Preston Chiew Baby Boomers constructed America in the 1960s, and soon the Millennials will get their chance. Baby boomers are currently the largest generation of active workers. Research has shown that boomers identify their strengths as organizational memory, optimism, and their willingness to work long hours. Many earned, many still earn high incomes. The millennial generation, born between 1980 and 2000, are starting to enter businesses in large numbers. However, they do not have the same views and values when working compared to the Boomers. This Boomers grew up in organizations with large corporate hierarchies, and Millennials grew up with management structures and teamwork based job roles. By 2025, millennials will make up the 75% of the workforce replacing the Boomer generation. But, are they ready for the workforce and is the workforce ready for them? I think they would be ready if businesses are able to change and adapt towards them.
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
Upon reflecting on the three main generations that comprise the workplace today, a few differences emerge. “Baby Boomers” grew up in a time when movements were prominent, the Vietnam War occurred, key figures were assassinated, the Watergate Scandal occurred, and television was introduced (Twenge et al., 2010; Schullery, 2013). Overall,
The Influence of Generational Issues in American Work Settings Most Americans are very opinionated on all topics i.e. religion, politics, sports, etc. It has been made pretty clear that the Baby Boomers think that they are always right compared to what they consider the future generation, Millennials. We are
Working with the Tethered The so called millennial generation, also referred to as Generation Y and commonly called the Net generation, due to the effect of the internet, are made up of citizens in the United States born between the years 1978 and 1999. This generation has become very familiar with technology because they have grown up with it. They were raised with this new technology such as e-mail’s, instant messaging, and even cell phones. Not all of these new devices have been helpful. In the workforce specifically things have changed especially with communication. Many business had to change their ways of “running the firm” to adapt to the new generation. Business are struggling to adapt to their technological ways, and the effects
Introduction Over the past 100 years, many analysts can see evident a rise and decline of the United States population. Looking further into the demographics there are currently 73 million millennials aging from 18 to 34 that will soon account for one in three adults by 2020 (Catalyst, 2012). However, despite the increase of millennials, the overall U.S population continues to grow older. Retirement is a subject of the past in this decade and many over the age of 65 are living and working longer thanks to better health and stability in jobs. In fact, the population of older Americans is expected to more than double by 2060 (Catalyst, 2012). Looking at these statistics overall, we are seeing an increase in both generations meaning they are most likely going to have meet face to face within the workplace. This in result, has made it possible to have five generations in the workplace simultaneously. This is truly remarkable and can have a great effect on a business. Looking in the past at how much has changed in the few years, there was only 10.8% of the 65 year old crowd still working in 1985. Presently, thanks to the U.S Bureau Labor Statistics predicts for the year 2020 will comprise of 22.6% of 65 year olds still working (Ganett Company, 2014).
There are many challenges facing managers and leaders in current workforce. The variety of cultures, races and generations in today’s environment is making work harder. “Managing will also get even more difficult because of globalization, multi-generational workforce, dependency on technology, unethical behaviors and practices.” (Kaifi,2013,pg.217). In this paper I will talk about the three generations that we have had over the past sixty years – the Baby Boomer Generation, Generation X and the current Generation Y, known as Millennials. This rich mix of generations in the workforce can be attributed primarily to labor shortages experienced in many industries and the rising average age of retirement.
As the globalization of work continues and the generational age groups change, the focus on understanding and “leveraging” the skill differences between the groups is becoming more and more critical to the success of a business. Organizations must continue to motivate and engage this multi-generational workforce for the best performances.
The Millennial employee is most productive in a work environment that is flexible and allows the employee to be innovative and creative. The millennial employee in USAREC works in a very controlled environment where every detail of
“For the first time in history four generations work side by side in many organizations (Hickman 474). Currently you have the traditionalist, Baby Boomers, Gen X, and gen Y all working together. In my professional career, I work with all different age groups and I can noticeably see a difference between the different age ranges. Many of the older employees are less engaged, but there for that a pay check, typically they are less likely to push the boundaries but rather fall in line with what is expected. The younger employees are looking for a better work life balance with that being said when they do work they produce large
In a work environment everybody wants to climb the totem pole. For Millennials, they want to rise to leadership without working too hard for it. They are trying to reach the leadership positions as fast as they can and at times they are unprepared for the position they enter because they have not experienced enough along the way. Where Millennials are too fast to rise to leadership, people considered to be Generation X, who are known for their hard work ethic and experience are often complacent in the workplace. Though they gained their experience (unlike Millennials) by working their way up the chain of command and gradually paying their dues and though they also do not expect to be handed a higher position, like Millennials who feel entitled to higher positions in the workplace, they are also not as motivated as Millennials. (Bresman)
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
Millennials tend to be technologically advanced and eager to learn. They also value social responsibility and team-work. They are often seen as impatient and quick to express opinions without having all of the data. Millennials are quick to jump-ship if they do not feel if they are progressing fast enough, often at speeds that might be seen as unreasonable. Dayan (2005) says that about 5.6 million Millennials are about to enter the employment market. Millennials are said to be the most challenging generation for employers.
Managing Millennials in Today’s Workforce Many changes are happening in the workforce today. Our labor environment consists of multiple generations, which creates fundamentally differing approaches to everything from work ethics, business management, and co-worker cooperation. The most recent generation, commonly known as “Generation Y” or the “Millennial” generation, is slowly taking over the workforce. Because they bring with them a radically new mindset and opinion of labor, the global business infrastructure should be modified to not only accommodate “Millennials,” but also to remain sympathetic to the business practices characteristic of previous generations. Doing so will provide more harmony and productivity among co-workers of different generational backgrounds.
As Millennials continue to grow and dominate the workplace, leaders must identify the factors that will create the next generation of global leaders and how to effectively tap into the vast reservoirs of technological knowledge Millennials bring to the table. This speech will outline the relationship of cause and effect