essay on bridging the generation gap

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Essay on Generation Gap: 100, 200, 300 Words

• Updated on  
• Nov 29, 2023

Have you ever found it difficult to communicate your ideas and emotions to those who are either younger or older than you? Do you find it difficult to persuade your elders to take action? Do you ever feel that your priorities, perspective, and way of thinking are completely different from those of your own parents? Sounds relatable? You are not alone! This is what the generation gap looks like. The generation gap refers to the differences in our opinions, points of view, and perspectives about other people. The generation gap takes place due to developments and changes around the world. Adapting to a new environment has always been in human nature. In the beginning, we all struggle to adapt to new changes, but, with time we adapt ourselves and cope with the new conditions. Here are some sample essay on the generation gap for school students.

Table of Contents

• 1 Essay on Generation Gap in 100 Words
• 2 Essay on Generation Gap in 200 Words
• 3 Essay on Generation Gap in 300 Words

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Ans: The generation gap is a natural phenomenon where people with different values and perspectives clash. What one views as good might not be the same for someone from a different age group. The generation gap is caused due to factors such as technological advancements, the evolution of societal values and cultural norms, changes in communication styles, and other factors. The generation gap is a broader concept and it is essential for us to embrace and bridge this gap.

The generation gap can be bridged by fostering mutual understanding, education, putting yourself in other’s shoes, and emphasizing common values of respect, trust, kindness, etc.

Ans: Older generations can teach the value of time and respecting elders. They can encourage us to follow our passion, take care of our health, not to sweat small stuff, not to judge people, etc.

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Shiva Tyagi

With an experience of over a year, I've developed a passion for writing blogs on wide range of topics. I am mostly inspired from topics related to social and environmental fields, where you come up with a positive outcome.

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Essay on Generation Gap

Students are often asked to write an essay on Generation Gap in their schools and colleges. And if you’re also looking for the same, we have created 100-word, 250-word, and 500-word essays on the topic.

Let’s take a look…

100 Words Essay on Generation Gap

Understanding the generation gap.

The term ‘Generation Gap’ refers to the differences in opinions, values, and perspectives between individuals of different generations. It often causes misunderstandings and conflicts.

The Generation Gap is primarily caused by rapid social and technological changes. Each generation grows up in a different era, experiencing unique events and advancements.

The Effects

This gap can lead to conflicts, with each generation struggling to understand the other’s viewpoint. However, it also fosters diversity and innovation.

While the Generation Gap can be challenging, it is a natural part of societal growth. Understanding and respect can bridge this gap.

250 Words Essay on Generation Gap

The term “generation gap” refers to the chasm that separates the thoughts, behaviors, and attitudes of one generation from another. This gap is primarily due to the rapid pace of societal and technological change, which often leads to a disconnect between generations.

The Causes of the Generation Gap

The primary cause of the generation gap is the rapid pace of change. Each generation grows up in a different socio-economic and technological environment, which shapes their worldview and experiences. For instance, the advent of digital technology has significantly influenced the values, attitudes, and expectations of younger generations compared to their parents and grandparents.

Implications of the Generation Gap

The generation gap can lead to misunderstandings and conflicts, as different generations may have divergent views on issues such as politics, religion, and social norms. However, it also fosters diversity and innovation, as each generation brings unique perspectives and ideas.

Bridging the Gap

Bridging the generation gap requires empathy, open-mindedness, and effective communication. Understanding and respecting the viewpoints of different generations can lead to a more harmonious coexistence and facilitate the exchange of ideas and knowledge.

In conclusion, the generation gap is a complex phenomenon that reflects the dynamic nature of society. While it can lead to conflict, it also represents an opportunity for growth and innovation. By fostering dialogue and understanding, we can bridge this gap and harness the strengths of each generation.

500 Words Essay on Generation Gap

Introduction, the essence of the generation gap.

The Generation Gap is not a new phenomenon. It has been present for centuries, but its prominence has grown due to the accelerated pace of societal change. The older generation, molded by traditional values, often finds it difficult to understand the perspectives of the younger generation, who are shaped by modernity and rapid technological advancements. This dissonance can lead to conflicts, misunderstandings, and a general sense of disconnect between generations.

Causes of the Generation Gap

One of the primary causes of the Generation Gap is the rapid pace of technological and societal change. The advent of the internet, smartphones, and social media has drastically altered the way the younger generation communicates, socializes, and perceives the world. This shift is often incomprehensible to the older generation, who grew up in an era of face-to-face interactions and traditional communication methods.

Impacts of the Generation Gap

The Generation Gap can have both positive and negative impacts. On the negative side, it can lead to misunderstandings, conflicts, and a lack of emotional connectivity between generations. It can also result in a lack of respect for the older generation’s wisdom and experience, and a disregard for the younger generation’s innovative ideas and perspectives.

On the positive side, the Generation Gap can spur societal progress. The younger generation’s fresh perspectives and innovative ideas, combined with the older generation’s wisdom and experience, can lead to societal advancement when these generations learn to understand and respect each other’s viewpoints.

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Essay on Generation Gap

Introduction to Generation Gap

The term “generation gap” encapsulates the ever-present divide between individuals of different age groups, fostering distinct worldviews shaped by unique experiences and societal influences. This gap has widened in today’s rapidly evolving world, fueled by technological advancements and cultural shifts. This essay delves into the causes and effects of the generation gap, exploring its implications on communication, relationships, and societal harmony. We aim to foster understanding and collaboration across generations by identifying strategies to bridge this gap. Recognizing the importance of addressing this divide is crucial for cultivating empathy, enhancing interpersonal connections, and promoting a harmonious coexistence in our diverse and dynamic global community.

Significance of Addressing the Generation Gap

The significance of addressing the generation gap lies in its profound impact on societal harmony, interpersonal relationships, and collective progress. It is imperative to comprehend and close this gap for several reasons:

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• Cultural Continuity: Each generation contributes to the cultural fabric of society. Addressing the generation gap ensures the preservation of traditions, values, and historical perspectives, fostering a sense of continuity and connection across different age groups.
• Effective Communication: Improved communication between generations promotes understanding and minimizes misunderstandings. It enhances collaboration in various settings, from family environments to workplaces, creating a more cohesive and productive society.
• Innovation and Progress: Bridging the gap encourages the exchange of ideas and perspectives between generations. This cross-pollination of thoughts fosters innovation and ensures that societal progress benefits from the wisdom of the older generation and the fresh perspectives of the younger one.
• Family Dynamics: Within families, addressing the generation gap fosters stronger bonds. Open communication and mutual understanding create a supportive environment where family members can navigate challenges together, building a foundation for a healthier and more resilient family structure.
• Workplace Productivity: In professional settings, understanding and appreciating generational differences enhances teamwork, creativity, and productivity. A diverse workforce comprising individuals of different ages brings a wealth of skills, experiences, and ideas.
• Social Harmony: A society that actively addresses the generation gap tends to be more inclusive and harmonious. Recognizing the value of each generation’s contributions fosters empathy, reduces stereotypes, and creates an environment where individuals of all ages feel valued and understood.

Importance of Communication Across Age Groups

Effective communication across age groups fosters understanding, harmony, and collaboration in diverse societal contexts. The importance of such communication can be highlighted through several key points:

• Cultural Exchange: Interactions between different age groups facilitate the exchange of cultural knowledge, traditions, and values. This mutual sharing enhances cultural awareness and helps preserve heritage.
• Knowledge Transfer: Older generations possess valuable life experiences and skills, while younger generations bring fresh perspectives and technological proficiency. Open communication ensures a seamless knowledge transfer, fostering continuous learning and skill development.
• Workplace Dynamics: In professional settings, effective communication across age groups is essential for cohesive teamwork and increased productivity. It promotes a collaborative work environment where diverse skills and experiences contribute to innovative solutions.
• Social Cohesion: Communication bridges gaps in societal understanding. Engaging in conversations across generations reduces stereotypes and fosters empathy, creating a more cohesive and inclusive social fabric.
• Family Harmony: Within families, communication across age groups strengthens relationships. An open dialogue helps address generational differences, fostering a supportive environment where family members can navigate challenges together.
• Conflict Resolution: Misunderstandings arising from generational differences can lead to conflicts. Effective communication provides a platform to address and resolve these conflicts, promoting healthier relationships and stronger communities.
• Adaptability: The world is evolving rapidly, and each generation is experiencing unique challenges. Communicating across age groups facilitates adaptability as individuals learn from one another and collectively navigate societal changes.

How is the Generation Gap Evident?

The generation gap manifests in various ways, reflecting the differences in attitudes, values, lifestyles, and communication styles between individuals of different age groups. Evidence of the generation gap can be observed in the following areas:

• Communication Styles: Varied preferences in communication tools and styles are evident. Younger generations may favor digital communication, such as texting or social media , while older generations may prefer face-to-face or phone conversations.
• Technology Adoption: Differences in technology use highlight the generation gap. Younger generations tend to adopt new technologies earlier than older generations, who may be slower to adapt.
• Workplace Expectations: Distinct attitudes towards work are noticeable. Younger generations often seek work-life balance, flexibility, and purpose in their careers, while older generations may emphasize job stability and traditional work structures.
• Cultural References: Preferences for cultural references, entertainment, and pop culture vary between generations. Different age groups may have divergent tastes in music, movies, and forms of entertainment, reflecting their respective cultural influences.
• Values and Priorities: Generational gaps are evident in values and priorities. For instance, older generations may emphasize traditional values and family stability, while younger generations might prioritize individualism, social justice, and environmental sustainability.
• Attitudes Towards Authority: Attitudes towards authority figures and structures can differ. Younger generations may question authority and prefer collaborative decision-making, while older generations may value hierarchical structures and traditional forms of leadership.
• Political and Social Views: Generational differences are often pronounced in political and social views. Perspectives on issues such as civil rights, gender equality, and environmental responsibility may vary significantly between generations.
• Fashion and Lifestyle Choices: Clothing styles and lifestyle choices often reflect generational trends. Each generation tends to have its fashion preferences, reflecting broader societal shifts and cultural influences.
• Educational Approaches: Attitudes towards education and learning methods can differ. Younger generations may embrace technology in learning, while older generations may value traditional classroom settings and textbooks.
• Social Media Usage: The use of social media is a clear indicator of the generation gap. Younger individuals are often more active on platforms like Instagram, Snapchat, or TikTok, while older generations may engage more on platforms like Facebook or LinkedIn.
• Financial Perspectives: Perspectives on financial matters can vary. Younger generations may be more inclined towards experiences and saving for the future, while older generations may prioritize financial stability and homeownership.
• Approaches to Health and Wellness: Generational gaps are evident in attitudes towards health and wellness. Younger generations may prioritize holistic well-being, including mental health, while older generations may have different perspectives on healthcare and lifestyle choices.

Causes of the Generation Gap

Understanding the causes of the generation gap is crucial for addressing and bridging the divide between different age groups. Several factors contribute to this phenomenon:

• Technological Advancements: Rapid advancements in technology contribute significantly to the generation gap. Older generations may struggle to keep pace with the constantly evolving digital landscape, leading to a divide in communication styles and preferences.
• Cultural Shifts: Changes in societal norms, values, and cultural practices over time contribute to the generation gap. Each generation is shaped by the unique historical and cultural context in which they come of age, leading to divergent perspectives on various issues.
• Educational Disparities: Differences in educational opportunities and experiences can contribute to varying levels of knowledge and awareness across generations. Disparities in access to education can influence communication patterns and understanding of contemporary issues.
• Economic Factors: Economic conditions and opportunities can impact generational perspectives. For instance, economic downturns may shape the outlook of one generation in contrast to another that has experienced economic prosperity, leading to differing attitudes toward financial matters.
• Social Media Influence: Social media’s prevalence has significantly altered communication dynamics. Growing up in a digital era, younger generations may have distinct communication styles, social norms, and values compared to older generations, potentially causing a gap in understanding.
• Globalization: The interconnectedness of the world due to globalization exposes each generation to a rapidly changing global landscape. Varying responses to global issues and cultural influences contribute to differences in worldviews and priorities.
• Political and Social Movements: Participation in and reactions to political and social movements can shape generational perspectives. The experiences of living through significant historical events or participating in social change movements can lead to different outlooks on societal issues.

Effects of the Generation Gap

The generation gap manifests in various ways and has a range of effects on individuals, families, workplaces, and societies as a whole. Understanding these effects is crucial for addressing and mitigating the challenges associated with generational differences.

