How Millennials Changed The Workplace

Millennials are a generation of people born between the early 1980s and the early 2000s. Specifically 1982-2000, and if you think baby boomer’s parents procreated at a high rate well they taught their offspring to do much of the same. Millennials are now 18-36 years of age and comprise of twenty-four percent of the US population, but that 's about the only similarity between the baby boomers and the millennials. Other than the sheer size of the two groups millennials are becoming a generation that the United States couldn 't make up if they tried. Only twenty-one percent of millennials are married while forty-two percent of baby boomers were married at the same age, almost one out of every four millennials have a bachelor degree or higher making them the most educated generation ever seen. Millennials also take the cake in the most racially diverse generation ever seen as well, with nineteen percent of them being Hispanic heritage, fifteen percent being African American and four percent being Asian. It 's gets even more diverse for this new generation, majority of millennials are sick of their baby boomer parents style of suburbia living and are attracted to cities that can fit their quick attention spans. This is a generation that is growing at an alarming rate as well, and to think all this procreation occurred after no wars or depressions. The population is projected to peak in 2036 for this diverse millennial generation, with 81.1 million. The oldest

A major reason for this is the enjoyment of working, “ Liking what you do each day and being motivated to achieve your goals”(Rigoni and Nelson) is important when it comes to job satisfaction for millennials. This makes millennials no longer feel as if they are forced to go to work everyday. Millennials also feel that their jobs can help promote their well being and affects their work performance to encourage them to challenge themselves to work harder. Employers also become satisfied with their workers and want to make sure that they can encourage millennials to stay with the job that they seem to enjoy doing each and everyday. To encourage them to stay employers need to focus on how to promote their workers well being in the workplace so that they are not short of workers for a certain amount of time so that they can instead focus on getting things

Since then, organizations are now realizing the importance of maintaining an inclusive workforce consisting of all generations working together for the good of the organization. The Baby Boomers, Millennials, GenX’s and Traditionalists are employees that make up today’s typical organization. Each generation may have different expectations and values based on their generation. Consequently, these differences could possibly trigger workplace conflicts, stressful situations, poor work environments, miscommunications, and or reduced productivity. Organizations that are seeking to create a diverse work environment must be willing to address any underlying issues regarding generational differences. It is time for companies to figure out how to gain a deeper understanding of generational stereotypes and incorporate best practices that will keep the generations committed to the organization, engaged, and motivated. Additionally, each generational cohort must learn to embrace the other generations’ skill sets and abilities and be willing to collaborate in an effort to support overall corporate goals and

In the essay, “The Beat Up Generation”, by Abby Ellin (2014), within several discussions she explores and discusses the division and differences among generations that differ by age group starting with the baby boomers to the GenXers leading up to the generation today, the millennials. She uses factual evidence, examples, studies, and stereotypes to show how millennials are highly criticized by the older generations although they are better to adapt and needed in the changing world. The purpose of the essay is to point out these differences and criticism amongst the generations, how predecessor generations misunderstand the millennial generation. The intended audience refers to any individual that falls into the each generation.

In her essay “In defence of the iGeneration,” Renee Wilson argues that today’s technology has benefitted not only the students, but also the generation as a whole. The advancement in technology allows for change, innovation and creativity that result in one of the best generations yet. Although Wilson generalizes today’s iGeneration, she succeeds in providing a compelling argument. Much of her argument is supported by scientific evidence and personal experiences that demonstrate the ability of the iGeneration to accept change and provide self-actualization.

A millennial is the title of anyone who is born after 1984. The author, Simon Sinek, is not a millennial, but does express his opinion in his informal lecture, “Millennials in the Workplace.” Sinek argues that all of the millennial’s issues stem from bad parenting, technology, impatience, and the environment and their long lasting effect the workplace. The only way to resolve the problem is to have corporate environments take responsibility and train the new employees to their standards. It is reasonable to agree with a majority of Sinek’s argument, but a corporation does not need to overcompensate; it is best to give millennials a push in the right direction and let them experience the world with the proper tools and skills necessary.

