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Annotated Bibliography
Anderson, Heather J., et al. “What Works for You May Not Work for (Gen)Me: Limitations of Present Leadership Theories for the New Generation.” The Leadership Quarterly, vol. 28, no. 1, Feb. 2017, pp. 245–260., doi:10.1016/j.leaqua.2016.08.001.
In this journal article, Anderson talks about the insights to the limitations of the present leadership theories and how that applies to the millennials and the future generations to come. How in the future we might need to change these theories or come up with new ones in order to adjust to the new attitudes and thinking of the millennial generation in the workforce.
F&P Concepts
Generation
Millennials
Leadership
Change
I think this is relatable to my paper because I am auguring
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Graybill, Jolie O. "Millennials among the Professional Workforce in Academic Libraries: Their Perspective on Leadership." Journal of Academic Librarianship, vol. 40, no. 1, Jan. 2014, pp. 10-15. EBSCOhost, doi:10.1016/j.acalib.2013.09.006.
In this journal article, Graybill talks about millennials in the professional workforce in Academic libraries and their insight and perspectives on leadership. They talk about how millennials see leadership in the workforce and how leadership theories are changing and adapting to their generation’s needs.
F&P Concepts
Leadership
Change
Millennials
Work Force
I feel that this article is relatable because it is talking about leadership changes that are starting to develop with the millennial generation and how the business world is adapting to a new style of leadership to handle them. Not just in academic libraries but in all workplaces and
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“Managing Millennials: Embracing Generational Differences.” Business Horizons, vol. 60, no. 1, Jan. 2017, pp. 45–54. ScienceDirect, doi:10.1016/j.bushor.2016.08.011.
In this journal article, Stewart talks about leadership theories and how they are starting to change and adapt slowly to the new generation. How we are starting to embrace and change as more and more millennials enter the workforce. Also how we are adapting to manage them.
F&P Concepts
Leadership
Change
Millennials
Differences in Generations
I feel that this article is relatable because it is talking about leadership changes that are starting to develop with the millennial generation and how the business world is adapting to a new style of leadership to handle them. Also talking about the differences in the generations at the workplace.
Weirich, Brian. “A Millennial Leaders Views on the Millennial Workforce.” Nurse Leader, vol. 15, no. 2, Apr. 2017, pp. 137–139. ScienceDirect, doi:10.1016/j.mnl.2016.12.003.
In this journal article, Weirich talks about leadership from a Millennial's point of view and how they view the millennial workforce. How the workforce is changing the views of how older generations who are managing and making them adapt to a new age of leadership.
F&P Concepts
Millennials
Workforce
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
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
The topic of leadership has been explored and written about by thousands of authors who are considerably more qualified than I am to write about the subject. However, I’ve always maintained that developing, evolving and articulating one’s own leadership philosophy is an essential part of a professional’s growth. Through academics and experience, I’ve concluded that leadership is a “soft” skill, more art than science, and that leadership principles can be universally applied. As a topic of discussion, leadership can be ambiguous and seldom does everyone agree on a single definition. Organizations and the people they consist of crave leadership, even if not overtly. Undeniably, strong leadership is essential to achieving
Leadership at times can be a complex topic to delve into and may appear to be a simple and graspable concept for a certain few. Leadership skills are not simply acquired through position, seniority, pay scale, or the amount of titles an individual holds but is a characteristic acquired or is an innate trait for the fortunate few who possess it. Leadership can be misconstrued with management; a manager “manages” the daily operations of a company’s work while a leader envisions, influences, and empowers the individuals around them.
You can lead a horse to water, but you cannot make him drink is a proverb I have heard since I was young. Leadership is the skill of influencing people to accomplish goals (Huber, 2014). In today’s world with policy and technological changes the leaders must use their leadership skills to not only get the horse to the water, have him drink, but also do it with a smile an invite others to join him. Leaders use a variety of styles to accomplish their goals. I will discuss the leadership style that I utilize most often, how my style relates to leadership theories and the work type environment it is most useful in.
Microgeneration’s are already rising and horrifying the group right before them, an example needs to be set to show them that it is possible to work through the generational differences (Stein). People have power in numbers and currently the separation between age and features of generations are preventing them from being one workforce, working together to achieve a common goal—the wellbeing of an entire society. All groups can make an effort to close the gap by being more accepting and open minded to change. As Millennials run into setbacks in their advanced methods, previous generations can help and explain the foundational way of operation. While previous generations fall behind in technological advancements, Millennials can share their expertise on technology. Every generation has its flaws and together the holes can be filled, simply with a little optimism and collaborative work. The key to closing this gap is education – knowledge of the past and present. Programs such like Pollak’s initiative to work with companies and help train directors how to manage and market to the Millennial generation of young adults will contribute to a better understanding on how to handle workplace confrontations (qtd. in Dowdy). Lastly, Millennials too have some contributions they can make to close the gap. As understanding as they are, they
Northouse, P. (2010). Leadership: Theory and practice (5th ed.). Thousand Oaks, CA: Sage Publications, Inc.
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,
Smola, Karen Wey, and Charlotte D. Sutton. "Generational Difference: Revisiting Generational Work Values for the New Millennium." Journal of Organizational Behavior 23 (2002): 363-82. JSTOR. Web. 28 Mar. 2012. .
Stroup, J. (2004). Managing leadership: toward a new and usable understanding of what leadership is and how to manage it. Lincoln, NE. iUniverse, Inc. Retrieved July 20, 2011 from http://managingleadership.com/blog/2008/09/04/great-man-theory/
Leaders are those who have a great influence on the lives of many people. This is especially relevant in today’s organizations, which face extreme time changes and an increasingly growing complexity (Yukl, 1998).
When discussing the topic of millennials or formally known as Generation Y, most will receive two different sides. Depending on who is asked, millennials range from 1980-2000 mostly making them made up of teens to 20’s. Millennials today are either looked at as the narcissistic generation, or they get classified as educated and skilled. While today’s world is mostly revolved around a technology or social based atmosphere, this gives managers a new way they need to cope with the new generation of upcoming employers. With always having technology in their lives this helps give the two sides of how millennials are viewed. On a positive and supporting standpoint, millennials being so technology driven helps businesses
Millennials will face a constantly changing job market that they are not prepared for, because of the increase in global competition and the reality that the millennial generation is not prepared to compete with higher standards. Jeffrey Bosworth in his article “Hunting for Hope in Modern America,” provides information regarding competition in the workforce is not just from peers, but that it “crosses country and cultural boundaries” and how competition will be surrounded with “young, educated, motivated people in every country” (334). Because there is so much competition in the workforce, the millennial generation will have to be fully prepared in many skills and be the most efficient candidate for the job. Donald S. Miller and Thomas E. Slocombe, authors of “Preparing Students for the New Reality,” discuss how candidates for jobs need to realize that not only is it difficult to become employed but also to “remain unemployed” (19). The millennial generation will be confronting economic problems that are combined with employment. The United States is attempting to resolve a high unemployment rate from past years, which results in a part of the millennial generation becoming unemployed or a lack of stability in their employment. Requirements in jobs are increasing and becoming more difficult to secure a stable workplace in America without being fully skilled for the