Here are some key impacts of the generation gap:

• Communication Barriers: Differences in communication styles, preferences, and technology use can lead to misunderstandings and communication breakdowns between generations.
• Misinterpretation and Stereotyping: Generational stereotypes may lead to misinterpretation of intentions and abilities, fostering negative perceptions and hindering collaboration.
• Workplace Dynamics: In the workplace, the generation gap can result in conflicts arising from differing work styles, expectations, and attitudes toward authority.
• Technological Divide: Older generations may experience a technological divide, feeling overwhelmed or excluded from the digital advancements embraced by younger generations.
• Family Conflicts: Within families, the generation gap can contribute to conflicts related to lifestyle choices, values, and expectations, affecting family dynamics.
• Resistance to Change: Older generations may resist embracing change, while younger generations may be more inclined towards innovation and adaptation, creating tension within various settings.
• Differing Perspectives on Social Issues: Generational gaps can lead to differing views on social and political issues, potentially creating divides in societal attitudes toward diversity, climate change, and social justice.
• Cultural Shifts: The generation gap contributes to cultural shifts as younger generations redefine societal norms, challenging established traditions and values.
• Impact on Education: Educational approaches and expectations may vary across generations, affecting learning styles, academic goals, and the perception of the value of education.
• Loneliness and Isolation: Older individuals may experience feelings of loneliness and isolation if they struggle to connect with younger family members or if societal changes alienate them.
• Innovation and Creativity: On the positive side, the generation gap can stimulate innovation and creativity as different perspectives come together, leading to new ideas and approaches.
• Social Harmony: When the generation gap is addressed positively, it can contribute to social harmony by fostering understanding, empathy, and appreciation for diverse viewpoints.

Strategies for Bridging the Generation Gap

Bridging the generation gap requires intentional efforts to foster understanding, open communication, and collaboration among different age groups.

Here are key strategies to bridge the generation gap:

• Open Communication: Encourage intergenerational communication to promote understanding. Establish a safe space for open expression of perspectives and concerns.
• Active Listening: Promote active listening skills to ensure that individuals from all age groups feel heard and valued. This helps in avoiding misunderstandings and building stronger connections.
• Mutual Respect: Emphasize the importance of mutual respect. Recognize and value the distinct viewpoints, experiences, and contributions that every generation has to offer.
• Shared Learning: Facilitate opportunities for shared learning experiences. Older generations can share their experiences and knowledge, while younger generations can offer their technological expertise and insights.
• Mentoring Programs: Establish mentoring programs that pair individuals from different age groups. This allows for transferring knowledge and skills, fostering professional and personal growth.
• Reverse Mentoring: Encourage reverse mentoring, where younger individuals mentor older counterparts, particularly in areas related to technology, social media, and contemporary trends.
• Team-building Activities: Organize team-building activities that promote collaboration and communication. These activities can break down barriers and create a sense of unity among individuals of different generations.
• Generational Diversity Training: Provide training programs on generational diversity to increase awareness and understanding of each generation’s unique characteristics and perspectives.
• Flexible Work Environments: Implement flexible work environments that accommodate different work styles and preferences. This fosters a culture of inclusivity, allowing individuals of all ages to thrive.
• Recognition of Contributions: Recognize and celebrate the contributions of individuals from all age groups. This acknowledgment helps build a positive and inclusive culture where everyone feels valued.
• Cross-generational Collaboration Projects: Encourage collaboration on projects that involve individuals from different age groups. This promotes teamwork, encourages exchanging ideas, and leads to innovative solutions.
• Promote Work-life Balance: Recognize and address generational differences in attitudes toward work-life balance. Establish regulations that uphold a balanced approach and address the different requirements of different age groups.

Real-life Examples

Real-life examples of successful efforts to bridge the generation gap provide valuable insights into the positive outcomes of fostering intergenerational understanding and collaboration. Here are a few examples:

• Corporate Mentorship Programs: Many forward-thinking companies have implemented mentorship programs that pair experienced employees with younger counterparts. This allows for the exchange of knowledge, skills, and perspectives. For instance, multinational corporations like IBM and General Electric have established successful mentorship initiatives.
• Tech Companies Embracing Diversity: Silicon Valley companies, known for their emphasis on innovation, have recognized the benefits of a diverse workforce. Tech giants like Google, Apple, and Microsoft actively promote intergenerational collaboration, recognizing that a mix of experienced and younger talent leads to more creative and effective solutions.
• Community Volunteer Initiatives: Volunteer organizations often bring together individuals from different age groups to work toward common goals. For example, community service projects, such as environmental cleanup efforts or charitable initiatives, allow people of all ages to collaborate and make a positive impact.
• Intergenerational Learning in Education: Educational institutions have implemented programs encouraging intergenerational learning. In some schools, older adults serve as mentors or volunteers, sharing their life experiences and skills with students. Conversely, students may assist older adults with technology or provide tutoring services.
• Family Businesses Transitioning Leadership: Successful family businesses often prioritize a smooth leadership transition between generations. Open communication, mentorship, and a shared vision for the future contribute to the longevity and success of these enterprises. Examples include businesses in various industries, from retail to manufacturing.
• Government Initiatives for Age-Friendly Communities: Some local governments have implemented initiatives to create age-friendly communities. These programs ensure that public spaces, services, and policies accommodate the needs and preferences of individuals of all ages, fostering inclusivity and community cohesion.
• Inter-generational Housing Solutions: Innovative housing solutions bring together people of different ages. Examples include co-housing projects where families, young professionals, and seniors live nearby, creating a supportive and diverse living environment.
• Technology Training for Seniors: Non-profit organizations and community centers offer technology training programs for seniors, bridging the digital divide. Initiatives like these empower older individuals to stay connected with younger generations and the broader community through digital means.
• Cultural Exchange Programs: Programs facilitating cultural exchange between generations contribute to mutual understanding. These initiatives may involve storytelling, art workshops, or collaborative events that bring together individuals with different cultural backgrounds and experiences.

Addressing the generation gap is a matter of understanding differences and a crucial step toward building more robust, more cohesive societies. By recognizing each generation’s unique perspectives, values, and contributions, we pave the way for effective communication, collaboration, and cultural exchange. Embracing generational diversity enables us to harness the strengths of varied experiences, fostering innovation, empathy, and harmonious coexistence. In a world marked by rapid change, bridging the generation gap is necessary and an opportunity to create richer, more resilient communities that thrive on all age groups’ collective wisdom and dynamism.

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Bridging Generational Divides in Your Workplace

• Debra Sabatini Hennelly
• Bradley Schurman

It’s both a culture and policy question.

Due largely to early retirements and a caustic mix of ageism and cost-cutting measures, businesses let too many older workers go during the pandemic — and when they left, so did a lot of institutional memory, expertise, and loyalty. With fewer younger workers entering the labor market for at least a generation, employers that don’t think beyond today’s working-age population will likely struggle to build a reliable workforce that can maintain operational efficiency and effectiveness. They must reconsider their DEI strategies to meet the demands of a new era if they want to drive operational effectiveness, increase competitiveness, widen their appeal to consumers of all ages and abilities, and build long-term resilience. The authors describe how leaders can account for the changes — and benefits — that come with an aging workforce to power productivity into the future.

Demographic change is one of the least understood yet profoundly important issues facing organizations today. The “working-age population” in the U.S. — those from age 16 to 64 — is contracting at a pace not experienced since World War II. Unlike that period, there is no “baby boom” behind it, and none is expected in the near future. Generation Z has three million fewer people than the Millennial generation, and Generation Alpha, which follows Gen Z, is expected to be even smaller.

• Debra Sabatini Hennelly is the founder and president of Resiliti . She advises leaders and boards on enhancing organizational resilience by creating cultures that value inclusion, candor, integrity, and innovation. She facilitates experiential learning and workshops to help teams and leaders identify and address obstacles to psychological safety and ethical decision making, increasing collaboration, engagement, well-being, and productivity. Debbie also coaches compliance professionals in effective leadership and personal resilience. Her pragmatic approach is informed by her engineering and legal background and decades of corporate leadership, C-suite, and advisory roles in compliance and ethics, legal, environment and safety, and strategic management. Debbie is an adjunct professor in Fordham University Law School’s Program on Corporate Ethics & Compliance, an author, and a frequent speaker at professional conferences.
• Bradley Schurman is a demographic strategist , founder and CEO of Human Change , and the author of The Super Age: Decoding Our Demographic Destiny (HarperCollins).

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What's driving generations apart—and ideas to bring them together

Boomers, Gen X, Millennials, Gen Z seem to be more divided than ever. But why are tensions running high now? This hour, TED speakers explore new reasons for this generation gap—and how to bridge it. Guests include professor and author Scott Galloway, social entrepreneur Louise Mabulo, advocate Derenda Schubert and writer Anne Helen Petersen. This episode of TED Radio Hour was produced by James Delahoussaye, Harsha, Nahata, Chloee Weiner and Fiona Geiran. It was edited by Sanaz Meshkinpour.

Our production staff also includes Katie Monteleone, Rachel Faulkner White and Matthew Cloutier. Irene Noguchi is our executive producer. Our audio engineers were Carleigh Strange and Simon-Laslo Janssen.

Speaking of Psychology: Bridging the generation gap at work, with Megan Gerhardt, PhD

Episode 278.

As Gen Z enters the workforce and older workers put off retirement, some workplaces may see five generations sharing an office—from the silent generation all the way to Gen Z. Megan Gerhardt, PhD, of Miami University, talks about why it’s important to move past generational stereotypes, why age diversity is a strength, and what older and younger workers can learn from each other.

About the expert: Megan Gerhardt, PhD

Kim Mills: How many articles have you read about the generation wars? From using phrases like, “okay, boomer,” to “entitled millennials,” how we talk about generations makes it sound like each group is pitted against the others. Now, as the oldest members of Gen Z enter the workforce, we are facing something we haven’t seen before: the possibility of five generations in the same workplace, from the silent generation to baby boomers, to Gen X, to millennials, all the way to Gen Z.

It’s no surprise that mismatched generational habits and expectations can cause tension and misunderstandings in the workplace. But researchers who study organizational behavior say that understanding the differences between and among generations and seeing them as strengths rather than as weaknesses can help organizations and individuals thrive.

So how can we move past stereotypes about Gen X slackers, entitled millennials and change-resistant boomers to understand which generational differences are real and which are aren’t? How much do generations matter to people’s identity? Are generations always a useful way to categorize people? On a practical level, how can you learn to communicate well with much younger or much older colleagues? And what should organizations be doing to help workers of all ages understand and learn from each other?

Welcome to Speaking of Psychology , the flagship podcast of the American Psychological Association that examines the links between psychological science and everyday life. I’m Kim Mills.

My guest today is Dr. Megan Gerhardt, a professor of management and leadership at the Farmer School of Business at Miami University, where she studies how organizations can benefit from generational diversity in the workplace. She’s the author of many academic studies and of the book Gentelligence: A Revolutionary Approach to Leading an Intergenerational Workforce . Her work has been featured in media outlets including Harvard Business Review , The W ashington Post , and CNN among others. 

Dr. Gerhardt, thank you for joining me today.

Megan Gerhardt, PhD: Thank you for having me, Kim.

Mills: I called out a few stereotypes in my introduction—the Gen X slacker, the entitled millennial, for example. So let’s start there. Where do these stereotypes come from and how accurate are they?

Gerhardt: I think in most cases, any stereotype is a shortcut we take to decision making. It is, I think, the lazy way of trying to understand things that are difficult and complicated. There’s roots in every stereotype or label we hear that come from places that are actually really interesting and make a lot of sense. So for example, with, I’ll start with my own generation, the slacker Gen Xers. The roots of that are actually quite interesting. If you think about the fact that Gen X as a generation—not by the person, I always like to say—but the norm of Gen X was that we grew up valuing freedom and autonomy. And actually we’re the least supervised generation ever. So I always like to say, you can look at statistics on this, we had the highest level of dual-career families, single-parent families of all time, before or since, during Gen X’s childhood, which meant a lot of freedom and autonomy growing up, something that we were hesitant as a generation to maybe give up when we started our careers. We wanted more balance, wanted more flexibility, wanted to hold onto that independence.

Through the lens of the baby boomer generation who—as a norm, again, I don’t ever want to characterize a whole generation as being a certain way, we’re always wrong when we do that, and my work pushes back against that pretty strongly—but the norm for baby boomers was that success comes from nose to the grindstone, working very hard, harnessing that intense work ethic to get to the top and make the most of yourself and make the most opportunities you could for your family that maybe your parents weren’t able to make for you. So through the lens of a baby boomer who was hiring Gen X, them saying they wanted to have balance or independence or time for themselves seems like you’re being a slacker. That’s not the norm that they embraced and therefore it didn’t make sense. And we see that, Kim, with every generation, that there’s a different set of norms that have developed based on really rational, important reasons. But when we judge those through our own norms, we often view them as wrong.

