes exist. Values can be similar to the organizational culture because it helps the employees to gain a sense of identity and belonging in the workplace. This leads to common goals and visions, which eventually increases productivity. Qualitative and quantitative methods were used, which was implemented through three interviews and 68 surveys on both the customer service and bank office. The study shows that there are not major differences between the values and attitudes of the generations within the examined bank. The organizational culture is strong, leading to values being hidden. Furthermore, the result shows that the culture is stronger than the traits, which are characteristic of each generation. Lastly, the results indicate a number of the theoretical values do not agree with what the employees responded. A notable difference between the two departments can be explained by the size of the working group and their own organizational culture.
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Nilsson, Jonas, and Linnéa Norrman. "Beslutsprocessen vid köp av bostadsrätt : En jämförelse mellan generation X och generation Y." Thesis, Karlstad University, Faculty of Economic Sciences, Communication and IT, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-5397.
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Karlsson, Sandra, Amanda Kälvehed, and Malin Sköld. "Perception of advertising strategies : -a qualitative study comparing Generation X and Generation Y." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-34689.
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Advertising is a major part of the communication between companies and consumers. It is supposed to create awareness and attention toward the aimed target group. For an advertisement to get the right response it is important for companies to create and uphold a relationship with their consumers. Recent research acknowledges that different advertising strategies can create different responses. Continuously, different generational cohorts have different values, perspectives and backgrounds, and therefore their perception can differ as well. It can hence be important to explore how consumers perceive different advertising strategies and if there is a difference in perception according to generational cohorts. This study intends to examine how traditional and ambient advertising in Sweden is perceived by Swedish consumers within Generation X and Generation Y. Furthermore if there is a difference between these two generational cohorts’ perception. From this the authors want to find out if it is appropriate to create the same advertisements for both generations in Sweden, or if the different generational cohorts demand different advertising strategies. For this study, a conceptual model was based on the process of perception, through which the generational cohorts and advertising concepts were examined. The authors additionally researched advertising properties, and their effect on consumers’ perceptions toward advertising. This research was conducted as a mix of multiple-case study and cross-sectional design. It further used a qualitative approach, using semi-structured focus groups to retrieve a deeper understanding of consumer perception and the underlying reasons behind such behavior. The conclusion that can be inferred from this thesis is that Generation Y perceives ambient advertising as better than Generation X, since they are more open to interaction with marketing events. Generation X instead perceives traditional and ambient advertising as equally powerful. Yet, the differences between the two cohorts are small, and according to some advertising properties, minimal.
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Atkins, C. "Active X-ray optics for the next generation of X-ray space telescopes." Thesis, University College London (University of London), 2010. http://discovery.ucl.ac.uk/19312/.
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Described within is the design, manufacture, metrology and X-ray testing of an active X-ray prototype intended for the next generation of X-ray telescopes. One of the challenges faced by the X-ray telescope community is how to combine high resolution and high sensitivity into one system, as weight limitations place constraints on the optics that can be launched. Therefore the mandate of the active X-ray prototype is to provide high sensitivity through the ability of the optics to be nested and to deliver high angular resolution through the active control of the optic’s form. Piezoelectric unimorph actuators provide the active component: it is intended that they will correct for figure errors within the optic and therefore increase the angular resolution capability. The prototype’s design is based upon an ellipsoidal segment which provides point-to-point focussing of an X-ray source. The prototype itself is composed of an electroformed nickel optic where the non-reflective surface is populated with 30 piezoelectric actuators and it is the production of the prototype that is the core of the presented research. Metrology of the actuators’ influence functions is presented and highlight the prototype’s ability to deform its optic surface by microns. In addition, the measured influence functions are compared against finite element models and a distinct similarity between the functions is observed. The prototype was tested at an X-ray beamline facility in November 2008 and the results showed the prototype’s ability to correct the optic to achieve an improved angular resolution: from 0.786 arc-minutes to 0.686 arc-minutes in terms of full width half maximum. Finally, difficulties in the manufacture of the prototype and X-ray testing shall be presented alongside future work in conclusion to this thesis.
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Allen, Nathalie J. "Sexuality and desire in the Generation X population." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1999. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/mq39170.pdf.
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Zhang, Xiaoshi. "Extreme nonlinear optics for coherent x-ray generation." Connect to online resource, 2007. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3256470.
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Rosander, Rebecca. "Generation X och Y- deras behov av ledarskap i arbetslivet." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-25016.
