Youth symbolizes energy, enthusiasm, and curiosity—a relentless pursuit of new experiences and the courage to face challenges “with a smile.” When we are young, faith, confidence, and hope guide us through life, no matter the obstacles. It is a time when we look at the world with wonder and readiness to answer every challenge with the question, “What’s next?” Although youth is typically associated with people of a certain age, true youth is not tied to years. Someone young can be old in spirit—closed off to opportunities, fearful, and lacking energy—and vice versa. However, the general trend indicates that as people grow older, it becomes more challenging to embrace change and curiosity due to the natural aging process and the diminished energy to resist retreating into already established values.

Our youth is also shaped by the environment and era in which we live, which is why each generation brings its version of youth and the values that nurture it. This is the basis for categorizing generations, such as Gen X, Y, or Z, often helping people define stereotypes and aiding experts in advising employers on adapting to the specificities of each labor market category.

Thus, we often witness generational labeling, like “Gen Z is this or that, while we were different and had different attitudes toward life and responsibilities.” However, modern scientific research increasingly challenges such stereotyping of generational categories, primarily when no empirical evidence supports it. For example, the study “Work Motivation Is Not Generational but Depends on Age and Period” by Martin Schröder highlights that generational differences in attitudes toward work disappear when individual age and the period of the survey are taken into account. Here are two key findings from this analysis:

• Life stages, not generational affiliation, influence attitudes toward work. The importance of work attitudes rises and falls depending on the phase of life, indicating the influence of the life cycle rather than generational characteristics. Regardless of generation, young people value work less—not because they are lazy, but because they are in a phase of life where work is not a primary focus. Similarly, those in middle age often show greater motivation for work, again tied to life stages rather than generational traits. Schröder’s analysis refutes the generational hypothesis, showing that even earlier generations, such as Baby Boomers and Gen X, had similar attitudes toward work in their younger years. Stereotypes about Gen Z are not unique but part of a recurring pattern throughout history.
• Misinterpretation of generational traits. Many studies overlook the impact of age and historical periods, leading to inaccurate conclusions about generational characteristics. The analysis shows that what appears to be a generational difference often stems from the period during which respondents were surveyed and the changing social norms, habits, and values of that time. The study also reveals that the importance of work has declined over history for all generations, reflecting broader societal changes rather than generational differences. The low motivation often attributed to Gen Z reflects broader shifts in attitudes toward work, which is not a characteristic unique to this generation.

Focusing on the importance of life cycles and the historical context in which we live, rather than generational labels, opens the door to a new approach. Instead of concentrating on generational stereotypes, organizations and researchers should examine how attitudes toward work evolve throughout life stages and change due to various historical periods/events. However, we cannot limit ourselves to one historical period or a few (e.g., pre- or post-World War, pre- or post-Internet) and assign labels to generations based on that. It is necessary to analyze “micro” historical periods, as rapid technological advancements are increasingly accelerating, influencing the lifestyles and habits of generations that adopt them. This way of thinking provides a more precise and useful framework for understanding work motivation across different age groups, enabling deeper insights into the true nature of attitude changes without relying on generational characteristics.