Mills: Why do you think we’re so quick to stereotype people who are either older or younger than we are?

Gerhardt: It’s rooted in the similarity effect. So we tend to feel more comfortable with people we perceive, quote, to be like us. There’s lots of great research on that, and anything that is different is challenging. It requires, I think, really more thought. It requires more time. And we often don’t have the opportunity, particularly in our workplaces, in our organizations, to really get to know someone who is substantially older or younger.

So we tend to enter into organizations with people in our similar age cohort who start their careers at a similar time. And so unless a company is really proactive in creating teams that go across different ages, generations, career stages, we may not know well people outside of our own family that are substantially older or younger. And when that’s the case, we don’t have a personal relationship or interaction to count on, we tend to lean into those shortcuts of broad brush, well, all baby boomers are this way, or all Gen Z is that way, which is never correct, but it’s easy. And that’s where those really harmful stereotypes and biases and prejudice come in in both directions. It’s not a one directional issue, it’s a multigenerational issue, unfortunately.

Mills: Well, let’s talk about the workplace. What are some of the benefits that come from having a multi-generational workplace?

Gerhardt: So what’s fascinating and what really drives my work is that what we’re talking about is a type of diversity of thought, perspective and experience. So we know a lot about the power and benefit of all kinds of diversity in the workplace, but for some reason best practices around that are very rarely applied to age or generation. That’s a fascinating fact. In our book, we found that 8% of organizations include age in their diversity and inclusion strategies, which is a very low number, and a lot of those are just, well, we put it on the list with everything else we could think of rather than an actual proactive approach. So I think when it comes to age, we really feel more comfortable with people like ourselves, and I think when we’re challenged to work across those different generations, we sometimes get stuck in the frustration. The benefit is if you think about a five generation workplace, so as you said, silent through Gen Z, potentially in some industries we have all of that.

We’ve never had that before because people are living and working longer. We have this sitting in front of us. Who wouldn’t want to be able to tap into five to six decades of experience, perspective and different kinds of expertise? So you learn different things depending the time in which you start your life and your career, there are certain skills necessary. Now, my son is 18, so he has to learn a different set of tools and skills than I had to learn at 18, and that’s a very powerful kind of diversity of thought and expertise and perspective if we’re willing to leverage it. So those are the benefits. We have access to greater information networks.

So where we look for information, how we find information varies across generations. Complementary strengths, there are, and we looked into this in our book as well, different kinds of knowledge. There’s things like—we didn’t come up with this but we found this very fascinating—think about know how versus know what versus know whom or know when. Those are really interesting ways to acknowledge that I as a 22-year-old—I’m not 22, but if I was perhaps I would know the new approach, the new tool, the new tech, but maybe I as a 47-year-old I might know who we need to talk to to make sure we get buy-in for that, or when’s the right time to launch that initiative. Probably not at year-end when we’re out of budget. So there’s an opportunity for complementary knowledge and expertise if we step away from this sort of threat-based scarcity approach where if you are getting an opportunity or airtime or attention that somehow I’m losing. And that tug of war is unfortunately really common and really unproductive.

Mills: We do a fair amount of public opinion polling at the American Psychological Association and our pollsters have recommended that we not group people into generations anymore. Are there situations where it’s not useful to categorize people as belonging to a particular generation?

Gerhardt: I love this question. I have a definite opinion on this. I read these—every couple months, there’s a really well-written piece that comes out on this topic, let’s get rid of generations. So my position on this is I think when people say we shouldn’t group people by generations, we shouldn’t have generations, what they’re really saying is we need to stop using generational stereotypes, which I absolutely 100% agree with. You cannot tell who someone is by knowing the year they’re born. That’s a horoscope. That’s not psychology, that’s not science, that’s not research, that’s not what we’re doing here.

My concern when we say let’s get rid of generations—so generations are a social construction, which means we created them to help us understand some form of difference. Just like a political party, is an example I use a lot. We made that up to say, well, there’s this category, there’s this category. It’s better to not have generational categories at all than to use stereotypes or bias. So to that degree, I’m on board, but I actually think getting rid of the generational lens altogether results in us losing something really fascinating and important. Because it’s similar to, and I always am careful of how I said this, but it’s similar to saying we should be colorblind. Being colorblind is far better than being biased or prejudiced. But then you’re in some ways ignoring the reality that there’s very valuable differences in perspectives by appreciating that layer of someone’s identity.

So where I like to sit on this is I like to say generational identity is one layer of who we are and we can put with that age. So your age is different than your generation—connected, but different. Your gender, your race, your ethnicity, where you sit in the world, your socioeconomic status. We can add anything we want on there and that creates this wonderful complex understanding of someone’s view and experience. And if we get rid of generation and say, well, generational differences aren’t real. I don’t know a single person who has a job who would agree with that statement, but when we look at research, we see a lot, this is interesting, Kim, because we see a lot of research that says—I’m an academic at heart. So we see a lot of generational research that says generational differences mean nothing. They’re overblown, we’re not finding anything. And so it would be very easy to then conclude it’s much ado about nothing. We need to stop talking about it. It’s not productive.

What we’re missing when we just look at that tiny piece is that people across generations have very similar intrinsic needs. So whether you’re 20 or 60 or 40 or anywhere in between, we all need respect. We all need connection. We want to be seen as competent. We all need autonomy. So that’s rooted deeply in a lot of psychology theories, things like self-determination, and we could come up with 10 different theories that all agree. The research agrees we have similar intrinsic needs as humans, no matter how old we are. If we stop there, then we could easily say, so let’s just stop talking about generations. But then what we miss is while our needs are the same, the norms we learn as part of a common age group are quite different based on what’s going on in the world, the parenting philosophies, what’s being emphasized. So the norms you learn about how do you earn respect, for example, are quite different. Or what does it mean to connect with someone?

So my favorite example on this would be my dad. He’s 75, he’s a very proud baby boomer. He’s a retired attorney. And when our book came out, he said, I don’t understand something. Maybe you could explain it to me. He said, when I was starting my career, the way you got respect is you put your head down, you closed your mouth and you did your job and you waited for somebody to come tell you it was time for your promotion. You had earned that promotion, you had earned that raise. And he said, by the time I retired, these young people—I always say that’s capitalized. Like here comes a stereotype—these young people were coming to me to tell me it was time for their promotion. And I don’t get that. That doesn’t make any sense to me at all. That’s where entitlement comes from—that perspective.

And I thought this is really important, this is what my work is meant to help people understand, is that in both cases, that person was trying to earn respect. They were trying to prove themselves. For my dad, and for many people in his generation, the norm on how you did that was head down, mouth shut, work, they’ll come find you when it’s your turn. Fast forward to—this would’ve been the millennial generation probably that he was speaking about. The norm they learned was if you want a spot, you get up to the front of the line and raise your hand and tell everyone you want it and you’re ready because everybody else wants it too. And you’re not going to get picked if you don’t get up there in front and fight for it.

So the need is the same. The norm is different, and what we’re reacting to in the workplace are those norm differences that we then judge as entitled or slacker or snowflake or insert whatever generational derogatory term we want. And so that’s why I think, that’s a long answer to say I don’t want to lose the fascinating element of what it means to grow up in a different period of time because we can’t get over our urge to stereotype people and stick them in boxes. These are not, those don’t have to be connected things.

Mills: Let’s talk about some real world situations that some of our listeners might have experienced on their jobs. You published an article in Forbes recently about what older managers need to know about giving feedback to Gen Z employees. How has feedback changed in recent years with the arrival of younger workers?

Gerhardt: Yes, this is such a great topic. So I published that along with a few other things after hearing from a number of my clients who had just finished year-end performance reviews with some of their youngest employees and that feedback was falling flat. There was a situation that was frequent, was young employees feeling like that feedback was either overly critical that that organization didn’t care about them as a person, that they weren’t understood there. And the managers overall were saying, what do they mean? What do they mean we don’t care about their development? We just gave them this very extensive feedback, what’s going on? And so that was a great thing to explore.

And there’s always a context. Let’s understand. Let’s get curious. Curiosity over judgment is a big mantra of Gentelligence . So if you think about the fact you can very easily say, oh, those fragile snowflakes can’t take criticism, that would be the go-to, and I said, let’s walk that back and think about it. Here’s a generation, couple things, very important normwise, we did not emphasize for Gen Z or younger millennials even that they should receive a lot of tough love and criticism and tough feedback. We stayed away from that. The philosophy or the norm, parenting norm of the time recently has been we don’t want to damage the self-esteem of children. We’ve seen that be very detrimental. So we’re going to try to correct some of those mistakes by doing it better. We don’t really let our kids fail at a young age. We try very hard to catch and protect and hover and do those things, for better or for worse—that’s a different podcast, I’m sure—where we get them to adulthood hopefully with our hands underneath them hoping that they can then fly.

So some of these young people were getting critical feedback, constructive critical feedback for maybe the first time and coming out of COVID, probably even more so because we loosened up on things like grading standards or attendance policies or things that were in place to set expectations. Everything sort of fell by the wayside as we navigated our way through that. So if you have that as your background and then you go in and you have your very first performance review and your boss does it the way they’ve always done it: here’s what you’re doing well, here’s what you need to improve on, here are your goals. You’re not sure probably how to take that. That’s maybe your first experience. And then you’ve got this misalignment where your boss says, well, of course we want to develop this person. We just gave them a performance review. And you have a young person who defines development maybe in a very different way than that. So we’re assuming that we all view feedback or development as the same thing, which is usually not the case, generationally speaking.

So one of the things that I suggest is thinking about—you can continue to give feedback any way you want, I always say you don’t have to do anything, but one of the things I suggest is having a meeting before the meeting. So you sit down when someone starts, it’s an onboarding conversation. This is our feedback process. This is why we do it. This is what you can expect. Do you have experience with feedback? What questions do you have for us? And you’re pulling the curtain back. I’ve been actually working on a piece. I’m hot off the press, I’m sneak preview talking. It’s sort of like what I call The Wizard of Oz . If you could pull the curtain back and say, this is why we do feedback this way, this is what it’s going to look like, this is what it’s for. It’s for—5 or 10 minutes of having a conversation about that before anyone gets any feedback can go a long way with a younger generation.

And the reason is this generation grew up getting every explanation and answer they could have possibly wanted in 30 seconds from their phone. So when you and I started our career, we I’m sure would’ve loved to know why we do feedback this way and what can I expect? But we didn’t really feel like we had the ability to ask for it, that information wasn’t something we were allowed to know, that was above our pay grade. And we really had no way to find out. We just thought, well, I guess I’ll wait and when it’s my turn to give feedback, I’ll understand why we do it this way. That’s not the norm this generation has. If they want to know why something is a certain way, they have that answer right next to their fingertips. So going into an organization and having this veiled, behind the curtain process that “we do it this way because we’ve always done it this way” or “because I’m your boss, that’s why we do it,” that’s just not going to work.

But my experience with Gen Z has been if you take 5 minutes and say, let’s talk about why we do it this way, here’s why it’s this way, we’ve really thought about it, this is why we feel it’s valuable, here’s why we really believe it works. Then the majority of the time I’ve had no issue with pushback. “Oh, got it. Thank you for that. That’s very helpful. Let’s go ahead and get it done.”

And I get a lot of managers saying, do we really have to do that? I have to have a meeting about why we do it this way? And I said, you don’t have to do anything. You called me. Keep doing it the way you’re doing it, but how’s that working? And so I think just remembering that you probably would’ve loved 5 minutes of explanation, but we weren’t a generation that really had access to information or explanation unless someone in power wanted to give it to us. That has not been the reality for Gen Z. And so we just need to think about being willing to share the why. And if you feel defensive and you can’t tell them why, then that’s a great sign that maybe we need to revisit that process. And is it actually any good if we’re not able to explain why we’re doing it?

Mills: I actually come from a tradition where the only feedback you got was negative feedback, and if you didn’t get any feedback, you were doing your job well. That didn’t work either.

Gerhardt: Well, and what’s so interesting, right, is sharing that with a younger employee, I guarantee they would be shocked because that’s one of the things we also don’t realize is—younger generations tend to know their own norms. They grow up, right? They go to school. These are the people I’m always around, unless it’s my family. There’s a lot of culture shock with not, or realizing quickly that people don’t all do it the way that makes sense to you and that we haven’t always done it the way you’re doing it. So that often I see time and time again with my own students where they don’t realize that, for example, people haven’t always gone in to push back on their boss, for example, or question a decision made by someone in authority. It’s not that you’re not allowed to do it or that it’s wrong to do it, but how would it change your approach if you knew that your boss never would’ve gone to their boss and questioned their decision? Would you maybe decide to approach it a different way if you realized that your behavior was different than what maybe other people were used to? So you see those differences everywhere. Very interesting ones.

