Running Head: Generation Y: The Next Generation
Generation Y: The Next Generation
By Olivia Short
The Age of Millennial video brought out some interesting points about the young generation of this day in the work place. "You can't be harsh. You cannot tell them you're disappointed in them. You can't really ask them to live and breathe the company." (The Age Of The Millenials, 2008). The Millennial Generation, better known as Generation “Y” is commonly used towards individuals who were born between the early 1980’s and early 2000s. They are commonly referred to as the “Peter Pan” Generation because of their delay of the rite to passage into adulthood has taken longer than other periods. For example members who tend to live with their parents for longer periods than previous generations who have come before them. It is said that these members have a closer relationship to their parents than those of the Baby Boomers were. A study showed 40% of the Baby Boomers in 1974 claimed they were better off without their parents while 90% of Generations Y prefers to remain close to their parents. (Understanding Generational Conflict, 2011). According to Dr. Larry Nelson, Millennial are delaying the transition from childhood to adulthood as a response to mistakes that were made by their parents. "In prior generations, you get married and you start a career and you do that immediately. What young people today are seeing is that approach has led to divorces; to people unhappy with their careers”, Dr. Larry Nelson. (Lusk, 2007). So how does this Generation create challenges within the work force and who is affected by these challenges? What are some of the challenges that the “new” generation will face? How can these challenges be handled?
When Millennials enter the work environment, the first significant hurdle they encounter is their socialization into the organization. Many employers who were raised within the Generation X period are now managing this new wave of Millennials. While this brings diversity within the workforce it can be quite challenging. Generation Xer’s tend to ignore leaders and work more for long term changes through economic, medial and consumer actions. The US Census Bureau claims the Xer’s are highly educated, while statistically holding the highest education levels among all other generations. They are active, balanced, happy and family oriented. So how does this create challenges with a generation who needs to feel nurtured and appreciated more than deserved? The answer to this question is simple. Both generations will need to shape and change for the better of the company and the ability to adapt to making the dream work. Unfortunately this does not always work out the way it could or should. Members within Generation Y need to feel “appreciated” or else they will simply move on to the next employer who will treat them better than the last. This causes suffrage among the Generation Xer’s and baby boomers because they are forced to manage against their own beliefs, values and traditions. There is a serious lack of commitment to an employer because these individuals are more self-consumed than those who came before them. They were taught from birth how “special” they are and everyone deserves a medal for simply “trying” to do their best. There is almost a time table they believed must be followed. They begin employment within the organization and after a few years of demonstrating what they believe is hard work, this should allow them to run the business. Unfortunately this is not realistic. This could also explain the constant turnover rate within companies today. These individuals prefer the ability to balance play with work. This work-life equilibrium allows them to do the things they want to do when they want to do it. The difference in values between Millennials and other generations of personnel are affecting their acceptance by incumbent workers. (Myers,...
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