In a study about the civic engagement of Generation X, the U.S. Census Bureau defined this segment of the population as consisting of individuals born between 1968 and 1979. However, the upper limit of Generation X in some cases has been as high as 1982, while the lower limit has been as low as 1963 (Karp et al., 2002). This generation was also called the baby bust generation, because of its small size relative to the generation that preceded it, the Baby Boom generation. The term Generation X spread into popular parlance following the publication of Douglas Coupland’s book about a generation of individuals who would come of age at the end of the 20th century. Members of Generation X (Xers) are the children of older boomers, who grew up in a period of financial, familial and societal insecurity. They witnessed their parents get laid off and the decline of the American global power. They grew up with a stagnant job market, corporate downsizing, and limited wage mobility, and are the first individuals predicted to earn less than their parents did. They have grown up in homes where both parents worked, or in single parent household because of high divorce rates, and as a result, became latchkey kids forced to fend for themselves (Karp et al., 2002). They were influenced by MTV, AIDS and worldwide competition and are accustomed to receiving instant feedback from playing computer and video games (O’Bannon, 2001). Among the characteristics attributed to Xers, the following appear most often. They aspire more than previous generations to achieve a balance between work and life. They are more independent, autonomous and self-reliant than previous generations (Jenkins, 2007; Zemke et al., 2000) having grown up as latchkey kids. They are not overly loyal to their employers, although they have strong feelings of loyalty towards their family and friends (Karp et al., 2002). They value continuous learning and skill development. They have strong technical skills (Zemke et al., 2000), are results focused, and are “ruled by a sense of accomplishment and not the clock” (Joyner, 2000). Xers naturally question authority figures and are not intimidated by them. Money does not necessarily motivate members of this generation, but the absence of money might lead them to lose motivation (Karp et al., 2002). They like to receive feedback, are adaptable to change and prefer flexible schedules (Joyner, 2000). They can tolerate work as long as it is fun (Karp et al., 2002). They are entrepreneurial and creative. Although they are individualistic, they may also like teamwork, more so than boomers (Karp et al., 2002).>