Generation Y Management Research Paper

Management Research Paper
Organization of Gen Y Employees
By: Nurul Shafiyyah Zahra
1701320466

Generation Y or also known as the millennial generation means are the generation of individual that are born during the 1980’s and early 1990’s. The generation Y is also refers as the “echo boomers” because this generation is the descendants of parents born during the baby boomers. Generation Y individual also known to have an access to technology such as computers, cellphone, etc. the access has been there since their youth. Therefore due to the influence of technology it requires the employer system to update their hiring strategy. This changes is require due to the technology and to be able keeping the hiring strategy up to date.
There are 10 points that are stated about the generation Y on how to recruit, hire and retain from generation Y. The point are include, nurturing corporate culture which means that generation Y’s individual view that having good and strong friendship with co workers and bosses are extremely important, the aim of this action is simply they wanted to be comfortable in the working space and also have support in terms of staying longer in jobs. The management style of theory Y for gen Y are also need to be consider into formal and informal forms through organization wide mentoring program. Secondly, job flexibility which means the generation Y wanted a remote work options because mostly the generation Y has perceive that never-ending intersection of work and life. The generation Y wanted the job to be excitement and able to work in different environment and they are not too excited about working in cubicle. They believe that job must design to accommodate personal lives not the other way around. Thirdly, challenging work, which means that generation Y are wanted to be challenged, because the individual that are in generation Y are consist of individual that are graduating collage with a dynamic mix of academic and work experience that are contributing from day one, therefore it excite the generation Y when they experience challenged. Fourthly, a professional and personal growth opportunity, which means generation Y believe and value a lifelong learning but on the other hand they tend to get bored easily and wanting to seek new things. Therefore they wanted or expected the work place offer tuition reimbursement, sabbaticals and growth opportunities. Fifth, volunteering options, which means generation Y, wants a chance to become a volunteer in order to have a commitment to bettering the world around them. This allows the generations Y to continue encouraging their effort and having an organization culture that are support the value. Sixth, competitive salaries, which means generation Y they wanted or expected their salary the same as their contribution and helps them pay down the debt. The want their salary equal as their contribution, usually this is are being expected by the fresh graduated generation Y. seventh, advancement opportunities which means that generation Y are seeking for employer that have plan for success. They examine and create new ladder in order to guides the younger worker to establish success and steady progression in the organization. Eight, recognition programs means that generation Y is use to being praise and recognize in their families and they expect their reinforcement and recognition in the working space. Ninth, business casual means generation Y are wanting to be more expresses through their comfortable business attire that did not want to be demand to wear certain things, although at the end of the day it does not really matters but they expected the comfortable in the working area. Tenth, entrepreneurship programs, which mean that generation Y, are focus on entrepreneurial, they like to make planning and start their own business.
The idea of recruit, hire and retain the best of generation Y has ten-work space issue that are important. Generation Y are considering as independent minded and tech savvy employee. Changing the way hiring strategy is important in order to make the generation Y work productively and also gain employee, this also means essential to the success of the recruiting and retaining generation Y employee and also the organization success as well. The principles of generation Y are they value simplicity, accountability and transparency. Simplicity means is the key for the generation Y in orders to success their plan, they usually implanted everything when designing a succession planning process. Transparency in the eye of generation Y means, it is a critical element in order to successful growing talent. The generations Y are being expected to have transparency.
Over the year generation Y are mostly known as freedom and respected demanded generation. This has been proven, that in the last 10 years 75% of the North American workforces are contained with the generation Y employee. Therefore it create a significant challenges and issues. One of the major issues that are face is how the generation Y prepares to work independently and take on leadership roles at the levels of the society perceive. There are three obvious points that are stated for the generation Y which include generation Y entrepreneurial, which means that this generation likes to go through reasoning before deciding on something. Another point is generation Y is consider as having too much ambition therefore it create impatience and disloyalty. Generation Y have an impatient and entitle approach on their career advancement. Investing time and also developing personal skills are appearing to be one of the medications to the impatience displayed by generation Y employees. The last point that are stated about generation Y is the employees wanted the freedom to be innovative and they wants their ideas to be listen. Since generation Y is a younger generation they wants to share their new perspective. Based from the three points that are stated about the generation Y, it can be conclude that generation Y is an ambitious, impatient but also a promising generation that eager to gives new ideas and perspective to the traditional operations.
Generation Y are consider as the youngest to enter the working force, and this generation are also consider to be the most formally educated generation. The characteristic of the individual of generation Y are consider as practical, enterprising and socially, culturally and environmentally aware and connected. This means that generation Y are consider as pragmatic individual and tend to concern on things that are relevant. The individual tend to be more comfortable to have the reason in doing work rather than not have reason at all. Generation Y is also views, as the creative, innovative and resourceful generation, which means the individual, can be highly competitive. This trait can turn into something neither positive negative implication for the organization that are involve with. Generation Y are also known for admiring diversity and thrive on the diversity it self. They are considering as the least racist and more acceptable generation. This generation are also consider as highly conscious about the environment and society. Another thing about generation Y is, the individual of generation Y are consider as sociable and highly appreciate of their friendship and connection that the individual has been created.