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På arbetsmarknaden finns det åtminstone tre olika generationer. Då alla generationer fostras på olika sätt beroende på när de är uppväxta kan det skapas svårigheter kring samarbete, ledarskap och lojalitet i arbetslivet. Vissa menar att dessa generationer är väldigt olika och att de behöver olika typer av ledarskap. Denna studie behandlar skillnader och likheter mellan generation X och Y och hur de ser på hur deras närmsta chef och hur organisationen bör vara. Resultaten av denna kvalitativa intervjustudie med totalt åtta respondenter visar att det finns indikationer på en skillnad mellan generation X och Y då de beskrivit att de har olika behov och uppskattar olika typer av ledare. När så pass många och olika generationer finns på arbetsmarknaden samtidigt kan det vara svårt för cheferna att möta varje enskild generation med en anpassad ledarskapsstil. Det vore istället att föredra om cheferna skapade en ledarskapsstil som fungerade oberoende av generation.
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Lindvall, Felicia. "Upplevelsen av ett gott ledarskap hos generation X och Y." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-55070.
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McArthur-Grill, Luan. "Generational diversity in a South African corporate: myth or reality? A study investigating the relationship between age and work values." University of the Western Cape, 2011. http://hdl.handle.net/11394/5370.
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Magister Commercii - MCom<br>Diversity management in South Africa, post 1994, has increasingly become a focal area when considering strategic human resource issues in the corporate environment. To date "traditional" diversity topics have largely centered around the differences in employees' race, culture, gender, language and disability status, and scores of academic and management text has been produced in this regard since the birth of democracy in this country, sixteen years ago. Whilst change on the political front has been vanguard, resultant societal change has largely been ignored by corporate South Africa. The era of equal opportunity has led to changes in income levels, consumer buying power and demographics and has paved the
way for a new breed of human capital in the workplace. One particular breed, having been raised in the New South Africa, has shared experiences and backgrounds which are completely different to that of their parents and their grandparents. Their common location in history has dramatically shaped their belief systems and their expectations of life in general, with work life being a major facet thereof. These generational differences has resulted in tensions in the workplace where it has become evident that employees of varying ages are finding it difficult to 'speak the same language'. The concept of generational diversity has its roots in Generational theory, the underlying hypothesis on which this study rests. This hypothesis, as postulated by American researchers, Strauss and Howe (1993), states that every generation has a common set of beliefs and behaviours, a common location in history and a common perceived membership. These in turn shape the generational group's core values and view on life and work. Authors such as Zemke, Raines & Filipczak (2000), Kupperschmidt (2000), and Lancaster & Stillman (2003) point out that understanding the differences that exist between employees of varying ages can potentially enhance organizational culture, increase productivity and minimize conflict. However, very little academic research on this topic has been undertaken in the South African context, and it is against this backdrop that this exploratory study endeavoured to test the hypothesis in a local context. The study surveyed a national group of employees of varying ages, who work for a large financial services organization, headquartered in the Western Cape. The major aim was to develop a hierarchy of work values, suggesting a relative ranking and ordering of important workplace attributes, per generational cohort to either support or disprove the hypothesis.
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Rosenqvist, Josefin, and Moa Wik. "Generationsskillnader i arbetslivet: en kvalitativ studie med utgångspunkt från generation y." Thesis, Högskolan Dalarna, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:du-21773.
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In previous studies research has shown that generation y experience resistance from older generations represented in the labor market in USA. The resistance is due to differences between the generations. On the other hand some studies say that differences are more likely to come from other factors such as gender and which stage in life the individual is in. The purpose of this study is to describe how (women in) generation y is experiencing the cooperation with colleagues from other generations and if they considers that differences due to generations exist. The study will also try to determine if the respondents are aware of each generation’s characteristics. To fulfill the purpose of the study a qualitative method was chosen in the shape of a focus group. To be able to answer the purpose an interview guide was developed from previous studies. The guide was divided in three sections; scenarios, exercises and finally questions. The focus group resulted in a two-hour discussion between four individuals belonging to generation y. The result of the study showed that generation y in Falun, Sweden did identify some of the characteristics each generation had. Further did the respondents conform that resistance due to generational differences was a problem. To answer the purpose of the study generation y felt underestimated by the older generations and expressed a certain degree of hopelessness.<br>Inom forskningen råder oenighet kring generationer och dess betydelse. Ena sidan menar att varje generation präglas av gemensamma värderingar och att detta i sin tur kan bidra till att konflikter uppstår på arbetsplatser där flera generationer är representerade. Den andra sidan av forskningen menar däremot att det finns faktorer som är viktigare än vilken generation individen tillhör, exempelvis kön eller vilken fas i livet personen befinner sig i. Det är en spännande kamp forskare emellan och oavsett vilken sida som har bäst odds infann sig intresset av att undersöka saken närmare. I en amerikansk studie framkom det att generation y, födda 1980-1995, upplevde ett motstånd från äldre generationer i sitt arbete. Utifrån detta skapades tre frågor som skulle svara upp på syftet som var att beskriva hur (kvinnor i) generation y upplever samarbetet med kollegor från andra generationer och om de anser att generationsskillnader existerar. De frågor som ställdes var; Vilka svårigheter upplever generation y inom arbetslivet och går dessa att koppla till generationsskillnaderna? Vad kan generation y bidra med i ett arbetslag, vilka styrkor har de? Vad kan generationsskillnader på en arbetsplats bidra med och vilka lösningar finns på de potentiella konflikter som kan uppstå orsakade utav dessa? Fyra personer tillhörande generation y bjöds in till en fokusgrupp för att, utifrån en intervjuguide, diskutera dessa frågor. Under två timmar blandades skratt med ilska och sorg när respondenterna fick beskriva de olika generationerna, hur de upplevt motstånd och vad de såg för lösningar på de problem som presenterades. Efteråt kunde det konstateras att generationer är ett komplext ämne och att det väcker känslor. Resultatet av studien bekräftade tidigare studier gällande generationsskillnaders existens. Likväl som generationsskillnader bekräftades framkom även andra faktorer som påverkar hur individer är. Precis som de amerikanska respondenterna upplevde även de svenska respondenterna ett motstånd från äldre generationer som grundade sig i en känsla av att aldrig duga. Sammanfattningsvis behövs mer forskning kring ämnet som inte bara väcker starka känslor utan också påverkar hur organisationer fungerar.
