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How Millennials Are Changing The American Workplace

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How Millennials Are Changing the American Workplace The American workplace is changing at a rapid pace and organizations are being forced to examine how, when, and where people work. Employment opportunities increasingly rely on social and technological abilities with less of a focus on physical labor. According to the Pew Research Center, manufacturing jobs have declined by a third since 1990; they report that the majority of people feel the most important abilities are critical thinking, communication, and interpersonal skills. Context states that millennials are the largest generation currently employed and that by 2025, three out of every four workers will be millennials. Additionally, the average tenure for a millennial is two years, …show more content…

Millennials are eschewing the traditional top-down management structure and moving to a flat organizational structure with a more democratic approach to decision-making. Flattened organizations have fewer titles, but millennials believe that true leaders don’t need titles and can demonstrate their ability by leading a project or campaign. Leaders are defined as communicative, have the ability to share their vision, and identify how those tie into the work they are doing for the organization and for …show more content…

They are not afraid to take risks and believe that succeed or fail, they are in it together. Millennials feel that the attributes that are most important in the workplace are passion, energy, excitement, and skill set. Millennials are less inclined to follow a traditional 9 to 5 workday schedule. Whether you need to go to a doctor’s appointment at 11:00 a.m. or meet with your plumber at 3:00 p.m., millennials will not care as long as you maintain your productivity. A recent study by Millennial Branding found that 89 percent of millennials would prefer to choose when and where they work rather than being placed in a 9 to 5 position. The same study found that 72 percent of those in “regular” jobs would prefer to quit to be independent and 61 percent say this will happen within two years. Being able to shape and make a contribution to where you work is important to millennials. To a generation used to instant replies, messaging, and tweeting, annual reviews are seen as a thing of the past. Most millennials seek immediate feedback weekly or as soon as projects are completed. They want a mentor, not a

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Julie Hanus wrote the “The Kid in the Corner Office” which made many assumptions about our generation in the workplace. She simply thinks that we are self-centered and generally only think about instant gratification and ourselves. Which she believes makes us near useless in the workplace, because we are afraid of taking risks. She also believes that our generation has become one that skips from job to job in search of more praise from management. Counter to this Hanus states that our generation is loyal to our employers.

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According to Professor Jeffrey Bosworth, in his editorial “Hunting for Hope in Modern America,” he discusses the “screwed” millennial generation and the potential they have to be successful, despite current existing United States problems. Bosworth explains this from three different perspectives: the current issues in America, the positive attributes of the millennial generation, and what the millennial generation should do to succeed. In Bosworth’s opening proposition he elucidates the “[millennial] generation is screwed”. He expounds the millennial generation is predicted to “do worse than the previous generation”.

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The study found Gen Y are tech savvy but not great team player, Gen X are entrepreneurial thinking but rank low on executive presence and boomers are team player and loyal but do not adapt so well (Giang, 2013). 78% of the responders agree member of Gen Y are believed to be the most tech savvy who know how to utilize social media to leverage opportunities. 68% of the responders agree that this young workers are most “enthusiastic” about their job. In contrast, Gen Y scored lowest on being team player, hardworking, and productive part of an organization. More Gen Y were interested in how to get a promotion compared to Gen X or Baby Boomers (Giang, 2013).

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Ever heard of participation awards? This emphasizes their point to the intended audience because they are adults already in the real world and they all know that simply giving effort is not how one succeeds in the today’s world. Students value these three things the most while looking for future employment, “opportunity and self worth,” “challenge and responsibility,” and “freedom on the job,” but does not align with those of future employers and professors therefore creating an augmented reality of their future. Thus, further reaching out the intended audience because they see these Millennials entering the working world and expecting to start at the head of a company. Adults can relate to this because they understand the hard work it takes to become a top guy in a company but on the other hand, Millennials do not understand what it takes.

