Generation What? Generation Z and The Alpha Generation

Generation Z / Net Generation / Dreamer Generation / Generation I / Generation @ / Generation 9/11 / 21st century generation

Relatively little has been established about this generation

Born: Roughly between the years of 1995-2010

Age: Between 1 and 16 they are the youngest generation, have older parents (late 20s to early 30s) and are being taught by older teachers (40s up). The youngest was born during the Global Financial Crisis of the late 2000s.

Education: They are the most formally educated generation in history, having started their education early and are projected to stay in education for longer than any other generation.  Despite being in day care facilities, many children have structured after school activities, this has reduced free playtime.  Parents help out more with homework and are becoming more like advisers to this generation.

These kids know how to multi-task effectively and place value on the speed of their work rather than accuracy. They are the most internet-savvy, technologically literate generation and have only known life WITH mobile phones, pc’s, the internet, and wireless networks.

Influencers: There major influencers are YouTube, Facebook, My Space, Wikispaces, and User Generated Content.  They are too young to remember the September 11th 2001 attacks other than through the media, but are aware of the threat of terrorism.

Family: The parents of Generation Z are working part time or are becoming stay-at-home parents so that their children are raised by them and other family members.  They have been born into older, wealthier families with fewer siblings, more entertainment provided for them rather than creating their own and much more technological options.

Money: Compared to the previous generation they are much more consumer-oriented.  Financially intelligent they make decisions on how to spend their money based on the latest trends and media mania.  They are the most financially capable generation in history, having as much purchasing power in the home as Gen Y kids.

Values: Self-directed, individualistic, and media mongrels

Motivation: They are motivated by instant gratification (we want it and we want it now!), instant connectivity, communication with peers via technology, they are a highly connected generation.  They have had lifelong use of media technologies such as mobile phones, instant messaging, MP3 players, the world wide web resulting in the nickname – digital natives.  These connective devices are now carried in their pockets with the internet available on mobile phones or iPads, making news, communication and homework easier and more adaptable to do anywhere, anytime. This Generation have been born into the mass media and technology revolution and have never known a life without it

Work / School: Described as a generation that lacks ambition in comparison to previous ones due to their parenting and instant gratification, and further described as impatient and instant minded.   As their attention span is much lower, with a high dependency on technology, as opposed to reading books and other printed material, there have been references by Psychologists of this generation having “Acquired Attention Deficit Disorder”.

They are a materialistic generation, that want more and more technology at their fingertips.  In the next  decade they will comprise 10% of our workforce,  and they will be entering the workforce in an era of declining supply i.e. there will be more people exiting the workforce than entering it.  This will result in a skills shortage, with an ageing population and a global demand for labor, Gen Z will have a greater chance of finding work.

Generation Alpha

Born: 2010 onwards

They will be truly the first millennial generation because they will be the first entirely born into the 21st century (some of the youngest members of Generation Z were born at the tail end of the 20th century).

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Generation What? The first Generation babies …. Gen X

Generation X is probably the generation with the biggest turning point, brought up by Baby Boomers, technological advancements, changes in politics and the economy, democracy, black and women’s rights, space exploration and all this happening at a rapid rate, this group have seen the biggest changes happening over time.
Generation X / Gen X / The Doer / Post Boomers / 13th Generation

Born: Between 1965 and 1980
Age: Between 31 to 46
Education: Seen as a way to get there
Influencers: Watergate, the energy crisis, Challenger disaster, The fall of the Berlin Wall, Persian Gulf War, AIDS, The Clinton Administration, Reagan Assassination Attempt, dual income families and single parents, first generation of Latchkey Kids, Y2K, the energy crisis, activism, corporate downsizing, the end of the cold war, mom’s that work, and an increase in the divorce rate / single parent units.  There major influence however is the media.

 

Family: Born after the BabyBoomers.  Due to their workaholic Babyboomer parents, their focus is on a clearer balance between work and family life.
Their perceptions were shaped by growing up having to take care of themselves early, with working mothers, an increase in the divorce rate and single parent units.
Money: They are the first generation that will NOT do as well financially as their parents did. Values: Their values revolve around life balance, self-reliance, diversity, being entrepreneurial, and having fun.  