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Graves, Keith A. "An Exploration of Organizational Commitment among Generation X Leaders." Thesis, University of Phoenix, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10635194.
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<p> This qualitative phenomenological study provided an exploration of the lived experience of organizational commitment among generation X leaders. The study used a modified van Kaam approach to explore the participant’s responses to the interview questions. The research study utilized the Meyer and Allen (1991) three-component model of organizational commitment as the construct for organizational commitment in the exploration of the lived experiences of generation X (Gen Xers) leaders. The current literature suggests that Gen Xers are perceived to be self-reliant, independent, like informality, are non-traditional about time and space and want to have balance in their work and personal lives. The findings of the study revealed that the participants noted the factors of having and maintaining relationships was critical, tenure at an organization is not important as much as having the right opportunity and feeling connected to the organization, and having the opportunity to work in an organization that has a culture or environment that is flexible in its management style, supports work life balance, and fosters employee development. The findings relate to the components of the Meyer & Allen model of organizational commitment, and given the size of the generation X population, their current and future status as organizational leaders, the findings can be used by organizational leaders to develop human resource policies, programs and strategies that influence tenure and organizational costs.</p><p>
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Smith, Craig. "Efficient generation of bright, collisionally pumped X-ray lasers." Thesis, University of Oxford, 1996. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.318474.
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Martin, Ian Peter Stephen. "Short pulse x-ray generation in synchrotron radiation sources." Thesis, University of Oxford, 2011. http://ora.ox.ac.uk/objects/uuid:9ac0bcc2-bedb-46d0-b95c-22f4741f45a0.
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This thesis describes an investigation into the performance of different schemes for generating short x-rays pulses via synchrotron radiation emission. A review is given of the methods that have been previously proposed for this task. From this review, three leading schemes are selected for in-depth investigations, each of which explores the boundary of what is presently achievable in accelerator-based light sources. The first scheme generates short x-ray pulses by operating an electron storage ring in a quasi-isochronous state using a ‘low-alpha’ lattice. High and low emittance lattices are developed, studied through simulation and then implemented on the Diamond storage ring. Beam dynamics and bunch length measurements are presented for a variety of machine conditions, and an assessment is made of the minimum practically achievable bunch length for stable user operation. Radiation pulses of 1 ps r.m.s. are demonstrated using this scheme. The second and third schemes investigate performance limits for a linac-based light source through numerical simulations. The first of these generates ultra-short pulses by passing a highly compressed electron bunch through a long undulator to radiate in the ‘single-spike’ regime. A comparison is made with theoretical predictions for the required electron bunch length to operate in this way, which highlights the need for accurate start-to-end simulations. The final scheme generates ultra-short x-ray pulses through laser manipulation of the electron bunches. The modulated electrons pass through a long undulator with tapered gap, such that only the centre of the modulated portion experiences high free-electron laser (FEL) gain. A method to enhance the FEL output from this scheme using a wavelength filter and grating-compressor is investigated. The sensitivity of the two schemes to jitter sources is determined, and it is demonstrated both schemes are capable of generating GW-level, fully coherent sub-fs soft x-ray pulses. Such pulses would open up the development of time-resolved science to new regimes.
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Kaya, Mine, and Natalie Aoudo. "Digitalisering av banktjänster och dess påverkan på Generation X." Thesis, Södertörns högskola, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-41772.