Generation Y are being recognize as the survival of the business, it is because that during the downturn of the economy, generation Y is becoming the support because this generation are consider as the least expensive employee to hire and he generation Y it self are consider to have a major benefits. Apart from the support that generation Y provide, the individual that are appear in this generation are continuously bringing new skills and innovative ideas that able to help the organization into becoming more aware and have a great deal of ways in dealing with difficult situations. Based from history witness, that all the four generation are working well in one whole organization and each organization needs a bridges that able to connect the generation gaps and also embracing the individual that came from the younger generation in order to reduce the operation cost.
Generation Y are consider as different from the baby boomers or the generation X employee, it is because their behaviors toward work and the expectation that are created are differ from the previous generations. There are nine proven strategies that are stated in order to manage the generation Y employees, which include hire the individual with right message, be quick and turn the employees into knowledge worker, practice, help the employee understanding and responsibility in the organization, encourage them to care about customer service, teach the employee to managed themselves and to be managed, retain the best individual from generation Y one day at a time and lastly build the next generation of leaders.
There are ways in order to keep the generation Y employee motivated. The first one is by personable and friendly relationship, which means since generation Y are consider as sociable individual they valued a good and strong friendship with the individual around their work space, therefore this points is important because they want to feel good around the people they work and having a friendly working environment is one of a way to be excited about their work. Another point is team activities, which means the generations Y individual are consider to valued and appreciated teamwork and support team activities. They wanted they team to achieve the goal together and also they want to have fun while doing team actives. Another point is philanthropy, which means that generation Y, is eager to be a part of the activities that have the benefits toward the society and the company supports the activities as well. The last point is, Environmental improvements which means that generation Y value a project or group activities that benefit they environment, this activity is consider as motivating and inspiring toward the employees.
There are ways in order to have a good communication with generation Y, since generation Y are consider to be technological influential, they prefer to have a communication through technology over face to face communication. This generation Y is also known as they good way on handling multi tasking. The way most generation Y individual absorb their information is they prefer to absorb small amount of information and then further the information when they feel they are ready and already understand perfectly about the previous information before gaining new information.
Generation Y are also consider as individual that are the biggest user of sites such as YouTube and Flickr. This website are popular around the generation Y is because that they provide images and videos. Which means images and videos can be consider as a way to reach generation Y. Another thing about generation Y, from time to time they appreciate a good humor and irony in the middle of the conversation. Therefore the conversation became excited and not dull. Dull conversation will lead nowhere when it comes to generation Y, it is because the generation Y has a easily bored personality.
Every positive aspect of the generation Y, there are the risk of generation Y employees, which may include, since it is important for generation Y to achieve their goal. There are risk that they might achieving their goal through cheating, plagiarize or lie in order to achieved their success. Another risk about the generation Y they are difficult to manage, that is why it is important to train the skill and also get the feedback in order to achieve the effectiveness. Generation Y are also perceive as the least loyal toward the organization, because they can easily leave and change job. Therefore it creates an impact from employment, training and knowledge management aspect and also there are the risks of leakage. Another thing about the generation Y is that they are very idealistic, which means they are willing to dismiss the typical and normal behavior for the organization. Lastly the risk is, highly connected and vocal online, which means that generation Y since they are very connected to technology it highly risk to have the messages spread around quickly around media social and therefore it hard to recover it. Media social for the generation Y is consider important that is why they are closely connected around Internet. A having a good communication with generation Y can be daunting because it the outcome can be predictable but the right communication will help the generation Y into leading the positive track.
There are several aspects of perception about the generation Y, this perception include that generation Y are appear to be spoiled or entitled, this perception are sort of true, it is because the sometimes the baby boomers parents are coddled with the children although not the entire of generation Y are spoiled. Ways in handling generation Y spoiled and entitled is by approaching the younger employee differently and provide a constructive criticism that able to create confident. The generation Y it self it need also have a reality check that the bosses are different from their parents. As an employee, they need to be willingly to learn from their mistake and also willingly to accept criticism. Generation Y also being perceive as lazy and have poor work ethic, this perception appear it because they mostly likely to find a shortcut in handling task and juggling multi task. In handling this situation it the way that generation Y work can be monitor in order to minimize the risk of having unethical behavior. Generation Y consider lazy because they are attached toward their texting, instant messaging, social network and web surfing. Although the Internet has becoming more and more productive and also efficient sometimes it being use wrongly and not in a proper time. Since generation Y has been receive to be the most expected employee in the working force, sometimes they turn out to be having poor work ethic this poor work ethic can be solve by offering flexible in work scheduling, adjusting and also developing work culture that has a positive aspect. Another perception about generation Y is they have little respect for authority, self centered, individualistic, unrealistic expectations, no committed to work, no loyalty to employers, lacking in social skills and needy. Although this whole perception may be true or not true, there are ways on handling this situation. A company is being expected to be handling this situation.