Mills: What about the issue of working for someone who is younger than you are? How are the dynamics different when there’s a younger boss managing an older employee? And do you have any advice for people on either end of the generational spectrum when it comes to that?

Gerhardt: Yes, and I think the latest stat I’ve seen on this, Kim, is 41% of us are working for someone younger than ourselves. So that’s a role reversal. There’s very deep research on the discomfort we have. It just doesn’t quite seem like the way things are supposed to be when someone younger than you is in a higher power position. So it’s a little uncomfortable on both sides. So we have a whole chapter on this in our book because it’s uncomfortable in both directions. And so there’s opportunities and challenges. I think if you’re a younger person leading someone older, one of the best pieces of advice I have is to think about what will that older person on your team likely be concerned about? What’s going to be making them nervous, uncomfortable, resentful, whatever the attitude is. And again, it’s usually fear or threat. I’m threatened that this person younger than me has more power, has bigger title, even if they don’t want it themselves.

There’s a little bit of either resentment or discomfort. And it goes back to the need that we talked about before, the need—everybody wants to feel respected and seen as competent. And so I think it all comes down to mutual respect. And this can happen both ways, older or younger, younger to older, but a younger leader going to an older teammate sitting down and saying, I’m really looking forward to working with you. It has to be authentic, obviously we’ll all see through it if it’s not. But I’m looking forward to working with you, you’ve had so much experience in this area, I’m positive there’s a lot to learn from your experiences, I’m looking forward to partnering with you—can go a long way and someone’s defensiveness going down, oh, that person appreciates me. They understand. I have experience. I don’t constantly have to be proving that I know a lot or that I have a lot of things to offer.

But what that requires from a younger leader is enough confidence to go to that person and put the olive branch out and not feel like they’re saying, I don’t know what I’m doing. Can you help me? Or, hey, who knows how I got this job over you, but here we are. Ha. You have to be confident enough to know I earned this position. I deserve this position. I understand this might be uncomfortable for this person. So I want to go show that I do respect them, I value them. I’m hoping we can partner. It doesn’t make me less respected, it doesn’t make me less valuable or worthy of this job. It should hopefully be mutually beneficial. Where now they’ll see I’m not a threat to them. I’m here to learn from them. I hope they’ll be interested in learning from me. So I think the opportunity there is to really create that psychological safety of I want this person to feel like they’re respected, they’re trusted, that they can add value, and that we see that.

And also the challenge is to not get defensive. I think anytime you’re trying to justify why you’re in charge, you tend to put up a wall yourself. And people then question like, well, we weren’t wondering if she was competent, but now we are, because she seemed really defensive about her role. So I’m a big fan of just being straightforward about the fact that yes, you have different expertise than I do and I have different expertise than you. And I think if we’re open to learning and teaching each other, it should hopefully be mutually beneficial. I think that’s really the case for all generations leading in any direction, but particularly the younger leading the older. I think people universally, they want to feel respected and that’s the key challenge we have to solve in that dynamic.

Mills: Let’s talk for a minute about intergenerational communication at work. So The W ashington Post recently published an interactive quiz called “How to Tell Your Real Work Age.” And it was all about how different generations have different communication habits at work. These are things like—when is it appropriate to send an email versus a Slack message versus a text? Or even how formal your text message should be? How can workers navigate those waters and make sure that they’re avoiding misunderstandings with older or younger colleagues?

Gerhardt: Yes. I weighed in on that quiz, Kim. I was in an airport lounge and I remember a lot of the conversation. The reporter was wonderful, and a lot of the conversation I kept saying, but I don’t think you should stereotype, all Gen Zs don’t communicate the same way. I did a lot of that to the point where she’s like, noted, yes, we’re not saying all. I was really like, it’s very nuanced, so we need to make sure, but the tendency, right, we really do want a quiz. We want to know what’s my communication style. Is it a millennial style or a Gen X style that—we have that temptation. That’s where that human urge to put people in those boxes is very, very strong. So I had mixed feelings about the quiz to be honest, but they did a pretty good job with it. I think it comes back to this idea that it’s not right or wrong, it’s just different.

So when we talk about intergenerational communication, for example, a story we found when we were doing our book, we were doing a lot of interviewing, was this great program out at Stanford where they do amazing things with longevity. And the Fung Fellowship program is the name of the program out there that partners younger students, so undergraduate students interested in tech with people who are retired, so older adults, and they partner for a mutually beneficial collaboration around things like—the project they told us about was wearable technology. I’m sure they do different kinds of projects, but the idea was that the younger people would develop these ideas and the older people would test them out and give them feedback. But the other benefit was the older adults helping to mentor and teach the younger people about being professional and working on a team and things like that.

So there were multiple benefits of this collaboration, but they told us the story about a roadblock they ran into with communication where the younger students were doing a lot of texting of their teammates and the texting was informal. It was happening after regular business hours, whatever those are these days. But this was before COVID and sometimes they wouldn’t get a response from their teammates from the text. And that was tricky because the question was like, well, why aren’t they responding to me? Do they not respect me? Are they not interested in this project? And on the side of the older adults, there was this sort of awkwardness around texting being too informal for the relationship that they had. And so they weren’t necessarily feeling like texting was the way that communication should be done. Maybe it’s an email or a phone call or a face-to-face meeting.

So when texts were coming in about work-related things after hours, that was judged as maybe not being appropriate because I text with my friends, I text with my family, I don’t want to text with this person I don’t know that well from work. And this seems very informal and also different norms around whether you respond to a text or do you just read it and it’s a passive piece of information. Okay, I heard that, but we’ll talk about it tomorrow. So it’s just creating some issues on both sides that they had to sit down and talk about. So I like that example because the question isn’t well, should they text or shouldn’t they text? The issue is how do we have a smarter conversation about it? So I love this. I like to come up with questions, power questions to give people to have smarter intergenerational conversations is always my goal.

So instead of judging, oh, they shouldn’t text, that’s not appropriate, or what’s wrong with them? Okay, boomer, why aren’t you texting me back? That’s not productive. Let’s step back and say, can you help me understand when you text me in the evening, is the goal of that just to send me information? Are you looking for a response? And then you listen, you try to listen without judgment, get curious. This is odd to me. I don’t get it. It’s bothering me. Whatever it is, I want to gather information. Am I understanding like, oh, I don’t want to interrupt you by calling you. So I sent a text because to younger generations, a text is less intrusive. You can read it when you have time, you could have your phone off. But that might not be the way I see it if I’m an older person.

And so hearing that and thinking, oh, they’re trying not to bother me, but they had this information to give me, so they thought this was kind of a low key way to send it is different than why are they interrupting me when I’m spending time with my family? And what happens then is I can then say, oh, interesting. Well let me give you my perspective on that because I’m more used to this and the reason I prefer that is for this reason. So we’re both learning. And then the part we sometimes forget is to say, now let’s talk about our mutual norm. Let’s decide on a norm that’s going to work for this project, this goal, this mission. What can we agree is going to be our shared communication for what we’re trying to accomplish? And it’s sort of like the feedback meeting. It’s like 5 minutes discussing what’s our preferred communication channel going to be?

My students, bless them, every year come to me, Kim, with something like, we did Slack, we did GroupMe, we did this thing. And I’m always like, sure, show me how to use that. And then eventually we have to admit that everybody’s not using it. So what’s the point and what are we going to do? So it’s about shared negotiation of norms rather than are we going to do it the way we’ve always done it or do we all really have to do it this new way? It’s what is best for the project or best for the goal probably. Again, a little bit of both.

Mills: A couple of times in our conversation today, you’ve mentioned COVID, and I have to ask, do you think that remote work as a result of COVID has changed the way that generations interact at work?

Gerhardt: Yes, and I think there’s so much there. I think starting with the fact that one of my favorite gen intelligence examples is we as a society, were very sure when lockdown hit that Gen Zs were going to do great and the rest of us were going to struggle because of we thought it was tech, right? Well, they’re going to figure it. They’re fine being online. The rest of us are in trouble. And we were 180 degrees off on that. So all the data that came out the months after lockdown started, Gen Z was reporting the lowest levels of satisfaction, the highest levels of struggle with working from home, followed by millennials, then Gen X, then baby boomers, and it was a great plot twist moment. It’s like what? That’s not what we thought was going to happen, which is why I love Gentelligence , because if you took a few minutes, once we all did the learning curve on Zoom and all the other things, we had to sort out the things that matter most and are most important during the early stages of your career.

So you can’t separate generation and career stage. Those are intermingled are things that are very hard to accomplish remotely. So we focused a lot on is working remotely hurting productivity? Well, no, most of us depending on the job can be productive at home. But if I’m 25 or 24 and I’ve just been on the job a short amount of time, what are my concerns? What are my needs? Well, I want to prove myself to my boss. I want to make a good impression. I have a lot of things I’m learning that are brand new. I’m trying to establish my professional network. I want to meet my coworkers. I want to go have coffee or go have a drink after work. All the things that you do when you start a new job, you couldn’t do any of that. All of the things that are about establishing yourself as a professional person were gone.

The idea of putting on actual clothes and getting on a train or driving into the city or all the whatever you had in your head is I’m going to start my life and my career. You’re in your parents’ basement in your sweatpants, and suddenly you’re also a professional. So I’m seeing a lot of fallout from that a couple years out. And when we say, well, Gen Z doesn’t want to work or Gen Z is quiet quitting or Gen Z is leaving after 6 months, well of course they are. I have former students I stay in contact with who say, I love the flexibility of working remote or hybrid, but I’ve actually never met my boss in person. Or I go into the office and there’s three people in there and none of them are on my team. And it’s weird. So I think we shouldn’t be surprised that we’re having challenges with things like organizational commitment, satisfaction, more trouble with things like loyalty than we even had in our last generation because we’re not doing any of the things that build connection or belonging in organizations very well.

And yet in this new hybrid world—so I think generationally, I get the question a lot like, do Gen Zs want to come into the office? And it’s like, well, again, we’re talking about millions of people. My belief anecdotally, and also I’ve seen some trends on this, is everybody wants flexibility. It goes back to that intrinsic need of autonomy, but flexibility means something different depending on your life stage. And I love working from home because I can let my dogs out and I can check on my parents and I can go pick up my kid and I already know how to do my job and I have a network and I just get a lot more done here until I need to go into my office for certain things, which I know what those things are. I’m not worried about impressing anybody, at least for the time being.

So my needs are different than a 23-year-old who’s starting to establish herself. And so what I need in terms of flexibility is different. And I think the last thing I’ll say about it is also if I started my career going into the office 5 days a week, 10 hours a day, then when my employer says, we’re going to embrace flexible work, Megan, you only have to come in 3 days a week, I’m going to think that sounds amazing. I only have to come in 3 days a week. That is so flexible. If I started my career during COVID and never had to come in at all and now suddenly I’m supposed to come in 3 days a week, so now there’s a commute and I got to live closer to my office and I’ve got to find somebody to watch my dog. Now suddenly that doesn’t seem flexible at all. There’s a contrast effect I think that we’re forgetting as well.

Mills: So my last question, I’m going to ask you to do a little prognostication. How do you think Gen Z is going to change the office culture going forward?

Gerhardt: I love Gen Z. I should say that I love all generations, but I’m fascinated. I think we keep talking about them like they’re coming. And I had someone at one of my last keynotes say, could you tell people we’re already here? Which I thought was great because the oldest Gen Zs, I think are going to be 27 this year. So we have almost 10 years of Gen Zs in the workplace. I think Gen Zs are people who as a whole, their norm has been that they have gotten to do a lot of choose your own adventure. And what I mean by that is they’ve gotten to grow up curating their media, their news, their playlists, that they’ve been able to customize and individualize things in a way that’s really fantastic. I’m seeing them do that with higher ed. So we’re watching really carefully that—it might not be a 4-year degree because not everybody wants or needs a 4-year degree.

We told people in my generation and the millennial generation that you absolutely at minimum had to get a 4-year degree. And now we’ve got a lot of people with a lot of loan debt and not a good job. And so Gen Zs are looking and saying, well, I don’t know that that’s necessarily true. Now there’s certification programs, now there’s upskilling, there’s trade schools, there’s all of these paths. And my son being 18, we’re seeing skilled trades, for example, have a very high mean age because we didn’t encourage the last two generations to go into the skilled trades. So there’s a huge pipeline gap. We have a huge need. My husband’s a contractor and a carpenter, and he’s often the youngest person on a job site. So there’s so many opportunities there that we’re now seeing younger people go to trade school again, apprentice again, taking on less debt, but going directly to get practical experience in places where there’s a lot of demand.