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Background: In connection with the digitalisation of banking services, new players establishing themselves in the market and increased awareness that there is a large variety of attractive banking services among private banking customers, the banking sector is undergoing major changes. Individuals are often customers in different banks at the same time for different purposes. It is therefore important for bankers to identify determinants that can be of important nature when the customer chooses a bank and banking services. Purpose: The overall purpose of the study is to create an understanding of how digitization of previously physically performed banking services and how other determinants affect how private banking customers, in the age range 40-55, choose banking and banking services. Furthermore, the study aims to present proposals for future improvement work for the banks in line with the factors identified in the study. Method: To achieve the purposes of this study, a combination of two methods was used: quantitative method and qualitative method. The quantitative method was applied through a web-based survey and the qualitative method through individually made interviews. Conclusion: A conclusion can be drawn that bank customers belonging to generation X, the middle age, have a positive experience of digitalization of previously physically performed banking services. Furthermore, the main determinants that affect bank customers when choosing a bank are; recommendations from friends and family, interest rates on loans, friendliness and helpful staff, the bank's reputation and availability. Improvement proposals from customers to the banks showed that customers want to see more work in sustainability and to see better alternatives for customers whose technological ability is not good, for example the older generation.
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Stevenor, Brent A. "Culture Shift: Values of Generation X and Millennial Employees." Cleveland State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=csu1560502107953501.
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Hemantha, Rao Kavya. "Laser produced plasmas for the generation of X-rays." Thesis, Griffith University, 2019. http://hdl.handle.net/10072/385616.
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Laser Produced Plasmas (LPP) are a better source to increase the energy cut-off of the harmonics generated due to their larger ionisation potential than the conventional neutral gas media, if optimised properly. The experiments detailed in the thesis aim towards the use of LPP as a medium for the generation of bright coherent EUV/XUV table-top sources. A detailed spatio-temporal characterisation of LPP's generated from Al and Cr targets via non-invasive optical emission spectroscopy (OES) and time-resolved plume imaging are performed to investigate plasma features and optimise them. While ns LPP's are spatio-temporally optimised for Al IV/Al III with the irradiation energy as the control parameter, the ps LPP's are optimised for Al III using the single pulse (SP) and double pulse (DP) schemes. Experiments on Cr plasmas are also performed and the changes in plume morphology upon implementing SP and DP schemes are investigated via plume imaging and the
abundance of various species in the plume were investigated via time-resolved OES. The DP schemes are investigated in detail to find out the influence of parameters such as the polarisation, delay between the two pulses, energy in the first pulse and the ambient pressure on the plume morphology. Building and extending the experimental setup to conduct the proposed experiments aiming towards increasing the energy cut-off of the harmonics using LPP as the nonlinear medium comprises
the second part of the thesis. A High-order Harmonic Generation (HHG) set up is built and tested using harmonics generated in Ar gas. The HHG system developed here would further be modified to take care of the plasma fluorescence as
well as to accommodate higher order harmonics. These spatio-temporally optimised LPP's together with the set-up are anticipated to produce HHG sources with higher brilliance than the commercial tabletop sources, adding energy tunability to these
sources. Additional experiments on the angle resolved X-ray emissions in the range of 30 keV to 150 keV from LPP from metals (Al and Cr) and their alloys (Al-Cr) are carried out and detailed here; which can also be used as a source of X-ray radiation.<br>Thesis (PhD Doctorate)<br>Doctor of Philosophy (PhD)<br>School of Environment and Sc<br>Science, Environment, Engineering and Technology<br>Full Text
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Norring, Frans, and Hampus Schöllin. "Påverkar generationstillhörigheten konsumentbeteendet online? : En studie om tre generationers agerande på eWOM." Thesis, Högskolan i Gävle, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-30387.
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Syfte: Syftet med studien är att undersöka hur olika generationer agerar på eWOM-kommunikation via online recensioner. Metod: Studien använder en kvantitativ forskningsmetod med en enkätundersökning som underlag för framarbetat resultat. Enkätundersökningen baserades på 8 frågor och 148 svar samlades in från respondenter från tre olika generationer. Svaren analyserades med deskriptiv statistik och univariat analys. Resultat och slutsats: Studiens resultat visar hur generationstillhörigheterna Baby Boomers, Generation X och Generation Y agerar när de läser online recensioner. De tre generationernas köpintentioner baseras på centrala faktorer som riskbenägenhet, förtroende och internetkompetens. Alla tre generationerna hävdar att eWOM och i synnerhet online recensioner påverkar dem. Förslag till vidare forskning: Ytterligare forskning kan undersöka varför konsumenter av en produkt inte är benägna att själva skriva recension men vill ta del av recensioner av produkter som andra konsumenter skrivit. Trots att det tydligt framgår att recensioner är en viktig del av köpbeslutsprocessen. Denna ovilja finns representerade hos samtliga undersökta generationer vilket framtida forskning bör undersöka. Uppsatsens bidrag: Studien bidrar med ett antal förtydliganden för konsumentbeteenden i eWOM-kommunikationen. Studien kommer fram till flertalet slutsatser om hur generationerna påverkas och agerar för online recensioner.<br>Aim: The purpose of the study is to explain how different generational affiliation react on eWOM-communication via online reviews. Method: The study uses a quantitative research method to conduct survey. The survey was based on 8 questions and 148 responses were collected from respondents from three different generations. The responses were analyzed by descriptive statistics and univariate analysis. Result and conclusion: The study shows how generational affiliations of Baby Boomers, Generation X and Generation Y act on the online reviews. The three generations` buying intentions are based on key factors such as risk aversion, trust and internet knowledge. All three generations claims that eWOM and, in particular, online reviews affect them. Further research: A future study can deal with why consumers of a product are not inclined to write online reviews of the product but want to read online reviews on products from other consumers. Although it is obvious that reviews are an important part of the purchasing decision. All three generations investigated tend to not willing to write online reviews Contribution of the thesis: The contribution of the study is several clarifications for consumer behavior in general especially generation marketing. The study concludes how the generations are affected and act for online reviews.
