Americans aged 15 to 21 expect to be financially independent in their early twenties while their parents generally expect them to become so by their mid-twenties. While the Millennials tend to prefer flexibility, Generation Z is more interested in certainty and stability. Whereas 23% of Millennials would leave a job if they thought they were not appreciated, only 15% of Generation Z would do the same, according to a Deloitte survey. According to the World Economic Forum (WEF), 77% of Generation Z expects to work harder than previous generations. As a result, barely one in two recruits from Generation Z are willing to negotiate a higher salary, even though, as of 2019, the U.S. labor market is very tight, meaning the balance of power is currently in favor of job seekers, collectively. Indeed, Employers are open to negotiations for higher salaries and better benefits in order to attract talents. While there is agreement across generations that it is very important for employees to learn new skills, Millennials and Generation Z are overwhelmingly more likely than Baby Boomers to think that it is the job of employees to train themselves. Baby Boomers tend to think it is the employer's responsibility. Moreover, Millennials and Generation Z (74%) tend to have more colleagues working remotely for a significant portion of their time compared to the Baby Boomers (58%). An overwhelming majority, 80%, prefers to work for a medium-sized or large company. A Morgan Stanley report, called the Blue Paper, projected that the Millennials and Generation Z have been responsible in a surge in labor participation in the U.S., and that while the U.S. labor force expands, that of other G10 countries will contract. This development alleviates concerns over America's aging population which jeopardizes the solvency of various welfare programs. As of 2019, Millennials and Generation Z account for 38% of the U.S. workforce; that number will rise to 58% in the incoming decade.