So the thing I love about Gen Z, it’s frightening for higher ed, which is important because I work there, but I also love that they don’t necessarily have the exact same pressure to do it the way everybody else was told they had to do it. And I think COVID has really, for better for worse, created a blank slate. The idea of taking a gap year, which is very European, but very brilliant, do we really think 18-year-olds or 17-year-olds know what they want to do for the rest of their life? And we should force them to pick right now? Probably not. Like a year or two to figure out who you are and what you want before you start paying college tuition is not a ridiculous idea. So I think they’re going to do it on their own terms. I’m seeing really great parallels between Gen X and Gen Z.

So the pushback against hustle culture, the pushback against workaholic tendencies and trying to really take what we learned out of COVID, all of us, that maybe we need more balance, maybe career shouldn’t be everything, that there’s a cost to that. I think that’s what they’re going to do.

A couple other short things. I’m loving their ability to speak up for things like wellness and mental health support at work. The first generation that’s really broken down the stigma of mental health discussions at work. I think they’re going to cause us all, or they are right now to figure out how do we respond to that. I get a lot of those questions: I don’t know what to say when my Gen Z employee tells me that they’re having mental health struggles. It’s like, well, that’s probably something we need to figure out because they’re going to keep talking about it and good for them. And if you’re from a generation that was told you can’t talk about it at work, there’s a learning curve there, we’ve got to figure out what to do. So I think they’re going to continue to ask for things that we all would’ve loved but didn’t think we were allowed to want. And that is going to cause challenges and ripples, but I think it’s really important progress.

Mills: Dr. Gerhardt, I want to thank you for talking to me today. This has been really fascinating. I think I learned a lot.

Gerhardt: Well, thank you for the invitation, Kim. I enjoyed the conversation.

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• Essay on Generation Gap

What is the Generation Gap?

Generation Gap is a term given to the gap or age difference between two sets of people; the young people and their elders, especially between children and their parents. Everything is influenced by the change of time- the age, the culture, mannerism, and morality. This change affects everyone. The generation gap is an endless social phenomenon. Every generation lives at a certain time under certain circumstances and conditions. So, all generations have their own set of values and views. Every generation wants to uphold the principles they believe in. This is a problem that has continued for ages.

People born in different periods under different conditions have their views based on the circumstances they have been through. The patterns of life have been changing continuously according to time. Everyone wants to live and behave in his way and no one wants to compromise with his or her values and views. There has always been a difference in attitude or lack of understanding between the younger and older generations. This attitude has augmented the generation gap and it is becoming wider day by day. This gap now has started impacting our lives in the wrong way. 

It is always good to have a wide range of ideas, views, and opinions. It indicates how we are developing and advancing but sometimes this becomes worrisome when the views and ideas are not accepted by both generations. Parents create a certain image in their minds for their children. They want to bring up their children with values that they have been brought up with and expect their children to follow the same. Parents want children to act following their values, as they believe, it is for their benefit and would do well for them. 

Children on the other hand have a broader outlook and refuse to accept the traditional ways. They want to do things their way and don’t like going by any rulebook. Mostly, young people experience conflict during their adolescence. They are desperately searching for self-identity. Parents at times fail to understand the demands of this fast-paced world. Ultimately, despite love and affection for each other both are drained out of energy and not able to comprehend the other. Consequently, there is a lack of communication and giving up on relationships.

Different Ways to Reduce the Generation Gap

Nothing in the world can be as beautiful as a parent-child relationship. It should be nurtured very delicately and so it is important to bridge the gap between the two generations. It is time to realize that neither is completely right nor wrong. Both generations have to develop more understanding and acceptance for each other. Having a dialogue with each other calmly, with the idea of sorting out conflict amicably in ideas, changing their mindset for each other, and coming to a middle ground can be the most helpful instrument in bridging the gap between the two generations. 

Spending more time with each other like family outings, vacations, picnics, shopping, watching movies together could be some effective ways to build up a strong bond with each other. Both the generations need to study the ways of the society during their growing period and have mutual respect for it. To reduce the friction between the two generations, both parents and children have to give space to each other and define certain boundaries that the latter should respect. 

The generation gap occurs because society is constantly changing. It is the responsibility of both generations to fill this gap with love, affection, and trust. Both generations should have mutual respect for the views and opinions that they uphold and advance cautiously with the development of society.

Conclusion 

The generation gap is a very critical concept that occurs because of the different natures of every person. No one can end this generation gap but obviously, you can opt for some way in which it can be reduced. 

There should be efforts made by both sides to get a better relationship between two people. The generation gap may cause conflict between families but if you try to understand the thinking of another person and choose a path in between then you can get a happy living family.

No one wants to live in a tense environment and you always need your elders with yourself no matter what, they are the ones who care for you, they may have different ways of expressing their love and care for you and you might feel awkward but you need to understand them and their ways. Having your elders with you in your family is a blessing, you can talk with them and let them know your views and understand your ways to approach a particular situation.

FAQs on Essay on Generation Gap

1. What do you Understand by Generation Gap?

The gap between the old people and the young is called the generation gap. The generation gap is not only the age difference between young people, their parents, and grandparents, but it is also caused by differences in opinion between two generations; it can be differences in beliefs, differences in views like politics, or differences in values. Therefore a generational gap is a conflict in thoughts, actions, and tastes of the young generation to that of older ones. We can have a good relationship even with a generational gap. All we need to do is understand others' way of thinking.

2. Why Does the Generation Gap Occur?

The generation gap occurs due to differences in views and opinions between the younger and older generation. Both generations want to uphold the principles they believe in. The reason for the generation gap is not only age but it can be because of reasons like:

Difference in beliefs

Difference in interests

Difference in opinion

In today's time, the generational gap has caused conflict between many families. The generational gap occurs because of the following reasons:

Increased life expectancy

The rapid change in society

Mobility of society

The generation gap can be reduced if we work on it with patience and understanding. So whatever may be the reason for the occurrence of the generation gap it can be overcome and a happy relationship can be built between two different people. 

3. How Should the Gap in the two Generations be Bridged?

The gap between the two generations should be bridged by mutual respect, understanding, love, and affection for each other. They both should come to a middle ground and sort things out amicably. Here are a few tips to help children to improve the differences because of the generational gap between their parents and them:

Try to talk more often even if you do not have the time, make time for it.

Spend more time with your parents regularly to develop and maintain your relationship. 

Make them feel special with genuine gestures. 

Share your worries and problems with them.

Respect is the most important thing which you should give them.

Be responsible 

Have patience and understand their perspective in every situation.

4. How Does the Generation Gap Impact Relationships?

Generation gaps disrupt the family completely. Due to a lack of understanding and acceptance, the relationship between the older and the younger generations become strained. Most families can not enjoy their family lives because of disturbed routines either they are too busy with work or other commitments, they are unable to spend time with each other. This increases the generational gap between children and parents. The child is unable to communicate his or her thoughts because of lack of communication and parents are unable to understand what the child is thinking; this causes more differences between them.

The generation gap can cause conflict between a relation of child,  parent, and grandparent. Because of the generational gap, there is a huge difference in the living pattern and pattern in which a person responds to a difficult situation. Elder people often take every situation on themselves and try to seek out the things for others but in today’s generation they believe in working only for themself they do not get bothered by others and they don’t try to seek things for others. But if we work to understand the differences and get a path out in between then the conflicts can be reduced and so the generational gap will not be that bothersome.

5. Where can I find the best essay on Generation Gap?

The generation gap can have a different point of view. Each person has a different way of thinking. Vedantu provides you with the best study material to understand the topic well and write about it. Vedantu is a leading online learning portal that has excellent teachers with years of experience to help students score good marks in exams. The team of Vedantu provides you with study material by subject specialists that have deep knowledge of the topic and excel in providing the best knowledge to their students to get the best results. Visit Vedantu now! 

Essay on Generation Gap 500+ Words

The concept of a “generation gap” is like a bridge that connects people of different ages but often feels incomplete. It refers to the differences in opinions, values, and perspectives between different generations, such as grandparents, parents, and children. In this essay, we will explore the generation gap and why it’s essential to bridge it.

The Evolution of Society

Society evolves over time, and with it, people’s beliefs and values change. This evolution leads to differences in how different generations view the world. For example, our grandparents might have grown up in a world with different technologies, social norms, and political climates, shaping their perspectives in ways that differ from ours.

Communication Challenges

One major aspect of the generation gap is communication. Older generations often find it challenging to understand the language, slang, or technology used by younger generations. This communication barrier can lead to misunderstandings and even conflicts within families and society.

Shaping Values and Beliefs

Our values and beliefs are deeply influenced by the time in which we grow up. For instance, our parents may have experienced different historical events and societal changes that molded their outlook on life. These differences in values and beliefs can lead to disagreements and debates within families and communities.

Technology Divide

Technology plays a significant role in widening the generation gap. Younger generations are often more tech-savvy, while older generations may struggle to adapt to rapidly changing digital landscapes. This technological divide can lead to a sense of alienation and frustration.

The Importance of Perspective

Despite the challenges posed by the generation gap, it’s essential to recognize that different perspectives can be valuable. Each generation brings its own wisdom and experiences to the table. By bridging the gap, we can learn from one another and create a more balanced and inclusive society.

Bridging the Gap

To bridge the generation gap, open and respectful communication is key. Instead of dismissing each other’s views, we should actively listen and seek to understand where others are coming from. This approach can foster empathy and create a sense of unity among generations.

Conclusion of Essay on Generation Gap

In conclusion, the generation gap is a natural consequence of the evolving world we live in. While it may lead to differences in values, beliefs, and communication, it’s essential to view these distinctions as opportunities for growth and learning. By actively working to bridge the generation gap through respectful dialogue and understanding, we can create a society that values the wisdom of all generations and embraces the diversity of perspectives. Ultimately, the generation gap can become a bridge of unity, connecting us all in a tapestry of shared experiences and knowledge.

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• Essay On Generation Gap

Generation Gap Essay

500+ words generation gap essay.

The generation gap means the difference between two generations. It often causes conflict between parents and kids. The term can also be explained as the difference of opinions and ideologies between two generations. The views can also be different in religious belief, attitude towards life and political views.

People from different generations differ from each other in various aspects of life. For example, people born before Independence are different from today’s generation. The thinking of both generations is poles apart in terms of the economic, cultural and social environment. Our world keeps changing, and the vast difference between the two generations is inevitable.

Our society keeps on changing at a constant pace, and because of it, people’s opinions, beliefs, ideologies, and behaviour also change with time. These changes bring positive changes to our society by breaking the stereotypes. However, it becomes a cause of conflict between two generations most of the time.

Generation Gap – Impact on Relationships

We should always welcome fresh and new ideas. Accepting new changes indicates that we are advancing and developing significantly. But, there will be a clash between the opinions and views of both generations. The result of this clash leads to distanced relations. If this clash gets too much, it will be a matter of worry.

We can see the generation gap, usually between parents and kids. Parents typically want to follow the traditions and norms and expect the same thing from their kids. But in the modern age, kids with broad thinking refuse to accept such traditions and customs. They want to live their life according to their ways. They fail to understand each other, which sometimes turns into clashes. It is considered one of the primary reasons for conflict between parents and kids.

Both parents and their kids fail to reach a solution that distances them from each other and creates misunderstandings. Parents should not impose their expectations on them to avoid such conflicts. Similarly, the kids should also try to understand their parents’ situation and where it is coming from.

Reasons for Generation Gap:

A generation gap does not mean an age difference. It means the overall difference in their views and opinions, way of talking, style of living, etc. Even there is a vast difference of belief towards cultures and traditions of old and new generations. The primary reasons behind this generation gap are the communication gap, advanced technology, the old mentality, and today’s nuclear family concept. Nowadays, children and grandparents hardly communicate, which leads to a generation gap.

How to Bridge the Generation Gap?

1. Communicate

To reduce the generation gap, communication should be the initial step. Lack of communication between parents and kids leads to this gap. You should talk to your parents about your daily routine, feelings, etc. By doing so, you can bridge the gap between you and your parents, which will help you to become more attached. The feeling of affection will grow stronger.

2. Spend time with your parents

Kids should spend quality time with their parents to understand each other better. They can spend quality time watching a match together or going for an evening walk. This will surely help you get closer to your parents and bridge the generation gap. You can even make your parents learn new games and play with them someday.