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Liégeois, Marine, and Charline Rivera. "Sensory marketing on the natural cosmetics market : The impact on generation X and generation Y." Thesis, Högskolan i Halmstad, Sektionen för ekonomi och teknik (SET), 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-15902.
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The purpose is to outline and discuss how natural cosmetics companies succeed in creating desire for their products by implementing sensory marketing in their outlets in France and how the sensory marketing impacts differently on French women depending on their generation.Theory: The concept of branding and especially sensory branding introduces the strategy based on sensory marketing. A detailed description is given for each human sense about their characteristics, their importance in the buying process and their role to attract customers.Method: Our research consists in the elaboration and the administration of a questionnaire for French women between 15 and 50. After using secondary data and assuming hypotheses, the questionnaire enables to revise or not the theory and was built according to observations that have been made in natural cosmetics shops.Conclusion: Sensory marketing impacts consumers differently whether they belong to the generation X or to the generation Y. The same stimulus leads to different behaviours and different levels of sensitiveness. The generation X is greatly sensitive to touch while the smell impacts significantly the generation Y. Overall, both generations are influenced by a pleasant environment in which they spend more time and which increases their desire to purchase.Some companies can take advantage of these findings to implement efficient sensory practices in their outlet, affecting accurately the target generation.
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Viotti, Anne-Lise. "Efficient generation and characterization of soft x-ray by laser-driven high-order harmonic generation." Thesis, KTH, Tillämpad fysik, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-185796.
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Hutchins, LaDonna. "Generation X and Generation Y: An Exploration of Student Motivation to Learn and Technology Use." Digital Commons @ East Tennessee State University, 2021. https://dc.etsu.edu/etd/3890.
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Student motivation and technology use are important considerations for higher education institutions. With increasing proportions of institutional funding being tied to student success and retention outcomes, gaining an awareness of how students tend to be motivated as well as their comfort and skill level with technology is critical for supporting student success in the collegiate classroom. The purpose of this study was to examine motivations for learning and technology use by specific generations, Generation X and Generation Y, among participants in two learning settings, a four-year university and a two-year community college. Differences in motivation type including intrinsic, extrinsic, and amotivation, and technology proficiency were also assessed based on respondent gender and institution type.
Results found that students from Generation Y had significantly higher scores on extrinsic motivation and amotivation compared to Generation X. Students in the two-year institution group scored significantly higher on intrinsic motivation compared to students from four-year institutions, and students from four-year institutions demonstrated significantly higher levels of amotivation. Female participants scored significantly higher than males on intrinsic and extrinsic motivation, and male participants scored significantly higher than females on the amotivation dimension than females. For technology use, participants from Generation X and participants from four-year institutions scored significantly higher than students from Generation Y and students from two-year institutions. No significant differences in technology use were found between male and female respondents.
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Wallström, Emilia, and Evelina Simonsson. "Attityd till ett varumärke via produktplacering : En jämförande studie mellan Generation X och Generation Y." Thesis, Högskolan i Gävle, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-24275.