Motivation: They crave independence, ignore leadership, are pragmatic, anti-establishment, unimpressed with and will test authority repeatedly.

Work: They are Highly Educated, think globally and are technically literate with high job expectations.
They are independent and informal with the result that they lack organizational loyalty, are cynical, pragmatic and would rather be self-employed or be able to move between employers if they so choose.
They take time off to “find themselves” as they are not worried about losing their place on the corporate team.  They are however very loyal to their managers.
They are highly adaptable, confident, competent, ethical, results focuses, flexible, self-starters, willing to take on responsibilities and put in the extra time to get a job done if required and are more results driven than job driven.  They work smarter and with greater output.
They are the first “day care” generation, where women are expected to work outside the home due to the requirement of dual incomes.
Mostly this generation value their time, time away from work, time with their families and time to have fun. They work to live, not live to work.
As an expat this generation is highly employable and adaptable, they are extremely educated with the experience required for the job.  They enjoy moving and adapting to new experiences of a new country, culture and job, and are willing to work the extra hours to get the job done.
History onwards …..
1965 – United States sends ground combat troops to Vietnam
1966 – National Organization for Women founded
1966 – Cultural Revolution in China
1967 – American Indian Movement founded
1968 – Martin Luther King and Robert F. Kennedy assassinated
1969 – First lunar landing
1969 – Woodstock
1970 – Kent State University shootings
1970 – Women’s Liberation protests and demonstrations
1972 – Arab terrorists at Munich Olympics
1973 – Watergate scandal
1973 – Energy crisis begins
1976 – Tandy and Apple market PCs
1978 – Mass suicide in Jonestown
1979 – Three Mile Island nuclear reactor nears meltdown
1979 – US corporations begin massive layoffs
1979 – Iran holds sixty-six Americans hostage
1980 – John Lennon shot and killed
1980 – Ronald Reagan inaugurated
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Generation What? The Baby Boomers …..

Having spoken about the Traditionalist Generation, we now move on to the Baby boomers and how they left and are leaving their mark in our lives.
Baby boomers
Born: Between 1946 and 1964
Age: Between 47 to 65
Education: Seen as a birthright
Influences: Civil Rights, Space Travel, the Vietnam War, the Sexual Revolution, and the Cold War/Russia.
Family: Came from privileged backgrounds, due to their parents’ hard work and savings.  Long work hours and living to work resulted in an imbalance and the family unit disintegration with the highest divorce rate and 2nd marriages in history.
Values: Value success but also think of themselves as a special generation, due to their radical views and democratic outlook. They have a broad continuity of values with older and younger generations and have a tendency to define the world in terms of the generations. The Baby boomers are post War Babies who grew up to be the radicals of the 70’s and yuppies of the 80’s.
Money: As a group in general, they are the healthiest, most educated and wealthiest generation of that time and grew up with an optimistic outlook for life, their futures and the world as a whole.
They strived for the American Dream, they are well established in their careers and hold positions of power and authority, and as a result they are seen as being greedy, materialistic and ambitious.
Motivation: The strongest motivator for this group is being valued, prestige, perks and their need for money, they define themselves by their professional accomplishments.
Work: Baby boomers live to work, they are loyal to their careers and employer. They have a strong work ethic, are multi-taskers and traditionally found their worth in working long hours (they established the 60 hour work week). Working hard gave them the self-worth and fulfillment they required.
They established “flat” organizational structures, democracy, equal opportunity, and creating a more humane, warm and friendly workplace.
They were rebellious against convention and tradition due to their conservative parents , however they were also independent, confident and self-reliant with a competitive edge and goal orientation.
This hard work ethic led to this group being hesitant to take too much time off work for fear of losing their place in the corporate environment.
Now, the Baby boomers  strive for a work life balance with a leaning towards a healthy lifestyle and strong family bonds.
Baby boomers defined a new form of working – living to work, they were / are scared that not working hard will result in failure, being successful is all important.  As expats, they may be a bit set in their ways and struggle to find their feet within structured work units.  They do however, have the knowledge required to complete tasks and will be of great benefit to the organization as a whole when dispatching experience and information into the workplace.  Although they are aiming for better work / life balance at this stage at life they are still achievers and are still looking at climbing the corporate ladder given the opportunity.
And more from history
1950 – Korean War
1954 – McCarthy HCUAA (House Committee On Un-American Activities) hearings begin
1955 – Salk Vaccine tested on the public
1955 – Rosa Parks refuses to move to the back of the bus in Montgomery, AL
1957 – First nuclear power plant
1957 – Congress passes the Civil Rights Act
1960 – Birth control pills introduced
1960 – Kennedy elected
1961 – Kennedy establishes Peace Corps
1962 – Cuban Missile Crisis
1962 – John Glenn circles the earth
1963 – Martin Luther King leads march on Washington,DC
1963 – President John Kennedy assassinated

