Gen Y in the Workforce

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QUESTION 2. Analysis of Generation Y
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B) Commentary to the HBR case study

I see their problems first as related to poor communications skills, and secondly a generation issue. Mental models of GenY´s and GenXes are not necessarily vastly dissimilar, especially if compared to the dinosaurs from the Baby Boomer generation. Nonetheless Sarah and Josh are encoded with quite different value systems, leading them to see and expect different things. Sarah, as the leader, is ultimately responsible for dealing with the situation establishing functioning lines of communication. Modern leadership emphasizes the importance of identity; how people view themselves. Merely managing the interactions between people is insufficient. Attending to own and subordinates identity construction is a vital leadership task. “…Perhaps the future has more influence and imposes more obligations on us than the past, the unknown more than the already known, the as-yet-untried more than the tried and rejected, the still-to-come more than the what has already happened, the possible more than what has already been” (Javier Marías, Your Face Tomorrow‬, 2002)‬‬‬‬‬‬‬ “…Perhaps the future has more influence and imposes more obligations on us than the past, the unknown more than the already known, the as-yet-untried more than the tried and rejected, the still-to-come more than the what has already happened, the possible more than what has already been” (Javier Marías, Your Face Tomorrow‬, 2002)‬‬‬‬‬‬‬ Leadership is a contextual exercise and Sarah needs to accept and adjust to the situation. Sarah´s self-image is somewhat distorted image out of touch with the organizational reality. She clings to the identity as “creative” while she in reality mainly is what she tries to repel “… an established suite”. Her role in the hierarchy is as she describes it herself to “…manage the people…”, that...
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