The Impact Of Generational On American Work Settings

In the article “A Generation of Slackers? Not So Much”, by Catherine Rampell, the author analyzes and challenges the popular stigma that Millennials are the laziest generation to have ever existed. Rampell begins her article with a staggering fact: “The unemployment rate for 16- to 24-year-olds is a whopping 17.6 percent” (Rampell 388). And according to seventy-five percent of Americans, “Today’s youth are less virtuous and industrious than their elders” (Rampell 388). This may seem like an incredibly high percentage of Americans, but you might be astonished to learn that even “Two-thirds of millennials said older adults were superior to the younger generation when it came

Multigenerational differences, informal learning, and knowledge transfer in the workplace are three topics that have always been of interest to me. As a professional training specialist in the utility industry, I took notice of a few organizational trends, which spearheaded my decision to focus on informal intergenerational learning and its influence on knowledge transfer. The first noticeable trend was the constant demand for formal learning solutions designed to meet the needs of a multigenerational workforce. I assume that the intent is to ensure that all employees regardless of the generational group they belong to, would have an opportunity to learn new knowledge and or a new skill. For the record, in a typical utility organization, the design and development of

Youngsters, nowadays, are tech savvy or computer literate. Adults call these youngsters the “Millennials”. Millennials grew up with what technology can offer like personal computers, gadgets , and the internet. Positive and negative effects, advantage , and disadvantages will always be present.

According to Washington State University (n.d.), traits of Millennials often include individuals that are: diverse, multitasker, group-oriented, collaborative, confident, value lifestyle, and impatient. These traits can be both a strength and weakness to their overall learning. The ability for Millennials to be multitaskers, collaborative, diverse, and group-orientated can be a strength in their overall learning ability. Many courses and programs allow for group-work and many students not only go to school, but work part or full-time jobs, which makes being able to multitask responsibilities a key component to many students success. However, one weakness is the Millennials impatient tendencies, their high value of their lifestyle, and their value of peer opinion, which could allegedly be a weakness to their overall learning ability (Washington State University, n.d.).

Millennials are categorized in many differ ways. Some people believe Millennials are lazy and narcissistic while other people believe they are more open-minded confident, self-expressive, liberal, upbeat and receptive to new ideas and ways of living. This starts different disputes between individuals. For example, Hasan Piker argues Simon Sinek statements made in the video, “On Millennials in the Workplace.” Sinek uses his motivational speaking skills to persuade the audience that Millennials, people reaching young adulthood in the early 21st century, are catered to and entitled. He uses four examples that back up his reasoning: parenting, technology, impatience, and environment. In contrast, Piker responds differently, believing that Millennials work for their status. Piker argues Sinek’s views about Millennials in the video “Young Turks on Millennials.” Both Sinek and Piker use different rhetorical strategies to entertain and persuade their audience about Millennials.

Now a days our generation spends about almost every hour of the day on their smart phones or tablets. You can see them texting at a restaurant while their having lunch with a friend or even driving as they look through their social media like Twitter and Instagram. Many people have always wondered why we're like this, but its actually very simple. Like Josh Sanburn states in paragraph nine, “ they're deeply anxious about missing out on something better”. I can agree with this because by doing this millennials gain confidence and they're also able to compare their lives with others like for example the Kardashian family or even people like Miley Cyrus.

Millennials bring advantages in the workplace when it comes to the use of technology. They are the generation who knows how to use the high-speed and high-tech devices that are being produced. The journal “Understanding

The article I found on the website http://www.marketingteacher.com/the-six-living-generations-in-america/) states, “Millennials were raised in a digital environment and prefer to retrieve most of their information from the internet.” I am a member of Generation Y, and I agree with this statement. My generation likes to receive information in real time. I believe that there lies some truth in all stereotypes. My generation has a totally different mindset than our parents did. My parents are Baby Boomers and they placed heavy emphasis on education and working a job for thirty years. In today’s society, that way of thinking is not the best formula for success because the world has changed. My grandparents were from the GI/Mature

If we take a look at my generation and previous generation one this is unmistakable, each generation possess individual values, attitudes and goals. After reading the article Gen Y in the Workforce by Tamara J. Erickson it became obvious to me that there is a generation gap between the traditionalists and generation Y. I believe a number of things play a role in this gap one of which I believe is the help my generation has received from previous generations.

Millennials are growing up, and they start to have a bigger influence on “America politics, culture, and ideas” (Gillenspie 14) than the Silent Generation (1929-1945), the baby boom (1945-1961), and Generation X (1965-1980) respectively. Similar to the old generation, millennials praises people who work hard, “a figure similar to that of older Americans” (Gillenspie 17). Though, rather than constantly supporting a specific political party like the older generation or their parents, millennials pay more attention to whether “a party consistently puts together candidates and platforms that reflect their values” (Gillenspie 15). These values most relate to attitudes toward cultural issues and practical problems instead of political ideologies.

Millennials are seen as people who are always on their phones who only care about Instagram and other types of social media but this makes them tech savvy they have global marketing at there fingertips, when people say that millennials want to much there only making the point that millennials don’t settle making people having to adjust to them, Millennials are not going to change the world is going to have to change for millennials not because they are stubborn but because they settle for no less than the best.

Personlly it is always interesting when comparing what different generations have to offer in the workplace. I have a few freinds who graduated a few years ago  and they are still looking for jobs or at least jobs with benefits. However, it is hard searcging for a job with no experijence and the only way to have experience is to get a job. So people who allready have years  of  experiece or baby boomers realistically speaking seem like a better or safer choice. When my parents were younger it seemed as if all you needed was a willingness to learn and you would have a shot at a job. Unfortunately that is not enough anymore. It is funny to me that people have an attitude that millenials don't have a willingness to learn or anything to offer while

Kyles (2005) defines them as competitive, political, hardworking, and nonconformists. “Known for their workaholic ethic, Boomers will do whatever it takes to get the job done and get ahead, and they expect to be rewarded. They outnumber all generations and hold a majority of management-level positions. They are also approaching retirement and are heavily concerned with financial and job security” (Kyles, 2005, p. 54). This group is very hard working and also offers a lot of wisdom that can be beneficial to those of the younger generations.

A multigenerational workforce can present many challenges for organizations of today and are fast becoming a prominent issue for Australian HR managers. An ageing workforce and continual technological innovation are the main reasons attributing to the issues associated with a multigenerational workforce. To remain competitive organizations will need to utilize such a workforce to their advantage and this can be achieved through effective human resource development. The differences between generations are known to occur due to major influences in the environment in which early human socialization occurs (Macky, Gardner & Forsyth, 2008). These

The upcoming generation, millennials, are a new type of generation. They have proven to be the most educated generation, despite the hard times in the economy. Yet they still face criticism from their elders on their work ethic. Although they seem to all be lazy and not interested in working, not all millennials are like that. They just have different values in life, and balance work life with free time. Millennials have faced a lot of criticism on their work ethic, which has many questioning do millennials have a strong work ethic. They are said to be lazy narcissistic tech addicts, who don’t take any job seriously and slack off. What most don’t know is that the economy hasn’t been in the greatest of shape, this makes work ethic hard to