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Generations What? Lets begin with the Traditionalist…..

Have you considered how the period you were born into determines how you will be as a person? How you and your school mates reacted towards circumstances?  How to cope with the generation gap that we all feel between ourselves, our grandparents, parents, children and grandchildren?  How some people cope with change better than others?  I am going to discuss each in a series of blogs.
There are 6 generations defined in Wikipedia and research has been completed on most of these, with a few speculative websites.  They are Traditionalists, Baby Boomers, Generation X, Generation Y, Generation Z and Generation Alpha. I will discuss Traditionalists in this first blog and how as an expat their experiences can be of value.
Traditionalists

Born: Between 1900 and 1945
Age: Between 66 to 111
Influencers: WWII, the Korean War, the Great Depression, the New Deal, the Rise of Corporations, and the Space Age
Education: Was more of a dream than a reality
Family: Generally came from the Traditional Nuclear family unit
Values: Hard work and saving for tomorrow was their aim.  They valued the family unit and community above all else and were respectful of their elders and authority
Money: They put money away, paid cash for everything and saved for retirement.
They were raised by survivors (not the reality type, but the real deal) and experienced hard times while growing up.  A hard childhood was followed by a time of prosperity.
Motivation: Your experience is respected
Work: Was of the utmost importance to their livelihoods, they believed in working hard, were dedicated to their jobs, made sure they got the job done, were always on time and punched in and out for the hours required.  They worked hard to gain senior positions, where time on the job and working hard resulted in promotions. They believed in long term assignments which gave them job security and stability. Conservative in their outlook on life, they believed in hierarchal work and home structures, with clear chains of command and top-down management with job – recognition and respect for their experience.
As an expat, this group of aging people can bring experience to a company.  They have had their careers and are looking at either topping up their pensions or experiencing the world. They are no longer looking for upward mobility in the workplace, but rather enjoyment. They still respect authority and have a gentler more respective outlook on life in general.  If they are employable, this shows that they have kept up with technology and the changing times and generations.
A group well worth having around.
Events in history during their time:
1927 – Lindbergh completes first transatlantic flight
1929 – Stock market crashes
1930 – US Depression deepens
1931 – Star Spangled Banner becomes national anthem
1932 – Lindbergh baby kidnapped
1932 – FD Roosevelt elected
1933 – The Dust Bowl
1933 – The New Deal
1934 – Social Security system established
1937 – Hindenburg tragedy
1937 – Hitler invades Austria
1940 – United States prepares for war
1941 – Pearl Harbor; United States enters World War II
1944 – D-Day in Normandy
1945 – FD Roosevelt dies
1945 – Victory in Europe and Japan
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Expatriate Spotlight on Andorra la Vella in Andorra

Andorra is famous for great skiing and shopping and some of the most dramatic scenery in the Pyrenees with over 300 days of sunshine a year. In the last five years, over €50 million has been invested in mountain cafés and restaurants, chairlifts and gondolas, car parks and snow-making machines.

Andorra has over 2000 shops – more than one for every 40 inhabitants and attracts over 12 million tourists annually.

Andorra’s cost of living is approximately 20% cheaper than Paris, France and has no sales tax. This means that you could earn 20% less salary in Andorra than Paris and still maintain a similar standard of living to that of Paris.

Andorra is a Tax Haven with no personal income or inheritance tax and has all the normal tax haven benefits without the high living costs.

