Under Armour: Business Analysis

Prepare to hire a young generation will help Under Armour save a lot of money and time in the future. According to Gayeski (2015), the most talented young people in high school and college today may not be interested in traditional jobs and it's going to take innovative communication and collaboration strategies to recruit and retain them. Therefore, the company needs to understand how to drive this generation to work efficiency for the company. Traditional jobs in youth’s perspective when there is no separation between “work” and “personal life” because in the past, everyone worked in the family or community of farming business so they were constantly contacted with their friends and everyone knew each other’s skills or unique contributes.
They are much less likely to leave for other opportunities if they have friendships at work and affordable and pleasant housing situations. They’ve invested in their college educations. This is why they seem demanding and impatient for raises, promotions, and other types of recognition. Not only does life happen more quickly for them, they’re under greater pressure. Many of them face US$1,000 to $2,000 college loan payments each month and their parents have made huge sacrifices and put great pressures on them to succeed. Therefore, they crave personal and professional development even more than salary because they recognize how quickly knowledge and skills become outdated. And, they’re prepared to job-hop; in college we tell them they’ll likely have dozens of jobs in their lifetimes and probably change their entire career once or twice. So the company should give maternity or paternity leave aligns with this group’s desire for flexibility and availability to family. And also medical and dental benefit is another way to show young employees that they are valued and the company cares about