No representation is absolutely true when it comes to people. Admittedly, the representation here of a Millennial candidate and Boomer takes a bit of a poetic license. It’s meant to help the Millennial keep their sense of humor, perspective and and connect with what is sure to be an older manager. Recently I read an article in the New York Times called "American Dream is Elusive for a New Generation". It states that there is a 37% unemployment rate for the Millennial generation based on data from the Bureau of Labor Statistics. This is for the recent graduate who is still living at home, surfing the Internet and trying to find a job. Keep your chin up and take action, we've all been there before.
While you are looking:
1. Exhibit a productive personal brand online. Build a public portfolio of anything you have ever worked on that is relevant to your job search. Write a succinct bio for the site and state some facts. Put it on a new website like Wordpress, Squarespace or VisualCV. Link it to your Facebook, LinkedIn and Twitter accounts that have completed profiles. Be responsible with your public brand. Don't write anything on any social site that detracts from an image of professionalism. You can be funny without looking like you're out of control. Clever writing is good, stupid behavior makes it easy to filter you out.
2. Find someone in the company who can help you. Networking is a beautiful thing. Depending on your source, you’ll find that 70-80% of jobs are found because of knowing someone in the company. Doing a little front end work can open doors and move you to the top of the pile. Encourage your parents and their friends to ask around for you. If you can connect to someone at the top of the...
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...job. There have been many employees who took a job that has been misrepresented. On the flip side, they had no idea the opportunity was even better than the manager depicted. Life gets better because you are progressing based on principles of being smart, getting results and playing fair. Your professional network will find a way to put more opportunities in front of you when you do that. No one is asking you to earn the right to be an astronaut. You're just trying to get a job in a company that offers opportunity where you will meet new people expanding your professional network. Sitting at home surfing the Internet and turning down bigger opportunities presented as a specific job is epic failure. The Internet is a wonderful tool but it’s not paying much and it may be costing you plenty. Good luck in getting a job so your journey in the real world can begin.
For an example “The common theme is a fear or a reluctance to hire people under 30, because they are unpredictable, and, ‘they don’t know how to work,’” says Cam Marston (Wooldridge). In the same way this goes along with older people seemly more intelligent, Reliable instead of collage kids which briefly explains why it’s hard to find a job in that sense. Additionally labeling helps discriminate millennia’s especially if from older employees example “Wilkie notes that it’s common for older workers to see younger workers as a threat, and take the easy way out by labeling them as somehow different” (Wooldridge). Hence the reason the older won’t like the younger because of the fear being replaced so they start shaming millennia’s. This is important because ageism is seriously a huge common stereotype in a sense people might judge you on because they feel
These three generations: Baby Boomers, Gen X and Gen Y all bring their own share of values, beliefs, thoughts and opinions, perspective and experiences to the workplace. The dynamics of the workplace is directly affected by the differences among these three generations. Today’s current managers need to understand how to efficiently manage and lead a multigenerational workforce in order to increase productivity and meet organization goals and objectives. Recently, there has been changes in the general management. From 2008 to 2013, there was some serious shift in Gen X and Gen Y moving into managerial roles. According to Matthew Golden from Biz Journals, the most prominent change was 87% of Gen Y moved into more managerial roles compared to
The first step to get a job is deciding on the kind of job you want. You need to look at the type of job, the location, the hours and the pay. The second step is to ask yourself “What do you have to offer an employer?” “What kind of skills do you have?” Then you develop a resume and talk to your family members and ask them if they have any contacts at your ideal job’s company. Next you have to read the newspaper or go on the internet. After you see a job you are interested in, apply for the jobs. Make sure you are familiar with job applications and have all the information you need. The last step is interviewing for the jobs. Develop answers to interview questions, think of a few questions you could ask, and dress conservatively.
This spoiled generation has hit a wall called life and is currently trying to find a way to get over it. The workplace has been a brutal environment for generations now. The millennials, also known as Generation Y, are not the first generation to want change in the workplace, but they are the first ones to be brave enough to step up and place their demands over their own job. The millennials shouldn’t be criticized, they should be admired by every other worker in the workplace. Matchar supports the addition of millennials, but added negative connotation in her article about them.