Andorra is well located for expatriates wishing to escape from the big cities. It is within 3 hours drive by car of major cities in France and Spain.

Read more about Andorra

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Expatriate Spotlight on Algiers in Algeria

Algiers is a large, busy, Mediterranean city that, thanks mainly to oil and gas, is growing and prospering. The number of new cars on the roads is a sign of growing personal prosperity. The population has doubled in the last 20 years. It is the largest port in northwest Africa and the largest city too. Despite the growth Algiers has preserved its old mystique and strong sense of identity in dazzlingly white.

Algiers cost of living* compared to Houston Tx:

  • Alcohol & Tobacco is more expensive
  • Clothing is cheaper
  • Communication is cheaper
  • Education is cheaper
  • Furniture & Appliances is cheaper
  • Groceries is cheaper
  • Healthcare is more expensive
  • Household is more expensive
  • Miscellaneous is cheaper
  • Personal Care is more expensive
  • Recreation & Culture is cheaper
  • Restaurants Meals Out and Hotels is cheaper
  • Transport is cheaper

*As at 1 January 2011
The overall weighted cost of living difference between Houston and Algiers is 5.21%.

Hardship compared to Houston:

Houston is ranked as a minimal hardship location with a hardship premium of 10%. Algiers is ranked as an extreme hardship location with a hardship premium of 40%. The relative difference in hardship premium (i.e. Host Location Premium minus Home Location Premium) is 30%.

Salary Purchasing Power Parity (SPPP)
The SPPP report calculates how much you need to earn in another location to compensate for a higher cost of living, hardship, and the exchange rate, in order to have the same relative spending power and as a result have a similar standard of living as you have in your current location.

A person would require a salary of 135,205.39 US Dollar (USD) in Algiers to have the same standard of living as currently enjoyed in Houston on a salary of 100,000.00 US Dollar (USD). This salary compensates for the overall cost of living difference of 5.2%, the hardship difference of 30%, and the exchange rate.
SPPP Formula: Salary in Houston ($100,000) + Cost of Living Difference ($5,205.39) + Hardship ($30,000) = $ 135,205.39 Salary in Algiers

Read more about Algiers

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Mediterranean Tsunami – More Likely than you think

Expatriates living in retirement in the sunny climate of the Mediterranean region may be wondering if the devastation in Japan could happen to them. Not only have tsunamis hit the Mediterranean in the past, there may be more to come.

The first known tsunami in the Mediterranean occurred in the Syrian region around 2000BC, while the first tsunami in Greece destroyed the Persian fleet in Potidea, Chalkidiki, in 479BC. There was also a large tsunami that hit Alexandria in 365AD, killing approximately 50,000 people.

Shorter distances in the Mediterranean mean that tsunamis hit the coasts faster despite travelling at lower speeds because the sea is not as deep as those in the Pacific Ocean.

The last large tsunami that struck in the Aegean Sea was created by the Santorini earthquake of 1956. The tsunami wave that hit the east side of Amorgos was approximately 25-metres high. The most recent tsunami followed the Turkey earthquake of 1999 with the seismic wave affecting the coastal areas of the Marmara region.

The zone extending from the Atlantic Ocean to the Pacific Ocean through Italy, Greece, Turkey, Iran and India is the second most seismic zone on the planet, which records some 15 per cent of the earthquake activity worldwide.

According to seismologists there it is highly likely that strong earthquakes will hit the Mediterranean region sometime in the future. Informing and preparing the public is imperative. Those living in coastal areas should head inland the minute an earthquake strikes. Although nothing on the scale of the recent tsunami in Japan and the one in Southeast Asia in 2004 has occurred in the Mediterranean in recent decades, putting tsunami warning systems in place would be helpful to everyone living in the region.

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Comparable Worth: Equal Pay for Equal Work – Expatriate Salary Purchasing Power Parity

Comparable worth is a principle that states that people who perform work of equal value should receive similar levels of compensation regardless of gender, ethnicity, nationality etc, but with the exception of legally allowable differences such as level of performance, seniority, location based allowances etc.

