The oldest generation in the present working scenario, individuals that were born during the years between 1945 and 1964, is known as the Baby Boom generation. (Hu, Herrick and Hodgin, 2004). The employees of this age group are more likely to retire in the following couple of years (Farag, Tullai-McGuinness and Anthony, 2009). All around, individuals from the Baby Boom generation have the tendency to consider individual flexibility and freedom, tend to look for more quick satisfaction (Bower and Fidler, 1994) and feel the need to be recognized for their achievements (Weston, 2001). When it comes to delegation of their duties, they don't do it that easily (Bower and Fidler, 1994), although they respect authority, expect and recognize the guidelines from their superiors, and envision that the superiors determines the main objectives (Yu and Miller, 2005) In most cases, employees from the Baby Boom generation are results oriented and strongly believe in deciding upon well defined goals and objectives, they want to be asked their opinions and see results (Bower & Fidler, 1994). They are mostly driven by freedom, individual satisfaction and social action (Tyler, 2007). Weston (2001) specified that employees from the Baby Boom generation generally want to feel that they are contributing to their community and organizational growth, expect rewards for performance and appreciate empathetic supportive managers.