The millennial generation is made up of people that were born from 1978-1999. People from older generations say the millennial generation people are growing up being unprepared for the real world. In an article titled “The Tethered Generation” written by Kathryn Tyler she talks about why the millennial generation is so different than any other generation. She also explains how they depend heavily on their parents well into adulthood. In this article Tyler allows the reader to see why HR professionals are worried about the millennial generation entering their work force. Using Toulmin’s schema the reader can judge the effectiveness of Tyler’s essay to the audience, and this schema is used to persuade the audience to
Boomer’s see millennial’s as having a short attention span which is not what millennial’s intend. If they don’t see a job working out, they are faster to jump ship than Boomer’s and that fearless attitude actually leverages them more power with their company. Sherry Buffington, co-author of Exciting Oz: How the New American Workforce Is Changing the Face of Business Forever and What Companies Must Do to Thrive, says that they have the upper hand because they are perfectly fine working dozens of different jobs in their lifetime. “In a survey conducted by IdeaPaint of 600 employed Millennials, 49 percent believe that poor management is dragging their company down; 45 percent attribute that to the lack or misuse of technology solutions.” (Avallon) This helps the reader to better understand the mentality of millennial’s. They are typically more tech savvy then their older bosses and feel they could make more of an impact if they were in charge. Millennial’s are hard-wired to think that time really is their most important resource. If they feel they aren’t being treated completely fair then they won’t hesitate about trying to find a new
In Caroline Porter’s article “Millennials Face Uphill Climb,” the author talks about the U.S. work market for individuals from the Millennial era as of September 30, 2013, concentrating on the expense of school, understudy advances, middle compensations, and the monetary conditions that have brought about changes to the U.S. workforce. With educated and formal diction that creates a negative tone, Porter hopes to reach her audience of Millennials to inform them about how employment has changed.
HR has abundant resources, however to bridge the generational gaps and provide employees with what they want seems to be a similar issue. In years past, HR only had to deal with Baby Boomer and Traditional values, which were similar in nature, however the new generations have different values and have different career paths than their elders. For example, “Why is it that Gen Y has not been more actively recruited? Why is it the Baby Boomers remain in the market place? Why would someone still want to work when their 70?” These are all questions an HR hiring manager has to decipher when determining candidates for a position. The task has become quite difficult due to the broad spectrum and variances of these generations.
“Boomers prefer the; give me my objectives and get out of my way approach.” This generation was raised to be on time, self-sufficient, and respectful to their superiors in the work place. They hold to the idea that a 9-5 work time in the office is the way that work will be completed most efficiently. Also Gen X prefers a structural hierarchy where they can get a biannual or annual review with a raise. The nominal amounts of success grow in the eyes of the boomer are based on their hard work and what they do with their money. They believe that need to grow in a company and work up the corporate ladder or it would earn them a one way ticket into the boss office to receive a final pay check and out the company’s front
With the current change in demographics throughout the workforce, organizations are feeling the effects of a larger percentage of baby boomers retiring and a large percentage of millennial new entrants. The words used to describe millennial employees, “spoiled, trophy kids, ambitious”, seem to be as everlasting as the constructive and negative perspectives attached to them. Many can debate on the entitlement of these employees within an organization, how these employees can be groomed and managed to better fit the organization, the positive and negative attributes they bring into the workplace, and how the preceding can benefit or derail the effectiveness of an organization. Nonetheless, a harder debate, comes about in denying that organizations must adjust to and integrate these employees into the workforce.
Workers are often pitted against each other in the work place as a form of competition. One division that is commonly seen is gender and race, but there is also a divide concerning age that isn’t discussed as frequently. Baby Boomers are those who was born between 1946-1964, when WWII soldiers came back home, settled down and started the “Baby Boom”. While Millennials are those born around 1981-2000, and have a similar population size as Baby Boomers. In the workplace, Millennials are categorized as being bad workers due to how they were raised in sheltered lifestyles and require a different environment than the previous generation, but that is not accurate. Even though the two generations view work different, sometimes to the point of conflict,
According to the U.S Bureau of Labor Statistics, Millennials, or also known as Gen Y, are the approximately the 80 million young adults born between the years of 1976 and 2001. In the essay “Note to Gen Y Workers: Performance on the Job Actually Matters”, the authors Jane Buckingham and Marcus Buckingham tend to overemphasize that millennials expect appraisal and promotions without earning them, but also, in fact, they argue that Gen Y’s can contribute to the workforce in many positive ways.
While considering the differences between these two generations and determining where I belong, I thought of my coworkers. The majority of staff on my unit are millennials, with a few from generation X. We do not have anyone from the veteran generation and, to the best of my knowledge, maybe one or two baby boomers. We have recently seen several nurses leave for different opportunities. While researching this paper, I found that millennials are more likely to change jobs and these are the staff members that have left. The most common reasons for leaving a position are feeling unsupported by management and a workload that is too heavy (Tourangeau,
Every day someone is looking for a job. Whether that person is a recent graduate, a person laid-off from work, or a person that wants a different job, their diligent search turns into a carefully planned search for employment. It is important that a person knows how to search effectively for a job. There are three effective ways to look for a job: use a variety of resources, do a resume, and go on interviews.
In his May 2013 editorial for Time Magazine, “Millennials: The Me Me Me Generation,” Joel Stein explains his viewpoint on millennials, defined as people born 1980 through 2000. Using an occasionally humorous tone, Stein summarizes the typical bleak view that older people have for the younger generation, before offering what he believes is closer to the truth. In the end, he decides that while millennials are not without their flaws and vices, a lot of the fears that older people are mostly due to the advanced technology that we are now dealing with. By the end of the article, it is my opinion that Stein makes a very fair summarization and is correct in his idea that to write off the entire generation is unfair towards younger people.