Jobs have an organization value that can be measured and compared across jobs of widely differentiated content. Tools such as job evaluation can be used to explain these differences in terms of levels of work, skills, competencies, length of training and the amount of responsibility etc.

In the USA, despite the Equal Pay Act of 1963, it is legal to discriminate in pay if the job of one is not precisely identical to the work of another. Critics of equal pay for equal work argue that comparable pay for comparable work (comparable worth) would be far more effective in addressing gender pay differences in the USA. Comparable worth implies “comparing” rather than a precise measure of equality. Employers constantly “compare” jobs internally through job evaluation and externally through compensation and benefit surveys.

In the USA this principle applies largely to gender based pay discrimination. However what about expatriate pay? Expatriate compensation typically uses home salary as the basis of an assignee’s pay. For example, examine two equally skilled, experienced and performing expatriates doing work of equal value, side by side, in a third country. The expatriate from a higher paying / higher cost of living country earns more than their colleague from a lower paying / lower cost of living country. Does it mean that the two expatriates should be paid the same amount to achieve the principle of comparable worth?

Comparable worth seeks to ensure comparable pay for comparable work. The reality is that each dollar earned by the expatriate from the lower cost of living country will go further in their home country than it will for their colleague. To ensure that the principle of comparable worth is applied it is necessary to ensure that salary purchasing power parity (SPPP) is achieved.

SPPP calculates how much you need to earn in another location to compensate for cost of living, hardship, and exchange rate differences, in order to have the same relative spending power and as a result have a similar standard of living as you have in your current location.

No company pays the “market rate”, because there is no single universally accepted, appropriate rate for any job. Actual pay is influenced by market related targets, competition, perception, retention fears, circumstance and legacy. Expatriate pay is further influenced by cost of living, hardship and exchange rate differences. Whether we have comparable pay for comparable work or equal pay for equal work or even equal pay for equivalent work the principle is the same. People who perform work of equal value should be rewarded equally without discrimination. In the case of expatriates this implies salary purchasing power parity.

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Retire to a low cost of living country

Picture this. It’s 2024, and you have been retired for several years now. You are up early for a light breakfast and head out on your way to the golf course while your significant other heads for the mall. But the reality is that you work at the local pro shop, and your partner works in a bookshop in an effort to supplement your retirement funds and make the money last another 30 years.

If you are a Boomer (born between the end of WW2 and 1960) your challenge is to stretch a lifetime of savings and convert it to a stream of income. Poor investment returns in recent years, increasing life expectancies as well as rising medical costs mean those savings have to stretch further than ever before.

The bottom line is that if you’re a Boomer you would be wise to figure out how to retire overseas to a lower cost of living country or you are likely to be doomed to work for the rest of your life.

Where could you retire, and live comfortably in a safe, lower cost of living country?

We have come up with what we view as the top 5 most suitable for retirement, exotic, overseas places (i.e. outside the USA, UK, and Europe), based on having a low cost of living and a reasonable quality of life (i.e. excluding high and extreme hardship locations):

Location Quality of Life Cost of Living Rank Cost of Living (%) Compared to New York City
Paraguay, Asuncion Some Hardship 276 -36.5
Argentina, Buenos Aires Some Hardship 227 -36.1
Saint Lucia, Castries Some Hardship 277 -35.8
Antigua and Barbuda, Saint John’s Some Hardship 243 -30.4
Seychelles, Victoria Some Hardship 237 -30.2

Asuncion in Paraguay, Central South America, is a place of contrast between wealthy and poor. Asuncion boasts upmarket suburbs, modern shopping malls and dazzling nightclubs contrasted with shanties, fever–carrying mosquitoes, polluting buses, heat and humidity.  Asuncion’s overall cost of living is 36.5% lower than New York City. Spanish and Guarani are the prominent languages spoken, while the major religion is Christianity.

Buenos Aires in Argentina, Southern South America, is a cosmopolitan metropolis with designer boutiques, stunning neighborhoods and parks and its share of downtrodden areas and tatty streets.  Buenos Aires cost of living is 36.1% lower than New York City. Spanish is the prominent language spoken, while the major religion is Christianity.

