Industrial Organizational Psychology And Social Psychology

Millennials are considered anyone who was born between the years of 1980-2000. Most other generations such as the Baby Boomers and Generation X look down upon millennials because of how the world reacts to millennials qualities. Baby Boomers was anyone born between the years 1946-1964, after World War II. They grew up in a time of radical changes within the world that destroyed the people’s trust in

The Millennial generation is a time period that has been strongly influenced by the recent and upcoming changes that surround us everyday. New technology, major events and pop culture are advancements that have led to a diversity that will heavily impact the approaching generations. Currently this is a time of equality, improvement and optimism. Being a Millennial means to take risks and push boundaries for the purpose of growth in our society.

Many employers are challenged with handling the millennial due to the lack of proper understanding of this generation since there is plenty of myths, propagated through anecdotes and assumptions. However the separation of the myths and the facts is important for an organization so as

The Millennial Generation, born between 1977 and 2000, are the children of Baby Boomers. Mark Bauerlein says, “The 18-year-old

Conflict between baby boomers and millennialMillennials refers to those born between the early 1980s and 1990s and also include those born in the early 2000s. They are also known as generation Y. They have been described as lazy, prone to jumping from job to job, and narcissistic. Millenials want to have flexible working schedules focused on materialistic things and are open-minded. They are avid consumers and highly sociable people. They are also open to change, and require supervision at the workplace.

Baby boomers like work and they have a strong work ethic. This generation group have a positive attitude towards work and are not afraid to toil hard in the workplace. The baby boomers obtain their satisfaction and self-worth directly from career and professional achievements. Due to the dedication and positive attitude that this group has towards work, it may be challenging for them to establish a working balance between home and work. On the other hand, the generation Xers lack the workaholic attitudes that their boomer parents have. They do not prioritize work and the Xers tend to have a negative attitude towards work and may change jobs frequently. Generation Xers are treated as the slacker generation. Their diverse attitudes towards work are attributed to the concept of developing a life/work balance. Generation X question the authoritative figures in the workplace (Lyons & Kuron, 2014). The millennials or generation Ys are the current groups of workers regarded as a global-centric generation. The millennials are predicted to make approximately half of the workforce globally by 2050. The millennials are lazy and see work in a slightly different way compared to the earlier generations.

The millennial generation is defined as the generation of children born between 1980 and 2000. This is the generation of young men and women fully committing themselves to personal aspirations. Time Magazine published an article titled “Millennials: the Me Me Me Generation,” which claimed millennials are lazy, self-entitled, self-obsessed narcissists. Yet, millennials are also known for being realistic.

Human capital itself is one of the biggest competitive advantages in this day and age. Having the right people performing the right job creates a valuable synergy. As the general workforce is changing, organizations that want to sustain a competitive advantage must take different approaches regarding their human capital. “Five generations are going to be working together in the workforce by 2020 – that’s certainly a first” (Fry 2015). Additionally, millennials now make up 25% of this workforce and will make up 50% of the global workforce by 2020 (PwC 2011, 3). Different people, and specifically different generations, have different motivators, both intrinsically and extrinsically. Baby boomers and millennials have significantly different opinions of jobs and careers. Excellent leaders will need to be able to identify and exploit different drivers for their employees in

Replacing Millennials with baby boomers is a problem because they do not want to take on the traditional style of work and life balance. Because of this, Millennials are more than likely to resign from their high-paying positions. Graen & Grace (2014) used the word “traditional” to describe the work life Millennials try to avoid. “Traditional” means repetitiveness of tasks performed at home and work. Millennials leave their high-paying positions because their daily routines of going to work and coming home each day seems boring to them. In the work setting, Millennials become uninterested in their work routine since they have already acquired all of the skills and knowledge required for their positions. Millennials have the urge to work outside

Millennial joined the workforce between 1980 and 2000. Millennial prefer to work in a team for projects rather than working individually. This generation of worker prefers to make friends at work and work well with diverse co-workers. Millennial have a can-do attitude but often require frequent feedback some as often as daily. This generation of workers also prefers step-by-step instructions or direction on how to complete an assigned task. They desire leadership and structure from their older co-workers.

Since this generation in unique in this respect; employers should look at ways by which they can make the workplace conducive to the Millennials if they have to

A millennial is someone who was born between the times of the early 1980’s until 2000. Millennials have been characterized as being lazy, entitled, and self- obsessed narcissists but that is not who they are. Although most generations sees millennials as unruly they are truly not. Millennials are the most civic oriented, compassionate, progressive, confident, diverse, team oriented, and practical and result oriented all the traits that a proficient servant leader should behold.

Although many millennials are too absorbed in technology to work efficiently, the younger generation is a vital addition to any workplace. The modern society of advancement has raised millennials to believe that a higher education and a successful career are essential early in life. Society expects millennials to complete their education and pursue bigger aspirations, such as a successful career, without taking a pause for more philosophical actions. A fast-paced world has created a societal standard of hard work and long, conventional careers in most of the previous generations. However, the increasingly advancing world around the millennial generation pressures the job-seeking recent college graduates to live at a high societal standard and obtain success through a stable career. Due to the advanced society of high career-oriented standards and the effects it has had on millennials’ aspirations, the younger generation is determined to become successful soon after graduating from college, creating a strong work ethic that is beneficial to any company despite the generation’s saturation in technology and weaker endurance in the cutthroat world of modern business.

“The number of employees over the age of 55 has increased by 30 percent; however, the number of 25- to 54-year-olds has only increased by 1 percent” (Claire, 2009). In 2008 the eldest of the 77 million baby-boomers turned 62. Estimates are that by the end of the decade about 40 percent of the work force will be eligible to retire. As people begin to reach the age of retirement there may be not be enough new employees to fill the gap (Clare, 2009). Companies need to find ways to attract Boomers and Millennials. Companies that want to attract Boomers and Millennials need to be creative in their culture, HR policies and work environments.

GEN Y ( Also called as Millenials):Millennial have grown up with technology and are comfortable with change. They value skill development and enjoy the challenge of new opportunities. Millennial are able to multi task, they want the flexibility to work where and when they want so that they can pursue their outside interests.