|17/12/2012 | I) Introduction:
In today’s world, Baby Boomers, Generation X and Generation Y are the three most common working generations. However, for the next few years, Generation Y will be the dominant group above them. By this reason, it has become more important to understand Generation Y’s employment motivations and attitudes for the employers. Generation Y (which is also called as millennials) includes the people who is born between the early 1980s and the early 2000s. By the broadest definition, it accounts for approximately 21 percent of the overall workforce today. The people in Generation Y are the fastest-growing segment of the workforce. They are also known for their optimism, education, collaborative ability, open-mindedness, and drive, Generation Y are the hottest commodities on the job market. In the 21st century globalization, the best way to success in business life is to have motivated, satisfied and loyal employees in the company. Thus, workforce motivation has become a competitive factor to all industry whether it is in the manufacturing or service sector. According to Raines, you would stand to win in the hypercompetitive business environment of the 21st century if you can understand how to maximize the talents of the new generation (2002). To do so, many managers are struggling to formulate a workable strategy to select, hire, train, and retain the Gen Y workforce and develop a well balanced plan to motivate and keep the Gen Y in their workforce. The focus of this research is basically Generation Y and their attitudes, beliefs, expectations and habits in the working environment. As we witnessed until now, their workforce has been marked as money-driven, entitled, high expectations from employers, know it all, and want it now group of people. This research paper seeks to identify what factors the Generation Y...
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