3. Share your problems

You should share your problems with your parents to help you with solutions. Initially, they might scold you, but at last, they will support you and suggest some solutions.

4. Show genuine gestures

Effective gestures often prove to be successful and can convey more than words. It can be a gift to your parents on their birthdays, anniversaries, Mother’s or Father’s Day, etc.

5. Act Responsibly

Parents feel delighted when they see their kids behaving like grown-ups. As we grow up, our responsibilities also get bigger. It’s better for us if we understand it as fast as possible.

To sum it up, we can say that the generation gap happens due to constant changes in the world.

While we may not stop the evolution of the world, we can strengthen the bond and bridge the gap it creates. Each person must respect everyone for their individuality, rather than fitting them into a box they believe to be correct.

From our BYJU’S website, students can also access CBSE Essays related to different topics. It will help students to get good marks in their exams.

Frequently Asked Questions on Generation gap Essay

How can the generation gap issue be overcome.

It can be overcome by taking proactive steps like actively involving all family members in discussions. Also, we must not ignore or disrespect elderly people and try to explain your point of view if any difference in opinion occurs.

How should parents/ grandparents treat their children in order to avoid generation gaps?

Be friendly with children and advise them in a subtle and patient way. Also, inform them about the major decisions which are to be taken in the family and make them feel included.

What are the main reasons for generation gaps?

The ever-changing technology and the invention of several new things on a daily basis are one of the main reasons for the generation gap.

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Home — Essay Samples — Sociology — Sociology of Generations — Generation Gap

Essays on Generation Gap

Generation gap essay, types of gap generation essay:.

• Societal Impact Essay: This type of essay examines how the generation gap impacts society as a whole. It explores the differences in beliefs, attitudes, and values between generations and how they contribute to social change.
• Family and Parenting Essay: This essay explores the differences in parenting styles and attitudes between generations. It discusses the challenges faced by parents in bridging the generation gap and the impact it has on family dynamics.
• Cultural and Technological Essay: This type of essay examines how technological advancements and cultural changes contribute to the generation gap. It explores the differences in values and attitudes towards technology and cultural practices.

Societal Impact Essay

• Conduct research: To write a generation gap societal impact essay, research is essential. Gather information on how the generation gap affects society, culture, politics, and economics. Utilize credible sources such as academic journals, books, and articles from reputable publications.
• Select a topic: Choose a topic that reflects the societal impact of the generation gap. For example, you could write about how the generation gap affects family relationships, the workplace, politics, or cultural norms.
• Develop an outline: Plan out your essay by creating an outline that includes your main points, supporting evidence, and a conclusion. Ensure that your thesis statement is clear and concise and directly relates to the societal impact of the generation gap.
• Use relevant examples: Use real-life examples to illustrate the societal impact of the generation gap. This could be a current event, a personal experience, or a case study.
• Be objective: Avoid being biased or making sweeping generalizations about a particular generation. Instead, focus on presenting an objective analysis of the societal impact of the generation gap.

Family and Parenting Essay

• Start by identifying specific examples of generation gaps in your family or other families. Think about how different values, attitudes, and beliefs have caused conflicts or misunderstandings.
• Provide background information on how the generation gap has evolved over time and how it is influenced by cultural and social changes.
• Analyze how the generation gap affects the parent-child relationship, communication, and decision-making. You can explore the challenges that parents face in trying to understand and connect with their children, or the struggles that children face in trying to assert their independence and establish their own identities.
• Use personal anecdotes, interviews, and research studies to support your arguments. This will help you provide a more nuanced and realistic picture of the challenges and opportunities that come with the generation gap.
• Finally, offer suggestions or recommendations on how families can bridge the generation gap and build stronger relationships. This can include strategies for better communication, more understanding and empathy, and mutual respect for different perspectives and values.

Cultural and Technological Essay

• Choose a specific cultural or technological aspect: The generation gap can be analyzed in various cultural and technological aspects such as music, fashion, communication, social media, etc. Choose a specific aspect that interests you and that you think you can write about in depth.
• Research and gather information: Research the cultural or technological aspect you want to analyze, and gather information from different sources such as books, articles, and academic journals. Make sure to use reliable and reputable sources.
• Compare and contrast the differences: Analyze the differences in attitudes, beliefs, and values between the generations in relation to the cultural or technological aspect you are examining. Compare and contrast these differences to provide a clear picture of the generation gap.
• Provide examples: To make your essay more engaging, provide specific examples that illustrate the generation gap in the cultural or technological aspect you are examining.
• Be objective: When writing your essay, avoid being biased or judgmental. Instead, present the facts objectively and let the reader draw their conclusions.

Tips for Choosing a Topic:

• Brainstorm: Start by brainstorming ideas related to the generation gap that interest you. Think about the different aspects of society that are impacted by the generation gap, such as politics, education, or media.
• Research: Conduct research on the chosen topic to gather relevant information and statistics. This will help you to develop a deeper understanding of the subject matter and provide a factual basis for your arguments.
• Identify Controversies: Look for controversies and debates related to the generation gap that could make for interesting essay topics. For example, you could explore the debate around the impact of technology on the generation gap.
• Personal Experience: Draw from personal experiences with the generation gap to develop a unique perspective on the topic. Reflect on your own experiences and those of others to gain insights into the challenges and opportunities presented by the generation gap.

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Essay on Generation Gap for Students and Children

500+ words essay on generation gap.

We all know that humans have been inhabiting this earth for a long time. Over time, times have changed and humans have evolved. The world became developed and so did mankind. Each generation has seen new changes and things that the older generations have not.

This is exactly what creates a generation gap. It is how one generation differs from the other. It is quite natural for a generation gap to exist. Why? Because it shows that mankind is evolving and changing for the better. However, sometimes this gap impacts our lives wrongly.

Generation Gap – Impact on Relations

It is always nice to have fresh ideas and points of view. It is a clear indication of how we are advancing and developing at a great level. However, when this clash of ideas and viewpoints becomes gets too much, it becomes a matter of worry.

The most common result of this clash is distanced relations. Generally, a generation gap is mostly seen between parents and kids. It shows that parents fail to understand their kids and vice versa. The parents usually follow the traditions and norms.

Likewise, they expect their children to conform to the societal norms as they have. But the kids are of the modern age with a broad outlook. They refuse to accept these traditional ways.

This is one of the main reasons why the conflict begins. They do not reach a solution and thus distance themselves because of misunderstandings. This is a mistake at both ends. The parents must try not to impose the same expectations which their parents had from them. Similarly, the kids must not outright wrong their parents but try to understand where this is coming from.

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How to Bridge the Gap?

As we all know there is no stronger bond than that of a kid and his parents. Thus, we must understand its importance and handle it with care. Nowadays, it is very disheartening to see that these precious relationships are getting strained due to a generation gap.

In other words, just because there is a difference of opinion does not mean that people give up on relationships. It is high time both parties understand that no one is completely right or wrong. They can both reach a middle ground and sort it out. Acceptance and understanding are the keys here.

Moreover, there must be a friendly relationship between parents and kids. The kids must be given the space to express themselves freely without the fear of traditional thinking. Likewise, the children must trust their parents enough to indulge them in their lives.

Most importantly, there is a need to set boundaries between the two parties. Instead of debating, it is better to understand the point of view. This will result in great communication and both will be happy irrespective of the generation gap.

In short, a generation gap happens due to the constant changes in the world. While we may not stop the evolvement of the world, we can strengthen the bond and bridge the gap it creates. Each person must respect everyone for their individuality rather than fitting them into a box they believe to be right.

FAQs on Generation Gap

Q.1 How does the generation gap impact relationships?

A.1 The generation gap impacts relationships severely. It creates a difference between them and also a lack of understanding. All this results in strained relationships.

Q.2 How can we bridge the generation gap?

A.2 We can bridge the generation gap by creating a safe environment for people to express themselves. We must understand and accept each other for what they are rather than fitting them in a box.

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Parent, Adolescent, and Managing the Generation Gap

How to work toward mutual understanding with your teenager..

Posted July 9, 2018 | Reviewed by Ekua Hagan

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A college student in Thailand sent me some good questions about how to manage the generation gap between parents and teenagers.

What follows are the questions asked and my responses, not based on psychological research, but only expressive of my personal opinions as a practitioner.

Some people say the generation gap is a myth. What is your opinion on that?

The “generation gap” between parents and adolescents is real to the degree that each grows up in a different historical time and culture—imprinted by the tastes and values and icons and events that define that formative period in their lives when the impressionable adolescent begins the process of growing up.

What is the cause of it? Do we blame the parents, the children, or something else?

The generation gap is not to be “blamed” on anyone. It is a function of normal social change. Change is that process that constantly upsets and resets the terms of everyone’s existence all their lives.

Cultural differences between generations are emphasized when parents identify with the old, similar, familiar, traditional, and known, while their adolescent (at a later time) becomes fascinated and influenced by the new, different, unfamiliar, experimental, and unknown.

In most cases, the parents are culturally anchored in an earlier time and the adolescent in a later time. To some degree, social change culturally differentiates the generations. That is just how life is.

Obviously, in socially simpler, stable, low-change cultures where the young identify with parental roles they expect to imitate and occupy when grown-up, there is very little generation gap. Compare this to growing up in a very complex, rapidly changing culture where the old world of the parent stands in marked contrast to that of their adolescent.

For example: The parents grew up before the Internet revolution in one world of experience only—offline. However, their adolescent is growing up in two worlds—offline and online. Thus a profound generation gap can be created, even though parents have acquired online skills in their adulthood.

How does the generation gap affect the relationship between parents and children?

To the degree that parents can bridge the generational difference by showing an interest in the new, this can reduce the gap's potentially estranging influence.

For example, they can encourage a very powerful and esteem-endowing power reversal in their relationship if they treat the adolescent as an “expert” and themselves as "unknowing," with their adolescent as teacher and themselves as students.

For example, the parent might ask: “Can you help me learn to appreciate the music you love—it is so different from what I grew up with and became used to listening to?”

Or, the parent might ask: “Can you show me a little how to play the video game you and your friends so enjoy, because I would like to learn?”

Parents who can’t bridge cultural, generational differences with interest, but ignore or criticize them instead, are at risk of allowing these differences to estrange the relationship.

What should a teenager do when they feel that parents don't understand them?

Once children start separating from childhood , around ages 9 to 13, and start redefining themselves on the way to young adulthood, two avenues for growth are pursued. One is detaching from childhood and family for more freedom of action and independence; the other is differentiating from childhood and parents for more freedom of personal expression and individuality.

In one sense, having parents “not understand” the young person as well as they did in his or her childhood confirms that this adolescent transformation is underway. This is both affirming and lonely , so the adolescent is often ambivalent—wanting and not wanting to be understood by parents.

When young people feel that their parents don’t understand and would like them to, they can take the initiative. Being brave, they can say to parents: “There is something about my growing up that I believe you do not understand, and I would like you to appreciate. Could you listen while I try to explain, and then we can talk because this is important to me.”

When there's conflict, how can we make a compromise acceptable to both sides?

Where intergenerational conflicts arise over what is enjoyable to youth and offensive to adults, like cutting -edge media entertainment, treat conflict not as a power struggle over who will prevail, but as an opportunity to use discussion over a difference to increase communication and understanding in the relationship.

For adults, no authority is sacrificed by listening. Instead, valuable understanding can be gained when parents treat the adolescent not as a stubborn opponent to defeat, but as a valued informant who can help them know their teenager and her or his world more fully. Sometimes giving a hearing and fully listening is enough to ease parental concerns, and sometimes being given a hearing is enough for the adolescent to honor the parents' wishes.

Parents can explain: “We will be firm where we have to be, flexible and willing to compromise where we can, and in either case always want to give a complete hearing to whatever you have to say.”

Is there a way to minimize the effect of the generation gap?

I believe the best way to minimize the potentially estranging effects of the generation gap is for parents to treat their adolescent as a guide who can help them understand a time of growing up that can be quite culturally different from their own youth. When rearing adolescents, parental interest and willingness to listen count for a lot, while those parents who are more fully informed are often less fearful than parents who forbid discussion of what they don’t understand.

In addition, it can help parents and teenagers stay close when they share companionship doing what they still enjoy in common—whether participating in some traditional interests that still hold, eating out together, helping each other, going to movies, or just joking around about what both find funny.

This is the challenge of relating across the generation gap for them both: remaining communicatively connected as adolescence drives them apart—as it is meant to do.

Carl Pickhardt Ph.D. is a psychologist in private counseling and public lecturing practice in Austin, Texas. His latest book is Holding On While Letting Go: Parenting Your Child Through the Four Freedoms of Adolescence.