The thoughts about the generation Y perception is, every generation has it own positive and negative aspect and each of the generation it self has it own perception. This whole perception can be based from someone merits. Generation Y are consider as the employee that are beyond the cubicle, because as time is changing the generation Y did not have the same desire as the previous generation. The previous generation, baby boomers they are consider valuing the job security and benefits from the employees. Meanwhile the generations Y are more leaning toward the employability. The generations Y want to have achieved a higher path.
How the employee engagement for the new generation, there are several steps that can be consider as the important element which include embrace social responsibility, engage employees in company story and support the employees professional growth. The future that has been predicted that the workforces are becoming cause oriented and also more technological connected than ever before.
When it comes to the generation Y, there are five common mistakes that a managers make in the work place. The mistake are include the manager fail to recognize that generation Y are consider as high tech savvy, the manager fail to perceive the nuances of generation Y work habits, managers giving new employee what they desire therefore the impact is inevitable and loss of authority, overly impressed about the widespread meme about generation Y therefore it create a certain expectation or belief about generation Y. Lastly, the manager will not try to tell or show the way the work done to the generation Y.
Since generation Y are consider as the younger generation in the working force therefore it create a issue on handling certain ways with the generation Y. it makes the managers fail on handling the generation Y.
The conclusion on the organization of generation Y is, sometimes generation Y are being mistreated as not loyal to their organization, it is because that the generation Y seek for job fulfillment and aspire in order help their career growth and reach the next step. Generation Y wants a work that are balance toward their needs of individual. Therefore it creates a perception that generation Y is lazy, although on the other hand the generation Y is concern about their work satisfaction and the life outside work. The generation Y likes to use time wisely and efficiently in order to finishing their task, although they are capable in handling multi task but there are a concern that they may achieve it through a short cut ways. Generation Y also strive on getting everything right and they want to be productive as possible. The Generation Y has a different eye of priorities but they still value the strong work ethic, manner and demonstrating the work. At the end of the day, what the generation Y seeking is the ultimately fulfillment and satisfaction in order to achieve the individual pursuits.
The way a generation Y handling and finishing work may be different from the previous generation but it does not means that the generation Y doing it the wrong way, it is simply because the way the are influence each generation are different from the previous generations. That differences does not necessary bad and the individual that are working surround the working are need to be aware that in the environment there are may be two different individual that handling two different way.

Citation

How to Recruit, Hire, and Retain the Best of Generation Y. (n.d.). Retrieved May 13, 2015, from http://www.quintcareers.com/recruit_retain_Gen-Y.html
Effron, Marc, and Miriam Ort. "Gen Y Succession Planning for a New Generation of Leaders." Gen Y Succession Planning for a New Generation of Leaders. N.p., n.d. Web. 13 May 2015. <http://hiring.monster.com/hr/hr-best-practices/workforce-management/hr-management-skills/succession-planning.aspx>.
Boissonnault, Randy, and Emerson Csrba. "Gen Y Employees Want Freedom and Respect - and They Want It Now." N.p., n.d. Web. 13 May 2015. <http://www.theglobeandmail.com/news/national/education/what-do-gen-y-employees-want-freedom-and-respect-and-now/article17654882/>.
"Motivating and Rewarding Generation Y Employees." Academia.edu. N.p., n.d. Web. 13 May 2015. <https://www.academia.edu/3736192/MOTIVATING_AND_REWARDING_GENERATION_Y_EMPLOYEES>.
"What Aspect of Generation Y Interests You?" N.p., n.d. Web. 13 May 2015. <http://www.generationy.com/work-ethic/>.
"Ideas for Communicating with Gen Y Employees." Ideas for Communicating with Gen Y Employees. N.p., n.d. Web. 13 May 2015. <http://www.snapcomms.com/solutions/communicating-with-gen-y>.
"Perception vs. Reality: 10 Truths About The Gen Y Workforce." Perception vs. Reality: 10 Truths About The Gen Y Workforce. N.p., n.d. Web. 13 May 2015. <http://www.quintcareers.com/Gen-Y_workforce.html>.
"5 MISTAKES MANAGERS MAKE WITH GEN Y IN THE WORKPLACE | The Mindset Lists of American History." The Mindset Lists of American History. N.p., 06 Jan. 2013. Web. 13 May 2015. <http://themindsetlist.com/2013/01/5-mistakes-managers-make-with-gen-y-in-the-workplace/>.
"Generation Y Work Ethic." Generation Y. N.p., n.d. Web. 13 May 2015. <http://www.generationy.com/work-ethic/>.