They are constantly connected with their co-workers and friends through social media, which allows them to share ideas and learn about brands in the market. They also show preference towards webinars and online technology as opposed to traditional lecture-based presentations. Further, the Millennials display the need for constant feedback and praise. They have been accustomed to recognition for their daily achievement, a characteristic they take to the workplace. Therefore, the Millennials are a generation that needs to continue feeling valuable and wants to add their ideas and opinions to all company decisions since they want to be

The millennial generation are people born from 1980 to 2000. The millennial generation is claimed to be lazy, narcissistic, and stunted in growth. A study showed that 58% more college students scored higher on a narcissism scale in 2009 than in 1982. It also talks about how the millennial generation have been patted on the back too much, because the millennials got so many participation awards growing up, they believe they should be promoted every two years. Not only that, most emerging adults 18 to 29 still live with their parents rather than a spouse. Stein also talks about how the millennial generation has a high likelihood of having unmet expectations with their careers. Also, early in the article it talks about how there isn’t enough people that want to be senators and CEO’s as there should

This generation no longer have to keep remembering every single material they are learning. Or have to go back to the library and spend hours to find the book they used for an assignment. As Kosil and Marcel say, “We are gradually changing from a nation of callused hands to a nation of agile brains … Insofar as new information technology exercises our minds and provides more information, it has to be improving thinking ability” (Source B). This shows people have technology right between their finger tips which enables them to think beyond just the facts. It is no longer only sticking to the facts. As a result people are allowing their brains to form another of thinking in a more broader way. People are applying their knowledge which they gathered from a variety of technological sources to convey a concept in their thinking

In the 2013 Time article "The New Greatest Generation," Joel Stein claims that "millennials' perceived entitlement isn't a result of overprotection but an adaptation to a world of abundance"(31). Stein's organizational style appeals to readers because he arranges the article in a way that lures the reader's attention in the beginning, so he can later propose a new outlook. Stein begins describing characteristics of millennials unfavorably in order to overcome those negative characteristics and offer a new, positive perspective. The author initially establishes a negative attitude towards millennials to appeal to the feelings of the older, adult generations. Stein’s structure successfully acknowledges the negative views, for the purpose of

Looking at the article it does indeed put the Millennials into a situation where this generation has nothing left to do, but fix what has already been broken. So what will be the larger repercussions of a “Screwed Generation”? Considering that the Millennials (my generation) are growing up into world full of economic hardship that is not due to the Millennials, but is what they are inherited due to the fact that the generations before them didn’t understand the process of structural factionalism. This does indeed seem unfair for the Millennials; however, we have to be the ones to make it better. On the other hand, Millennials may not have the same opportunities as the generations before them, and they may

In “The New Greatest Generation,” Joel Steins focuses on his opinion that millennials are “lazy, entitled, selfish and shallow”(Stein). Stein argues that millennials are narcissistic and self-entitled. Also, that technology is weakening millennials brains. He believes that with each generation it get lazier. But Steins argument is unconvincing because it is based on personal bias and uncited references. Stein incorrectly assumes that millennials are simply lazy.

Some people argue that Millennials are entitled, self-centred, and uninterested in anything other than their own Facebook and Twitter page. This generation has been known to have high self-esteem, assertiveness, self-importance, narcissism, and high expectations. Having a higher self-esteem comes with many positive outcomes and benefits. People high in self-esteem claim to be more likable, attractive and make better impressions on others in a working environment than other people with low self-esteem. Millennials with greater self-importance are the ones who help others and care about large social

Each generation has a unique set of strengths and weaknesses and it is the managers’ jobs to identify those points and find ways to get the most out of their employees.

In recent times, there have been issues arising in organizations with multigenerational workforces due to the differences of each generation. Unfortunately, generations like the Baby Boomers and Generations X do not understand Millennials and feel that they do not have the same motivations, work