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Teens and elders bridge generation gap and digital divide

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• Copy URL https://www.pbs.org/newshour/show/teens-elders-bridge-generation-gap-digital-divide

There are fewer and fewer opportunities for senior citizens and millennials to encounter one another in daily life. The NewsHour’s Mary Jo Brooks reports from Denver on two organizations that pair adolescents to help elders with household tasks and digital literacy, who in turn offer wisdom and experience.

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Notice: Transcripts are machine and human generated and lightly edited for accuracy. They may contain errors.

JUDY WOODRUFF:

Finally tonight, building bridges across the generation gap and the technology divide.

The "NewsHour"'s Mary Jo Brooks has our report.

COURTNEY KERSHAW:

You got it?

DOROTHY STONE:

You work out for the day?

MARY JO BROOKS:

Twice a week, 24-year-old Courtney Kershaw and 89-year-old Dorothy Stone head out on errands. On the day we visited, there was a trip to the nail salon and the grocery store.

Kershaw works for Denver-based concierge business called Capable Living, which provide services for senior citizens who live in their own home. Fees start at $1,000 a month. What's unique is that the employees are all young people, so-called millennials who were born at the end of the last century.

The goal of the company is not only to provide services, but to build bridges between a generation obsessed with smartphones and selfies with one that was raised in an entirely different era.

Some of my favorite things were you telling me about when you were my age and how you would fill up the car for 10 cents and go driving around all day.

When I was her age, the war was going on, so it was sort of a different situation, too, as far as young girls were concerned.

Amanda Cavaleri founded Capable Living five years ago, when she was just 20 years old. She now travels around the country speaking to young entrepreneurs and college students about the benefits and business opportunities for millennials who work with seniors.

AMANDA CAVALERI, Capable Living:

Most of my good friends never thought of this as a career, like myself. And most of them are on completely different paths. But there is a huge opportunity for millennials to get into this space. And on the business side, the financial side, there is a large opportunity.

Do you mind if we brainstorm a little bit?

Cavaleri points to demographic data that shows, in 10 years, millennials will make up 75 percent of the work force, while baby boomers will be retiring from their careers.

She thinks it's just good business sense for young people to start developing services for this older generation and it makes good life sense for the two groups to interact.

AMANDA CAVALERI:

Elders are able to pass down their experiences and their stories. And they're relevant again. And it's being relevant that gives them meaning and purpose. And I do believe that those younger/older connections are very, very important to us to grow as a society.

This happens to be me when I was, I don't know, probably six months old or something like that.

You're really adorable.

One of Cavaleri's newest projects is to start a nonprofit Cyber Seniors program in Denver. She plans to model it after one in nearby Boulder, where high school volunteers work with seniors on computer and Internet issues.

BRUCE MACKENZIE:

What do I do after?

Bruce MacKenzie lives in the retirement community.

I'm taking a class at the university called Hip-Hop 101. And I didn't know how to listen to the rap songs that are on hip-hop. And Ryan (ph) showed me how to go to YouTube, which I never knew anything about. So I go to YouTube now and I can listen to all these rap songs for my class.

MacKenzie and other residents work with students from the nearby New Vista High School once a week.

Kevin Bunnell loves it.

KEVIN BUNNELL:

These young women and men are just delightful. They're bright. It makes me feel 10 years younger every time they come.

And the students are equally enthusiastic.

TAYA BRUELL:

I'm just a high school student and here I'm getting to connect with these people who don't really know anything about technology. And I have the power to connect them, and it's a really special feeling.

I'm learning a lot from them and they're learning from me. I have actually found through this that I think I like older people more than I like younger people.

Jack Williamson runs this chapter of Cyber Seniors.

JACK WILLIAMSON, Cyber Seniors:

It helps bridge the gap between the generation gap and the information gap and it builds relationships with young people and seniors, which is sort of rare in our culture today.

Elders and children have a very natural bond that we have lost through the Industrial Revolution and then even more with the information age. But I believe that, you know, the technology that once displaced elders can now connect us again.

Cavaleri's latest project is to develop a smartphone app so millennials can interview, record and preserve the stories of senior citizens. She hopes to begin a pilot program in two schools later this winter.

I'm Mary Jo Brooks in Denver for the "NewsHour."

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Bridging the generation gap through intergenerational dialogue and learning

Intergenerational dialogue and learning is an approach to development aimed at bridging the generation gap by ensuring young and old people work together towards common goals impacting youth today. These were the remarks of Professor Konai Helu Thaman at the Intergenerational Dialogue and Learning Talanoa hosted by the Pacific Community (SPC) through the Social Development Programme (SDP) last month to commemorate International Youth Day 2020.

Participating in the dialogue were academics, policy analysts and other stakeholders from across the Pacific. Among the key lessons identified from the event was the need to further unpack the intergenerational dialogue and learning concept and the need for the Pacific to recognise and appreciate the value of indigenous ways and practices of transmitting and sustaining indigenous knowledge. 

Professor Thaman said “intergenerational dialogue was a way of bringing together different generations to share a community’s collective intelligence aimed at socialisation of future generations for the purposes of cultural survival & continuity”. 

The dialogue allowed room for conversation on how indigenous knowledge and practices could help address challenges faced by youth at present including, unemployment, increased teenage pregnancies, sexual reproductive health, psychological trauma, which are now exacerbated by the impacts of COVID-19.

Leituala Kuiniselani Toelupe Tago Elisara, Director of the Social Development Programme, said, “In the wake of COVID-19, our indigenous science, knowledge and practices are becoming increasingly important as Pacific countries experience lengthy lockdowns and border closures. It has reminded all of us about the significant role these practices played in the survival of our people over many centuries and how as Pacific people, we need to learn and relearn our indigenous knowledge and practices to aid our survival during these unprecedented and challenging times.” 

Driving the dialogue were youth leaders from across the Pacific sharing their perspectives on the value of convening the intergenerational dialogue. Alisi Rabukawaqa from Fiji highlighted the benefits of creating a “hybrid system” through the dialogue.

“Intergenerational dialogue and learning is an approach that seeks the best of both worlds, the old and the young. That is using the wisdom, understanding and patience of the older generations and the creativity, innovation and energy of the young to forge a new path together; a hybrid system,” she explained.

Jared Marar echoed the comments made by Alisi by stating that the intergenerational dialogue and learning was a two-way process where “generations collide to learn, to teach, to better understand each other’s ways of thinking”. “It is a process where the older generation have the opportunity to guide the young generation and teach them the values of culture and tradition whilst building their character. At the same time, the young generation is also teaching and assisting the older generation about the technological world that we live in.”

Marar added that as the world continued to evolve, young generations were losing culture and tradition as the biggest aspects of their identity and intergenerational dialogue and learning could be a means of addressing this issue.  

SPC, through initiating the Intergenerational Dialogue and Learning, hope to begin building a Pacific narrative on the issue. The virtual convenings of the Intergenerational Dialogue and Learning will continue as a platform to explore the concept further and how it can be used to address the challenges faced by youth in present times and how to take the conversation forward both from a national and regional perspective.

Related Content

Opening Remarks at Young Leaders Dialogue by Miles Young, Director, SPC RRRT

Pacific Youth Development Framework

Creating opportunities for youth development

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Generation Gap Essay | Essay on Generation Gap for Students and Children in English

February 14, 2024 by Prasanna

Generation Gap Essay:  Generation Gap is a term, which is given to the gap between two generations; the younger generation and their elders, especially between children and their parents. Everything is affected with the change of time the age, the culture, mannerism, morality etc. It is a fact that this difference affects everyone.

You can read more  Essay Writing  about articles, events, people, sports, technology many more.

Long and Short Essays on Generation Gap for Kids and Students in English

Given below are two essays in English for students and children about the topic of ‘Generation Gap’ in both long and short form. The first essay is a long essay on the Generation Gap of 400-500 words. This long essay about Generation Gap is suitable for students of class 7, 8, 9 and 10, and also for competitive exam aspirants. The second essay is a short essay on Generation Gap of 150-200 words. These are suitable for students and children in class 6 and below.

Long Essay on Generation Gap 500 Words in English

Below we have given a long essay on Generation Gap of 500 words is helpful for classes 7, 8, 9 and 10 and Competitive Exam Aspirants. This long essay on the topic is suitable for students of class 7 to class 10, and also for competitive exam aspirants.

Generation gap is an everlasting social phenomenon. Every generation lives at a certain time under certain condition. So, different generations have their own system of values and views. And every side wants to uphold the principles they believe in.

We can find a lot of examples in literature such as ‘Fathers and Sons’ novel by Ivan Turgenev and ‘Woe from Wit’ by Alexander Griboyedov or taking other set of examples of popular movies like ‘Baghban’, ‘Ek Rishta’ etc. This problem has remained unresolved throughout ages.

The gap between the old people and the young is called generation gap. It is the difference in attitude or lack of understanding between younger and older generation. This generation gap has always been there, but these days it has reached an explosive stage. The values and patterns of life have changed to a great extent. Today, everybody likes to live and behave in his own way. This attitude has enlarged the generation gap, which is becoming wider day by day.

It is now disrupting the family life completely. The elders look after the children and make all sorts of sacrifices to bring them up. Parents want children to follow their instructions as they believe it is for the benefit of children and would do them good. On the other hand, children face immense pressure of exams and cut-throat competition, and think that parents know nothing about the demands of this fast paced world. In the end, despite love and affection for each other, both are drained of energy and are unable to comprehend the other. Consequently, there is lack of communication between the two, that with time, develops into a larger rift. George Orwell, a famous novelist quotes

“Each generation imagines itself to be more intelligent than the one that went before it and wiser than the one that comes after it.”

Elaboration to this quote is that one generation believes the following generation is missing essential values and belief, and is becoming less productive over time. Psychologists believe that most young people experience conflict during their adolescence. They are neither children anymore nor yet adults, but individuals, who are desperately searching for self-identity. As they grow up, they adopt values that differ from those held by their parents and develop an unfavourable attitude towards the adult world.

In earlier times, two or three generations lived in the same lifestyle and environment as the development was very slow. But today, nearest past is very much outdated and the world is more advanced each day. Parents do not even know many of the modern technologies and equipment children use. Conflicts actually arise because young people feel that they have a right to be independent. They look at parents as ‘enemies’ who do not let them live the way they want like by staying out late, wearing fashionable clothes or choosing their own friends. What makes things even worse is that teenagers suffer a sense of incapability and rage as they realise that financially they still depend on their parents.

Unlike West, in India, this problem is yet in the initial stages, but the gap has appeared and it is going to grow bigger day by day. “If you want happiness for a lifetime help the next generation”, says a Chinese proverb. So, it is not only the responsibility of the younger generation, but also of the elders to fill this gap with their love, affection and trust. The problem, in fact, has grown and intensified due to rise in complexities of modern life.

These complexities have arisen in the wake of modernism as faster industrialisation with increasing population has led to greater competition. The problem arises when parents begin to take things too seriously and forget that as children they had themselves loved adventure and freedom. On the other hand, children too are in the blind race of enjoying life and following their friends.

Short Essay on Generation Gap 200 Words in English

Below we have given a short essay on Generation Gap is for Classes 1, 2, 3, 4, 5, and 6. This short essay on the topic is suitable for students of class 6 and below.

Whether, it is health, political, social or cultural issues, it seems the older generation always forgets they were disobedient and rebellious too, in their youth. History is a proof which shows that time and again, modern thought process of the youth has brought a revolutionary change in society. This change has primarily helped the growth of human race altogether. In India’s context, they include abolition of Sati System, equality of sexes, rising above the shackles of caste system, among many others.

Evidently, grandparents can play a constructive role in order to bridge the gap of thought, attitude and approaches to life. Generation gap would not be that serious a problem if families learn to sit over dinner and amicably settle things by ironing out differences and sharing experiences. When this communication barrier is transcended and the ice broken, the problem does not remain that serious anymore. Talking it out calmly and coolly, with the idea of sorting things out, changing for each other and changing for better can be the most helpful instrument in bridging the generation gap.

Family outings, vacations, tours, picnic-outings could be effective ways to initiate intimacy between parents and children. Watching movies and discussing them, putting forth different viewpoints can be a beginning to inculcate the habit of a healthy dialogue between members of the family. Such small things and steps can do wonders in initiating a healthy family atmosphere and reducing friction between two generations that are both right from their perspectives. Their only folly is that they are viewing the same thing from opposite directions. Age, time and experience or the lack of it, forces them to do so.