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Syfte: Syftet med denna studie är att jämföra hur Generation X och Y:s attityd till ett varumärke påverkas av produktplacering. Metod: I studien genomfördes en undersökning med hjälp av experimentell design och enkät med 169 respondenter. Varje respondent fick ta del av ett avsnitt från TV-serien Solsidan där det förekommer produktplacering. Därefter fick respondenterna svara på en enkät om de produktplaceringar som förekom i avsnittet. Resultat & slutsats: Resultaten visar att generationerna i de flesta fall har samma inställning till produktplacering generellt. Vår slutsats är att både Generation X och Y har en positiv attityd till ett varumärke som använts i en produktplacering i TV-serien Solsidan. Vi kan se ett undantag vid tydlig produktplacering där båda generationerna visar en negativ attityd. För samtliga varianter av produktplacering går det inte att se någon skillnad mellan generationernas attityd, då Generation X och Generation Y har samma attityd. Förslag till fortsatt forskning: Vårt förslag till vidare forskning är att genomföra samma typ av studie med fler respondenter. Ytterligare ett förslag är att utföra samma typ av studie med hjälp av en kvalitativ undersökning. Uppsatsens bidrag: Det teoretiska bidraget är vår jämförande studie mellan Generation X och Generation Y och deras attityd till varumärket via produktplacering. Vårt praktiska bidrag är att utöka kunskapen för marknadsförare att använda de olika varianter som finns inom produktplacering. Detta för att kunna hjälpa de som använder produktplacering för att nå olika ålderskategorier, då de vill få en positiv inverkan på attityd till varumärket hos konsumenterna de vill nå ut till.<br>Aim: The purpose of this study is to compare how Generation X and Y´s attitude towards a brand is influenced by product placement. Method: In the study, a survey was conducted using experimental design with 169 respondents. Each respondent was asked to watch a specific episode from the TV-series Solsidan where product placement occurs. Thereafter the respondents answered a survey about product placements that appeared in the episode. Results & conclusion: According to the results, Generation X and Y in most cases have the same attitude to product placement in general. Our conclusion is that both Generation X and Y have a positive attitude towards a brand used in a product placement in the TV-series Solsidan. We can see an exception in prominent product placement where both generations show a negative attitude. For all kinds of product placement, there is no difference between generation's attitude, since Generation X and Generation Y have the same attitude. Suggestions for further research: Our proposal for further research is to do the same type of study with more respondents. Another suggestion is to do the same type of study using a qualitative survey. Contribution of the thesis: The theoretical contribution is our comparative study between Generation X and Generation Y and their attitude towards brands through product placement. Our practical contribution is to expand the knowledge of marketers to use the different kinds of product placement. This in order to help those who use product placement to reach different age categories, as they want a positive impact on the consumer's brand attitude.
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Magnusson, Emelie, and Vendela Vestergren. "Vad motiverar generation X och Y på arbetet? : En kvantitativ enkätstudie." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43637.
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Syftet med studien var att undersöka om det finns skillnader mellan generation X och Y med avseende på arbetsmotivation. De individuella faktorer som studerades var generationstillhörighet, kön, utbildningsnivå och arbetsposition. Totalt medverkade 470 anställda (259 kvinnor och 221 män) mellan åldrarna 19-58 år (M = 36.95 år, SD = 12.19) som valdes ut genom ett bekvämlighets- och snöbollsurval. Mätinstrumentet som användes var en webbaserad enkät som konstruerades genom mjukvaruprogrammet esMaker. Enkäten baserades på The Work Extrinsic and Intrinsic Motivation Scale (WEIMS) av Tremblay et al. (2009). I studien inkluderades dimensionerna amotivation, extern reglering, introjekterad reglering, identifierad reglering, integrerad reglering och intern reglering. För dimensionerna beräknades Cronbach’ Alpha vara mellan .63 och .82. Kvantitativa data analyserades med hjälp av Independent Sample t-test. Resultatet visade att generation X hade högre intern och integrerad reglering medan generation Y hade högre extern och identifierad reglering, samt högre amotivation. Resultatet visade att män har högre introjekterad reglering än kvinnor. Högskoleutbildade uppvisade högre identifierad reglering än gymnasieutbildade. Resultatet visade även att ledare hade högre inre, integrerad, identifierad samt introjekterad reglering än de som inte hade en ledarposition i arbetet. De som inte hade en ledarposition uppvisade högre extern reglering än de som hade en ledarposition. Resultatet visade att demografiska variabler kan påverka arbetsmotivation hos anställda.
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Kunigonyte, Gintare, and Georgi Georgiev Kolev. "Web design for different generations—initial impact of web aesthetics : differences in emotional responses to web aesthetics between Generation X and Generation Z." Thesis, Jönköping University, Tekniska Högskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-54032.