Castries in Saint Lucia, an island between the Caribbean Sea and North Atlantic Ocean, is extremely small and relies on tourism, banana production, and light manufacturing. There are approximately 40 hotels and many shops selling goods to tourists.  Castries cost of living is 35.8% lower than New York City. English (official) and French Patois are the prominent languages spoken, while the major religion is Christianity.

St John’s on the island of Antigua, between the Caribbean Sea and the North Atlantic Ocean, is green. Two-thirds of it is parkland and sublime beaches, excellent for hiking and snorkeling. The environment is beautifully preserved, with limited development.  St John’s cost of living is 30.4% lower than New York City. English is the prominent language spoken, while the major religion is Christianity.

Victoria in the Seychelles, an archipelago in the Indian Ocean, northeast of Madagascar, has the feel of a small provincial town set against a backdrop of majestic hills that seem to fall into the blue sea.  Victoria’s cost of  living is 30.2% lower than New York City. English, French and Creole are the prominent languages spoken, while the major religion is Christianity.

These are just five possible locations that we identified. There are so many more places you could consider retiring to, with a much lower cost of living. For a detailed cost of living rank for all 300 locations click here.

Steven is Chief Instigator at www.xpatulator.com a website that provides cost of living index information and calculates what you need to earn in a different location to compensate for cost of living, hardship, and exchange rate differences.

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Why your salary is what it is

Have you ever wondered why your salary is what it is? At first glance you would probably say it is based on what you signed up for when you joined your company and on the salary increases you received since then. Perhaps this was based on the state of the economy, your company’s profitability or hopefully your performance. But let us dig a little deeper.
Are other potential employers knocking at your door to offer you a better salary? Do you feel well paid for what you know and do? Do you feel you are unlucky and deserve to be paid a lot more, and hope someday you will! Chances are you fall somewhere in between feeling well paid and not. Most people would like to earn more, but accept that they are probably paid close to the salary market for their set of skills, and for the effort you put in. After all, at least you have a job. It could be worse.
In reality your salary is more a result of the supply and demand for your type of skills in your area, rather than a result of your actions. When demand exceeds supply for your skill type, you can demand a high salary, expect higher salary increases and consider better offers from other employers. On the other hand when supply exceeds demand, such as during a recession, or when an industry or skill set is in decline, it becomes tough to negotiate a better salary, in fact you would consider yourself lucky just to have a job.
Factors that pull salaries down through a decrease in demand / increase in supply for specific skills in a geographic area include:
  • New technologies that produce products more cheaply, more efficiently, and with less people.
  • Lower demand for products resulting in lower production volumes and, as a result, less jobs (i.e. economic recession).
  • Skills that have become redundant due to technology changes.
Factors that push salaries up through an increase in demand / decrease in supply of specific skills in a geographic area include:
  • Increased demand for products resulting in higher production volumes and, as a result, more jobs (i.e. economic boom).
  • Skills that have become required due to technology changes but are not available in sufficient numbers
There are of course other factors pulling and pushing salary levels, there are just too many to cover. The world is not a simple model of supply and demand.
The cost of living is often used to motivate salary increases. High inflation drives higher salaries which in turn drives higher inflation. Central Banks focus a great deal on this aspect. On the other hand, deflation and recession, may lead to pressure to decrease salaries, as we have seen in some countries in recent years.
Trade unions aim to look after their member’s interests by negotiating salary and benefits on their behalf. While trade unions have the best intentions in negotiating “rates” with large employers, this can be counter productive to it’s members at times by not only preventing employers from pushing salaries down but also by preventing (or perhaps more accurately “discouraging”) employers from pushing salaries up.
So what is the moral of the story? If you want to earn a high salary:
  • Work in a place where the economy is strong and growing
  • Get skills that will be in demand, now and in the future
  • Work in a place where inflation is low and stable
  • Work in a profession or industry that is free of trade unions and wage regulation
  • Choose an employer who practices performance based pay
  • Choose an employer who offers you developmental and promotion opportunities
Steven is Chief Instigator at http://www.xpatulator.com a website that provides cost of living index information and calculates what you need to earn in a different location to compensate for cost of living, hardship, and exchange rate differences.
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