Generation Gap Essay Word Meanings for Simple Understanding

• Unresolved – unsettled, unanswered, in doubt
• Disrupting – disturbing, distracting, unsettling
• Drained – exhausted, empty, run-off
• Comprehend – understand, know each- other
• Rift – gap, split, break
• Rage – anger, aggression
• Complexities – complications, difficulties
• Rebellious – resisting authority, engaged in opposition
• Transcended – surpass, go beyond the range or limits
• Ice broken – to initiate conversation, to
• Intimacy – get something started – understanding, closeness
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The Concept of Generation Gap Bridging in the Workplace Exploratory Essay

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Introduction

The generations at the workplace, bridging the generational gap, works cited.

A workplace makes it possible for people from various backgrounds to interact and work together towards achieving a common goal. In the course of such interaction there is bound to be some confusion arising from the workers. Organized workplaces, whether small or large, have an administrative structure to ensure smooth running of their activities.

An example of such structured system is a public institution. Public institutions unlike private institutions follow strict laid down policies in the dissemination of their mandate to the public. This paper will discuss the concept of bridging the generation gap in the workplace in relation to a public institution that has all the present generations working in it.

The paper will discuss the various generations in such a workplace, their characteristics, how they view other generations and the source of conflict among the generations. Understanding of the characteristics of the various generations is vital for creation of generation bridges. The paper will also look into ways in which the different generations can be brought together to appreciate and harmoniously work with each other effectively for the realization of the organization’s objectives.

A generation is a group of people who are born in a given time period. The time is an undefined range that varies from a given society to another. In some societies, a generation difference is estimated in terms of the life span from when one is born to the time he/she has a family.

It is taken as the time period between when a female conceives her first child to the moment when the woman’s daughter gets her first born. This is however not a formal definition but a cultural opinion that has been overtaken by time, even though its aspect of time is still relevant. The human race has divided itself into groups based on the age factors (Dictionary 1).

Classification of the currently existing people according to age classifies four generations. The oldest generation is the baby boomers. This is the set born in the 1950’s. Another generation is the “generation X” which is a group of people who were born in the period averaging from 1965 to 1980.

The generation X grew up in a period of selfishness, an aspect that they never liked. The term generation “X” as used originated from Douglas’s book of an imaginary story of three people who isolated themselves from people in order to search for their identities. He visualized this group of people as underemployed, possessing excess education, self concealed and unstable (Jochim 1). Another generation is the generation “Y”, also referred as the Millennials.

This group consists of people born after the mid 1980’s. They are seen as the dominant workforce in workplaces at the present time. This young group is seen to be result oriented team workers who seek attention for their work and are well informed in technology. The group prefers flexible working conditions and environments a fact that is not well received by older generations (Kane 1).

The generation “Z”, is the group that follows generation “Y”. It consists of teenagers born as from the year 1994 to the year 2004. They are on the other hand seen as to have poor communication skills and are not good listeners. The group is perceived to be, in future, non team players in work places due to poor interpersonal skills. They are also referred to as the silent generation (Babyboomers 1).

Hammil claimed that the current problems at the workplaces are not due to stiff competition or selfishness among people in senior positions but the bombardment of the four generations as they come together in the workplace. The generations pose different approaches to elements of “values, ideas, communication” (Hammil 1) and operation. The differences are also evident in “attitude, behavior, expectations, habits and motivational buttons” (Hammil 1).

The tension witnessed among the different generations is just a consequence of their age difference that has seen them develop different views and approach to problem and conflict resolution. The groups have different mentalities. While the “Y” generation wants instant appreciation for what they are doing, the baby boomer is interested in the productivity of a worker.

A “Y” generation worker will therefore be easily demoralized when he or she fails to get an instant motivation yet the baby boomer generation manager was just waiting for an appropriate time or the organization’s requirements and time for rewarding the performance. The “Y” generation for this case can see the older generations as being inconsiderate as well as being authoritative and ungrateful. The younger generation is also seen by the older generation as being self centered and lacking commitment (Hammil 1).

The four generations are different in many aspects, a fact that often bring conflicts in a workplace though they must all exist in the system. The need for continuity in the management and functions of an organization will require all the groups to gradually take senior positions in the management team. Any firm will require the baby boomer to provide experience and leadership just as it needs the “Y” generation to be prepared and shaped to a future leader in the organization.

Blair explained that understanding the behavior of people as well as the approach given to them is a key factor in managing them. A worker who feels that his position is understood and that he or she is respected will much easily respect the management’s directive than a worker who feels intimidated and unappreciated.

The management should put up measures to ensure that everyone is at peace with one another. This involves a series of measures undertaken by the management as well as the practices promoted among employees both within a generation as well as across generations. The top leadership should set policies that will regulate every worker’s behavior as per the way they relate to other workers.

Promotion of responsibility of an individual worker towards a mutual understanding is also significant. The administration on the other hand should motivate and reorganize every worker according to his or her psychological needs. The aim of the leadership must be to create an understanding among all workers (Blair 1).

Arbitration is also necessary when the gap brings a conflict. A top leader or even just a responsible party can bring together the conflicting individuals to explain why the misunderstanding is bound to occur and the importance of understanding and appreciating one another. Conflict management policies must be clearly instituted as well as developing interactive forums to bring the generations together in a more social way (Gravett and Throckmorton 274).

Familiarizing each of the generations with the aspects of the other generations is another step to bridging the gap. This could involve exposing the old generation to current technology and promoting the young generation to managerial positions (Rasmus and Salkowitz 159).

In my opinion, the generation gap disputes are a normal occurrence in a workplace. Every individual must reorganize the diversity of human nature, whether in the generational group or across the group. Every worker should respect each other’s opinion and under no circumstance should issues arising from work be personalized.

The administration should come up with policies to eliminate discrimination based on age and penalties on offences based on generation gaps. Bridging the gaps will enhance cooperation in the workplace, a fact that will enhance effectiveness of the workers hence productivity of the entity.

A generation defines people born in a given time period. There currently exist four generations namely the baby boomers, the X generation, the Y generation and the Z generation. Each of the generations has its features that are quite different from the other generations. This difference is normally a source of conflict among the generations especially due to misconceptions among members of a group over other generations.

The event of conflict among the generations in a workplace has a negative effect on the workers reducing their effectiveness. It can at times be spilt over to customers, a matter that will undermine the entity’s existence. Measures should be taken to ensure that these gaps are bridged to avoid such conflicts do not take place. The steps can be administrative in terms of setting up policies or individuals being urged and encouraged to have the responsibility to ensure peaceful working environment.

Babyboomers. Age group of generation Z. Babyboomers, 2011. Web.

Blair, Gerard. The Human Factor . University of Edinburg, n.d. Web.

Dictionary. Generation . Dictionary References, 2011. Web.

Gravett, Linda and Throckmorton, Robin. Bridging the generation gap . New York: Career Press, 2007. Print.

Hammil, Greg. (2011).Mixing and managing four generation of employees. FDU Magazine Online . Web.

Jochim, Jennifer. Generation X defies definition . University of Nevada, 1997. Web.

Kane, Sally. Generation Y. Web .

Legal Careers , 2011. Web.

Rasmus, Daniel and Salkowitz, Rob. Listening to the Future: Why it’s Everybody’s Business. New York,NY: John Wiley and Sons, 2008.

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Remove a method, edit datasets, bridging domain gap of point cloud representations via self-supervised geometric augmentation.

11 Sep 2024  ·  Li Yu , Hongchao Zhong , Longkun Zou , Ke Chen , Pan Gao · Edit social preview

Recent progress of semantic point clouds analysis is largely driven by synthetic data (e.g., the ModelNet and the ShapeNet), which are typically complete, well-aligned and noisy free. Therefore, representations of those ideal synthetic point clouds have limited variations in the geometric perspective and can gain good performance on a number of 3D vision tasks such as point cloud classification. In the context of unsupervised domain adaptation (UDA), representation learning designed for synthetic point clouds can hardly capture domain invariant geometric patterns from incomplete and noisy point clouds. To address such a problem, we introduce a novel scheme for induced geometric invariance of point cloud representations across domains, via regularizing representation learning with two self-supervised geometric augmentation tasks. On one hand, a novel pretext task of predicting translation distances of augmented samples is proposed to alleviate centroid shift of point clouds due to occlusion and noises. On the other hand, we pioneer an integration of the relational self-supervised learning on geometrically-augmented point clouds in a cascade manner, utilizing the intrinsic relationship of augmented variants and other samples as extra constraints of cross-domain geometric features. Experiments on the PointDA-10 dataset demonstrate the effectiveness of the proposed method, achieving the state-of-the-art performance.

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Sentiment analysis dataset in Moroccan dialect: bridging the gap between Arabic and Latin scripted dialect

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• Published: 11 September 2024

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• Mouad Jbel 1 ,
• Mourad Jabrane 1 ,
• Imad Hafidi 1 &
• Abdulmutallib Metrane 1  

Sentiment analysis, the automated process of determining emotions or opinions expressed in text, has seen extensive exploration in the field of natural language processing. However, one aspect that has remained underrepresented is the sentiment analysis of the Moroccan dialect, which boasts a unique linguistic landscape and the coexistence of multiple scripts. Previous works in sentiment analysis primarily targeted dialects employing Arabic script. While these efforts provided valuable insights, they may not fully capture the complexity of Moroccan web content, which features a blend of Arabic and Latin script. As a result, our study emphasizes the importance of extending sentiment analysis to encompass the entire spectrum of Moroccan linguistic diversity. Central to our research is the creation of the largest public dataset for Moroccan dialect sentiment analysis that incorporates not only Moroccan dialect written in Arabic script but also in Latin characters. By assembling a diverse range of textual data, we were able to construct a dataset with a range of 19,991 manually labeled texts in Moroccan dialect and also publicly available lists of stop words in Moroccan dialect as a new contribution to Moroccan Arabic resources. In our exploration of sentiment analysis, we undertook a comprehensive study encompassing various machine-learning models to assess their compatibility with our dataset. While our investigation revealed that the highest accuracy of 98.42% was attained through the utilization of the DarijaBert-mix transfer-learning model, we also delved into deep learning models. Notably, our experimentation yielded a commendable accuracy rate of 92% when employing a CNN model. Furthermore, in an effort to affirm the reliability of our dataset, we tested the CNN model using smaller publicly available datasets of Moroccan dialect, with results that proved to be promising and supportive of our findings.

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Data availability

The dataset used in the researsh, was created during the study by our annotators and is publicly available on our github link: https://github.com/MouadJb/MYC .

https://github.com/MouadJb/MYC .

Abdul-Mageed, M., & Diab, M. (2012). AWATIF: A multi-genre corpus for modern standard Arabic subjectivity and sentiment analysis. In Proc. 8th Int. Conf. Lang. Resour. Eval. Lr. 2012, no. April 2015 (pp. 3907–3914).

Abdul-Mageed, M., & Diab, M. T. (2014). SANA: ‘A large scale multi-genre, multi-dialect lexicon for Arabic subjectivity and sentiment analysis’. In Proceedings of the Language Resources and Evaluation Conference (LREC), pages 1162–1169, Reykjavik, Iceland.

Abdul-Mageed, M., Elmadany, A., & Nagoudi, E. M. B. (2020). ARBERT & MARBERT: Deep bidirectional transformers for Arabic. arXiv preprint arXiv:2101.01785 .

Abdul-Mageed, M., Korayem, M., & YoussefAgha, A. (2011). “Yes we can?”: Subjectivity annotation and tagging for the health domain. In Proceedings of RANLP2011 .

Al Katat, S., et al. (2024). Natural language processing for Arabic sentiment analysis: A systematic literature review. IEEE Transactions on Big Data, 1 , 1–18.

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Acknowledgements

We are grateful to the annotators reported in this article for their help in creating the dataset and for their genuine support.

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Mouad Jbel, Mourad Jabrane, Imad Hafidi & Abdulmutallib Metrane

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M.J and J.M created the code to collecte data/comments from youtube videos. M.J and H.I created the procedure to annotate the data and the right strategy to collecte the propper comments. M.A invited two data annotators and participated in the task of annotations too. M.J and M.A and J.M created the code for machine learning models. M.J and H.I wrote the main manuscript and all the figures and tables. All authors reviewed the manuscript. M.J is responsible for submitting the paper.

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Jbel, M., Jabrane, M., Hafidi, I. et al. Sentiment analysis dataset in Moroccan dialect: bridging the gap between Arabic and Latin scripted dialect. Lang Resources & Evaluation (2024). https://doi.org/10.1007/s10579-024-09764-6

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Accepted : 04 July 2024

Published : 11 September 2024

DOI : https://doi.org/10.1007/s10579-024-09764-6

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