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As the digital age matures, we seek to understand the Generation X and Generation Z, precisely their visual perception and emotional responses to the different dimensions of online aesthetics - classical and expressive. The development of digital products and environments with a specific user experience in mind is beneficial for creating the most suitable outcome. Emotional responses to the different aesthetics can have an impact on consumers' behaviour as well as on their opinion and the image of the digital content presented. Previous research has proven that age has an impact on visual perception and online experience, but little is known about differences in needs and approaches between the important web user groups of Generation X and Generation Z when presented with a web interface. Our research focuses on their emotional responses and initial reactions towards website interfaces that have been influenced by a specific aesthetic style and seeks to find observations to improve the online experience of these two generations. The study examined individuals from Generation X and Generation Z by conducting semi-structured interviews. We focused on two aesthetic extremes - classical design and expressive design. Participants were shown websites with high levels of the two contrasting aesthetics and asked to review their feelings caused by the websites and thoughts about the designs. Three categories of sites were used to expand the scope of websites: e-commerce, articles, and portfolios. This study found no major concrete differences between the generations and how they perceived the aesthetic extremes and reacted to them. Both generations preferred web interfaces with classical aesthetics. However, we have identified some critical structural needs that our participants have expressed irrelevant to the aesthetic direction of the page. Pages with entertainment value benefited from a more expressive aesthetic and the sites where functionality is a higher priority benefitted from a more classical aesthetic. We also came to the conclusion that none of the generations preferred a single specific aesthetic direction, therefore, no definite aesthetic preferences for either generation could be drawn. Nonetheless, small differences in emotional responses were defined. Generation Z was more open towards more expressive and visually engaging sites compared to Generation X which sought comfort in their online experience and therefore preferred classical aesthetics.
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Richards, Amelia Celeste. "Generation X people's development of cyberspace culture a psychological perspective /." Thesis, Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-11092006-145204.
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Molise, Puseletso Bridget. "Consumer decision-making styles for Zambian generation X urban females." Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97348.
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Thesis (MBA)--Stellenbosch University, 2015.<br>ENGLISH ABSTRACT: The purpose of the research was to investigate the decision-making styles of urban Zambian Generation X females shopping for apparel products. The research made use of a Consumer Styles Inventory (CSI) scale developed by Sproles and Kendall (1986) to measure the characteristics of various shopping styles. Out of 300 self-administered questionnaires distributed, 180 were used for data analysis. The Cronbach Alpha coefficients confirmed the reliability of the CSI scale on 7 out of 8 decision-making styles that could be associated with the consumers under review. The study then used Analysis of Variance (ANOVA) to establish the variation between the different decision-making styles. The findings revealed that the decision-making styles of quality consciousness and a recreational shopping orientation are highly correlated. The research findings have policy implications and recommendations for the development of marketing strategies and further research have been made.<br>AFRIKAANSE OPSOMMING: Die doel van die navorsing was om ondersoek te doen na die besluitnemingstyle van stedelike Zambiese vroue van Generasie X wanneer hulle klereprodukte koop. Die navorsing het gebruik gemaak van die inventaris van verbruikerstyle wat deur Sproles en Kendall (1986) ontwikkel is, ’n skaal wat in Engels as die Consumer Styles Inventory (CSI) bekendstaan, om die eienskappe van verskillende inkopiestyle te meet. Uit die 300 self-geadministreerde vraelyste wat versprei is, is 180 vir die ontleding van die data gebruik. The Cronbach Alpha-koëffisiënte kon die betroubaarheid van die CSI-skaal bevestig op 7 uit die 8 besluitnemingstyle wat geassosieer kon word met die verbruikers wat ondersoek is. Die navorsingstudie het daarna van variansieanalise gebruik gemaak om die variasie tussen die verskillende besluitnemingstyle te bepaal. Die bevindings het onthul dat die besluitnemingstyle van gehaltebewustheid en inkopies wat as rekreasie beskou word, hoogs gekorreleerd is. Die navorsingsbevindinge het implikasies vir beleid en aanbevelings is gedoen vir die ontwikkeling van bemarkingstrategieë en vir verdere navorsing.
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Brown, Eleanor Rosalind. "Generation X and Y : a comparative analysis of entrepreneurial intent." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/23771.
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Entrepreneurs are seen to play a vital role in the growth of an economy, particularly in an emerging market such as South Africa. To date, there has been a limited amount of research concerning the drivers, influences and factors that predispose an individual towards entrepreneurial intent within the South African context. Equally so, there is little research on generational theory and how this relates to entrepreneurial activity as a whole. This study focuses on comparing the X and Y generational cohorts in terms of their propensity towards entrepreneurial intent within the context of South Africa. Research was conducted following an in depth literature review which focused on the concept of entrepreneurship and its effect on the economy, generational theory and the interaction and influence of generational cohort theory on the drivers of entrepreneurial intent. The data gathered through the course of the literature review was utilised as a theoretical foundation on which to build propositions of entrepreneurial intent and from which a quantitative survey instrument was developed. The quantitative survey was open to any South African individual who falls within the X or Y generational cohort as defined in this study.Key findings include similarities and differences between the X and Y generational cohort individuals in terms of the following aspects: education and entrepreneurial training; exposure to technology; problem solving; leadership orientation; visionary perspective; the influence of family and organisational support networks; creativity and innovation, attitude towards risk-taking and self-confidence. It is hoped that the findings contribute to the existing literature on entrepreneurial intent and in particular to that within the South African context of the X and Y generational cohorts. Copyright<br>Dissertation (MBA)--University of Pretoria, 2010.<br>Gordon Institute of Business Science (GIBS)<br>unrestricted
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Toney, Victor J. "Preaching to Generation-X in the United States Air Force." Online full text .pdf document, available to Fuller patrons only, 2003. http://www.tren.com.
