The generational cohort that proceeds the traditionalist generation are the Baby Boomers. Which are often defined as the “generation of Americans born in a baby boom following World War II, 1946-1964” (Weidmer, 2015, p. 52) and comprise approximately 29 percent of today’s labor force (USDOL, n.d.). We use the term “boomers” to identify this generational cohort within this document.
Just like their predecessors’ boomers experienced differing facets within the social setting of their era which included the Civil Rights movement, Women Rights Movement, Cold War/Russia, and Space Travel. However, differing from the traditionalist cohort, Weidmer (2015) notes that Boomers experienced an economic social setting of prosperity where war was absent.
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During this time Ferlie, Lynn, & Pollitt (2009) note that public management began to focus on excellence and efficiency both in America and Europe. Specifically, in 1970 after “economic crises, fiscal scarcity, and weariness with liberal governance” an impetus was placed on understanding the innerworkings of public-management as compared to private management in order to run a more efficient government (Ferlie, Lynn, & Pollitt, 2009, p. 41). The previous statement may be irrevocably substantiated by a shift in ideological paradigms which placed predominance on “improved federal management, stronger executive direction, and modernized personnel management” via the Civil Service Reform Act of 1978 (CSRA). Lane (1988) explains this snippet of public personnel management to one which valued models of a public service system that emphasized merit and political responsiveness. The abovementioned, once again implies that the core characteristics of a generation, specifically the boomer generation, are a likely probable cause within the undertakings and evolution of public