Millennials: Intergenerational Issues In The Workplace

This could be because the world is changing and the Boomers don’t like change and the Millennials are the

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”.

The Millennials As time passes each generation has its mark on the world, and things change. Every generation has its nickname, for those who are 46 to 64 are called Baby Boomers, 30 to 45 are Generation X, and finally 18 to about 29 are the Millennials. Each generation has left its mark on the world and since the Baby Boomers fashion, cars, and communication has all evolved and grown. The Millennials have impacted the world with their internet use and how they share everything.

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.

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

Have you ever thought of reading a guide about how to deal with a certain group of people, at work? Would you read it if it was written by someone with experience in your field? Well, Kathryn Tyler, a Generation X freelance writer with a background in human resources and training, wrote “The Tethered Generation,” which was published on May 2007 in HR Magazine, an article that suggest that human resources professionals should learn how to manage, ahead of time, incoming millennials, us, in the workforce. What would you think, millennials? Tyler is able to reach human resource professionals, the readers of HR Magazine in a way that compels them.

On the other hand, Millennials may not have the same opportunities as the generations before them, and they may

“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.

Businesses have reported challenges in integrating the Generation Y employees into the Baby Boomer culture. The Generation Y, also known as the Millennials form the latest generation of workers entering the job market. However, dealing with them is quite complex, which means managers balance both the expectations of the millennials and company objectives to achieve optimal performance and productivity. This report seeks to provide insight on recruitment, management, and retention of the Generation Y employees to Baxter Electronics, a Chicago-based software manufacturer. This report will also discuss the characteristics of the Millennials and provide recommendations for managing and retaining them in the workforce.

Each generation will have the same drive to become successful, but will face their own battles that will make success hard to

Millennials are people born in the 1980s or 1990s, also known as members of Generation Y. By many, this generation is viewed as dumb, lazy, and incoherent. Despite all of these accusations, after reading numerous sources, it is evident that the claim that the under-thirty generation is the “dumbest” is inaccurate because Generation Y has to adapt to more things at a quicker pace, has a financial struggle that is almost unbearable for young adults, and has to compete with other ambitious job applicants for the same position. To begin, in “The Value of Millennials: That’s my generation” by Claire Whitley, it is inarguable that Millennials have to overcome and adapt to more unexpected changes and developments than generation X had to. Many

Rationale and Problem Justification Poorly managed, an organization can experience high employee turnover rates, and encounter increased conflict when people from various generations are working together (Jeter, 2008). The United States of America K-12 public school workforce is comprised of the four generational cohorts: Traditionalist, Baby Boomers, Generation X, and Millennials (Lovely and Buffum, 2007). Organizations and organizational leadership could reap performance benefits from developing a better understanding of the phenomena of managing in multigenerational work environments (Paris, 2008). Existing leadership styles will change as organizational leadership steadily transitions from a Silent or Traditionalist workforce to one dominated

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

 Ensuring the reward system that is based on performance and not on tenure.  Motivating younger employees to work together with older employees.  Incorporating ‘Teamwork’ within organization. In addition, organizations can create an environment where both generation employees can share their ideas and can work as a team.

The generation gap is the process of desolation of understanding between people of different age category. It influences such various areas as preferences and ideology that cannot leave the world indifferent. There is common belief that people avoid each other only in order not to have a conversation where the big argument could appear. Thus, this essay will help thousands of people to identify the cause; of generation gap 's appearance and its effect on society, which, by observing all the factors, can combat the misunderstanding amongst the generations. One should note here that the history turns back to the 1960, where first "baby boomers" appeared.