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Bly, Elizabeth Ann. "Generation X and the Invention of a Third Feminist Wave." Cleveland, Ohio : Case Western Reserve University, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=case1259803398.
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Thesis (Ph. D.)--Case Western Reserve University, 2010.<br>Title from PDF (viewed 2009-12-30). Department of History. Includes abstract. Includes bibliographical references and appendices. Available online via the OhioLINK ETD Center.
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Price, Sidjae T. "Understanding How Generation X and Millennial Entrepreneurs Manage Organizational Conflict." Diss., NSUWorks, 2018. https://nsuworks.nova.edu/shss_dcar_etd/122.
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As the United States prepares for a generational shift in leaders, there is a lack of literature adequately examining how Generation X and Millennial entrepreneurs manage organizational conflict about leadership and change management. The scope of this problem should concern individuals who are stakeholders in any organization. In preparation for the coming shift in generational leaders, the subject study explored the management of organizational conflict regarding leadership and change management for Generation X and Millennial entrepreneurs. Supported by a theoretical foundation built on theory of generations and realistic group conflict theory, this qualitative study analyzed the interviews and narratives of six Generation X entrepreneurs and six Millennial entrepreneurs. The analysis outlined specific themes of the management of organizational conflict by participants from both generations. This study revealed that Generation X cohort members tackle contemporaneous or emerging conflict via formal dialogue and compromised reconciliations, in the service and advancement of the organization, while Millennial entrepreneurs manage organizational conflict as it relates to leadership and change management by employing conversations rooted in fundamental company values, orchestrating team meetings, and establishing a goal-aligned yet collaborative work culture. The subject study also disclosed that Generation X and Millennial entrepreneurs both incorporate conversations to manage organizational conflict as it relates to leadership and change management, but they contrast on prioritizing creating a collaborative work culture versus focusing on company growth. At an organizational level, the instant study impacts stakeholders by enabling positive social changes informed by evidence-based insights about how Generation X and Millennial entrepreneurs manage organizational conflict.
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McDonald, Angus. "The competent God a theology of long-term pastoral discipleship of the post-war generation /." Theological Research Exchange Network (TREN), 1995. http://www.tren.com.
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Phanthong, Rinporn, and Warunee Settanaranon. "Differences of Consumers’ Perception and Attitude towards Marketing Communication through media: comparison generation X, Y, and Z inThailand." Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-12639.
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Date: June 1st, 2011 Program: MIMA – International Marketing Course name: Master Thesis (EFO705) Title: Differences of Consumers’ Perception and Attitude towardsMarketing Communication through media: comparison generation X, Y, and ZinThailand Problem: How each generation perceive and react to marketingcommunication differently: comparison Generation X, Y, and Z. Research question: What are the particular differences ofperception and attitude towards marketing communication through media among eachgroup of consumers: comparison Gen X, Y, and Z in Thailand? Purpose: To compare differences of perception and attitude betweengeneration X, Y and Z towards marketing communication through the chosen media(television, print, and internet). Method: A qualitative method was used to achieve the purpose ofthis thesis. The primary data was gathered by using semi-structured interviewwith twelve respondents in three different generations: X, Y and Z. Secondarydata such as online documents and textbooks were also supported to enhance thevalue of the findings. Conclusion: Comparing the perception and attitude toward marketingcommunication by media between generation X, Y and Z are almost the same. Thereason is that the technology is changing over time and has more impact fortheir life. As a result their lifestyle is dominated by internet. Advertisingon TV is still much alive while print ads are almost end for generation Y and Zsince this kind of media is unattractive as well as the new generations are readless.However, print ads are effective for generation X.
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Mann, Terry L. "Preparing a traditional church for ministry to a non-traditional generation : Memorial Park Church encounters generation X /." Theological Research Exchange Network (TREN), 1997. http://www.tren.com.
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Weiland, Craig J. "Advertising to Boomers, Gen Xers and Gen Ys." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4936.
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Thesis (M.A.)--University of Missouri-Columbia, 2007.<br>The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file as well as 10 media.jpg files. Title from title screen of research.pdf file (viewed on November 12, 2008) Includes bibliographical references.
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Mann, Terry L. "Preparing a traditional church for ministry to a non-traditional generation Memorial Park Church encounters Generation X /." Theological Research Exchange Network (TREN), 2005. http://www.tren.com.
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Chitwood, Charles S. "An evaluation of the Pentecostal Holiness' Sunday school curriculum aimed at Generation X." Theological Research Exchange Network (TREN), 1999. http://www.tren.com.
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