Conventional wisdom concerning generational differences in the workplace goes like this, according to Sandra Young-White, a noted business trainer and expert on human resources issues.

Baby Boomers think “career.”
Generation X thinks “job.”
Baby Boomers ask, “What can I do for my company?”
Generation X asks, “What can my company do for me?”

Boomers are career-driven
Born between 1940 to 1960, Baby Boomers tend to be career-driven, often defining themselves by their profession or their career, Young-White explained. They came up through the ranks thinking that the way to get ahead on the job was to work long hours, take work home and check in with the office during vacations. Becoming indispensable to the organization is a Boomer goal.

Gen X takes balanced-life approach
Generation X is defined as those born between 1960 to 1980 and is a generation that strongly believes in a balanced life approach to work. Their job is very important to them, but their life outside of work is every bit as important, if not more so. Family time, vacation time, time for sports or hobbies — these are all crucial to Gen Xers. They also recognize they’ll have numerous jobs during their lifetime, so they don’t necessarily feel the need to get “too comfortable” in any one position.

“Boomers often think Gen Xers have no work ethic” and aren’t committed to the job, Young-White said. And Gen Xers think Boomer colleagues are married to their careers and “need to get a life.”

How to prevent generational clashes
“We must realize we’re operating with different value sets, Young-White explained. Neither set is right or wrong — just different.”

So how do you prevent a clash of the generations at work, especially if you’re dealing with not only Boomers and Gen Xers, but perhaps Vets (born 1920 to 1940) and Millennials (born 1980 to 2000) in the mix as well?

The answer: Create a common set of values for the group, department or organization. As a manager, supervisor or team leader, “your job is to come up with a common value set, which must be specific. Then you must be willing to help employees of all ages learn and develop those values,” she said.

Sandra Young-White is president of MAXIMUS, a company she founded more than 10 years ago, and has been a noted speaker on HR and management issues for National Seminars Group-Padgett Thompson.