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“The Beat (Up) Generation: Millennials’ Attitudes about Work” is an article written by Abby Ellin and published in Psychology Today. It talks about the generation born between 1982 and 2004, how they react to working around the older generation and why they are hated by the older generation. The millennial generation was born during the rise of technology. They can do a lot of work remotely and not have to work as hard because of all the technology they have access to and the boomer generation doesn’t understand it they equate working hard with time and physical work. The boomers feel that millennials are just lazy and have no respect.

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But millennials also possess some characteristics of the previous generations other than the G. I. Generation which shows how previous generations will have an impact on the characteristics of the millennials. One characteristic of Millennials that is not impacted by the previous generation is that they are tech-savvy. Millennials grew up with technology, so they rely on it a lot to perform certain tasks. Millennials are also very goal-oriented which are like the people in the Baby Boom Generation. A lot of millennials are raised from parents that were born in the Baby Boom Generation and they have influenced them into setting high expectations in the workplace, seeking new challenges, and questioning an authority that goes against their values.

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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

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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

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Companies will also need to anticipate and assess which new skills and training older employees will require, particularly in the realm of technology where they may feel less comfortable than many of their younger colleagues. The federal workforce is building toward a potential retirement wave in coming years, with more than a third of career federal employees projected to be eligible for collecting their end-of-career benefits by September 2017, compared to just 14 percent at the same time in 2012. The dynamic of this workforce is the wealth of knowledge, skills, abilities, and experience that will be walking out the door never to return. Millennials will make up 50 percent of the U.S. workforce by 2020 and 75 percent of the global workforce by 2030. At issue is how to attract and retain

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The influx of startups and small businesses forces employees to take on more roles and have more responsibilities, this empowerment is directly quoted in the article “I could only dream about that kind of experience in a larger city.” (Eichengreen) Millennials are drawn to a connection, both with their company and the community. The textbook calls this “Employee Empowerment” and states that because companies need to be more responsive to their customers they are seeking out employees who have interpersonal and communication skills and giving them more autonomy. (Ch. 1; Employee Empowerment). Furthermore, Colorado Springs’ cultural scene is growing, and young professionals are interacting with their surroundings and finding

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540 Words | 3 Pages

This means they will make more realistic choices when faced with major decisions. They are also more ambitious. They don't want to be a part of a company, they want to own a company. This gives them the initiative to want to change the world. Another major attribute of Post-Millennials is how reliant they are on technology.

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Odysseus saw all his men die in a way a human would rarely see. PTSD is when you see something tragic and can’t forget what happened and that’s what Odysseus has from all his men that die in a tragic way. Human get PTSD not only from sexual way, you get it also by seeing something you shouldn’t see like people dying in a way you wouldn’t imagine. The first cause that Odysseus catches PTSD is when he and his men went to the cyclops land.

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Implementing training programs where all generations can learn about each other’s differences can help employees understand how and why each generation works. Workshops in which multigenerational workforces can share work experience and mentor each other can assist in creating a sense of community and a supportive environment where employees can be open and share their ideas an collaborate with each other in order to better their organization. Millennials are perceived as being disloyal and quick to search for new employment when they unhappy in their work environments, but due to starting their careers during times of recession, Millennials try to maintain their roles in the workplace to remain financially stable. The main reason for turnover among Millennials is a result of exclusion, slow growth within the workplace, and limited development opportunities. Finding gratification and meaning to their work is important to Millennials so that they can excel and be productive in the workplace that is supportive of their work.

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Sinek references that his own protege is considering quitting, because their work is not impacting anyone (Sinek). The millenial in this scenario is in a constant state of impatience and cannot experience the joys of working up to their goals. The lack of instant gratification in corporate environments can discourage millennials from working long hours and this results in less employees for the workforce. The environment is not secure, everyday the media changes with new trends and statements and things like “The Floor Is Lava” and “planking” will eventually be forgotten (Paras). The millennials hurd together, but the issue is that a cohort of clueless and ignorant people will not learn anything new from each other.

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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

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