More handpicked essays just for you.
Younger generation and technology
Advantages and disadvantages of technology in millennials
Advantages and disadvantages of technology in millennials
Don’t take our word for it - see why 10 million students trust us with their essay needs.
The current state of the workforce is that millennials are now entering the workplace in record numbers. This creates a dilemma because the Baby Boomers are not necessarily retiring at the given time. The baby Boomers is not concerned with retirement at age 65. In fact, age 85 is the new 65. The result is that 60-year-olds are working alongside 20-yearolds and because the difference in their formative experiences, this have led to generational misconceptions and have help to create tension and hostility within the workforce. Based on the survey conducted, my analysis of existing peer reviewed articles written on this there is apparent a number of areas that are sources of conflict between both groups. Understanding these issues is valued because …show more content…
This generation was born during a period where the access to information is available at one fingertip and can access these with relative ease. Santiago, T (2015) described the millennials as immersed in the technological connectivity. Often businesses that sought to create restrictions or limits on internet usage will help to create and foster more tension. This attitude is the polar appositive for the baby boomers, who appreciates the value of the internet, does not find a compelling need to be always connected. This difference, which on the surface seems insignificant have become a source of conflict. Educating both groups of this can help in fostering a renewed attitude of acceptance and mutual …show more content…
The millennials on the other hand while they are less experienced is seeking appreciation for their newer and fresher perspectives and technical skills. While the managers, represented by the baby boomers are puzzled with the millennial’s lack of consistent work history. This to the millennial is a non-issue. They do not gain motivation. Solely by money, if fact based on interviews this group would rather have no job than be saddled with a job that they hate. The desire to love what they do often outweighs salaries and big bonuses. They are looking for employment that value their creativity and their management listens to their ideas. (Johnson, Megan. 2015) Expectations Another disconnection between the millennials and baby boomers in the workforce is seen in the area of expectations. The typical millennials want to get off to a brisk and successful start and demand responsibilities with important tasks and projects. Unlike the baby boomers who typically move into task after years of experience and a proven record of accomplishment. These issues taken separately seem insignificant, but in the work environment can act as a catalyst to promote tension and create a hostile environment. (2) Discussion and
In the article “Why Your Office Needs More Bratty Millennials”, the author Emily Matchar expresses a variety of reasons why the new generation in the workforce (millennials) needs to have their voices heard. She uses different terms to discuss this generation of workers, including Generation Y, another common name for millennials. Matchar’s exposition of why millennials are changing the workplace is broken down into specific points. She references the declining job market and why, due to circumstance, it is hard for millennials to get jobs as it is. Moreover, millennials are now pushing for a “customizable” workplace, such as being able to set their own hours.
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
By 2025, about 75% of the American workforce will be made up of Generation Y workers, said Emily Matchar, author of “Why Your Office Needs More Bratty Millennials.” Generation Y, also known as millennials, are those who were born within the years 1982 and 1999. Time management has become a persistent issue for people in the United States because of the lack of flexibility in the workforce. Work is taking over people’s lives. The current generation of workers tend not to demand because of the fear of unemployment; jobs are scarce these days. Generation Y workers have shown that they will not accept today’s hierarchical workplace, on the contrary, they will begin to change the workplace to their likings.
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
Simon Sinek, in the YouTube video “The Millennials in the Workplace Interview”, states that Millennials need to learn balance with their social media and physical life. According to Sinek, a millennial is a person born approximately between 1984-2000. Throughout the Interview, Simon is very zealous, empathetic, apologetic, and humorous. He uses metaphors, They Say I Say, diction, and parallel structure.
Stereotyped in popular media as whining, self-absorbed, narcissistic, overindulged and tech-addled, the Millennial generation - born 1980 through 2000 - is generally considered to be the epitome of spoiled unreasonableness. Now that Millennials are making strides in the workplace, it is evident that those stereotypes are based more on anecdotes rather than reality. In fact it now appears that they very much echo their Boomer parents, which is why they are often referred to as Echo Boomers. Simply put, where Boomers have an optimistic outlook of the world, Millennials are hopeful; where Boomer work ethic is driven, Millennials are determined; where Boomers have a love / hate relationship with authority, Millennials treat authority with politeness; where Boomers believe in leadership by consensus, Millennials believe in leadership by pulling together; and where personal gratification is the impetus for Boomer relationships, Millennials have no personal motivation for relationships which are inclusive and with no boundaries (Zemke, Raines & Filipczak, 2013).
Although Millennials are often described as an extension of the previous generation, they are quite different in many ways.
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.
Millennials are rumored to be “self-centered, unmotivated, disrespectful, and disloyal, contributing to widespread concern about how communication with millennials will affect organizations and how they will develop relationships with other organizational members” (Karen Myers 225). According to Sharon DeVaney, the millennial generation “were born between 1980 and 2000” (11) and that “The millennial generation is larger than the 46 million who are in Generation X and the millennials are almost equal in size to the 76.4 million in the baby boomer generation” (12) to this day.
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.
This generation is in need instant gratification from all sources. What used to be the norm like going to the store to shop compare prices is now done on line form the house. The attention span of the average millennial is short. At any given time a person has roughly 3 seconds to capture the attention of a person before they are on to the next subject.
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,
Blaising, Craig A., Kenneth L. Gentry, and Robert B. Strimple. Three Views On the Millennial and Beyond. Counterpoints. Grand Rapids, MI: Zondervan, 1999.
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.
As we know the world is moving fast and the technology too. Therefore, millennials had been forced to live a fast base live that changed them into an intelligent human being. The ability to multitask is a very important this days and millennials proved that they can do multiple jobs as ones. This ability made millennials very likable to have a job because they are more productive and smartly better than Gen X or Baby Boomers. Also, millennials work in teams that improve their skills and get them closer to achieve their goals. On the other hand, asking for help is considered laziness or weakness in gen x or baby boomers prospective. Moreover, Gen X and Baby Boomers think that millennials are lazy and