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The future of career development
The future of career development
Leadership styles and their effects
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What skills does each generation bring to the workplace?
The Traditionalists are very hard-working, detail-oriented, and loyal to the organization. Most of their lives, they tend to stay with one company. They respect the authority and belief in a top-down chain of command. “Members of this generation have also been characterized as loyal workers, highly dedicated, averse to risk and strongly committed toward teamwork and collaboration” (Tolbize, 2008, p. 2). They are not the type to complain and quietly follow the command. They measure the work ethic on timeliness, productivity, and without drawing much of attention. Moreover, they have great communication skills. They will be the one of calm the workplace if it is been rough.
The Baby Boomers
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“They have strong technical skills, results-focused, and re ruled by a sense of accomplishment and not the clock” (Tolbize, 2008, p. 4). They bring creativity and diversity to the workplace. They are not afraid of feedback and not intimidated by authority. Xers are individualistic but they work well in a team environment as well.
The Millennials bring dramatic technological skills. They are very comfortable with technology to get things done at work. They value teamwork like previous generations. In addition, they work well collectively and individually. Likewise, they are very adaptable to changes and flexibility. Millennials are one of the most highly educated generations and highly value diversity. One of the skills they bring to the work is multi-tasking. Unlike previous generations, they are very good
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“Each generation brings different strengths to the team, and smart leaders arrange the various strengths on their teams in such a way as to neutralize weaknesses, leveraging those strengths so the whole is greater than the sum of its parts” (Shaw, 2013, Chapter 3). From personal experiences at the workplace, it is so true that combination of people from multiple generations can accomplish more than one type of generation in the workplace. It is accurate that mixture of people from multiple generations can bring the success more than one type of generation at work. Different experiences, skills set, creativities, value, and belief can be used where needed in the
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
To be considered a millennial, an individual has to be born within the years 1982-1999. I’m considered a millennial myself (1997). With the advancement of technology, Generation Y has the upper hand automatically on any prior generation. Generation Y also has an advantage because of the way they insist on getting what they want. Instead of Generation Y adapting to the work environment, the workplace will have to change in order to retain young talent. The workplace will have to adapt because according to Matchar, the American workforce will be 75 percent Generation Y workers by
As Andres Tapia mentioned, “ To be young is to be experienced”. Millennials have a different perspective about how to success in life. Since millennials are born during this current era, they have an advantage over people that were born before. With the inclusion of technology, it is easier to learn and apply new knowledge than before. A good example is the “Apps”. It is only necessary to create an app that attracts the interest of many consumers to start making money. Finally, Millenials have the ability to adapt and evolve. Millenials are the representation of
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.
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
On average, the typical millennial needs constant feedback on everything they do, and want to share their entire lives on social media. They want everyone to see their accomplishments. This differs from some of the older generations that may value their privacy and do not want to have their entire lives placed on the Internet. According to the “Millennial General Research Review,” Millennials are considered more accepting of other races and cultures compared to the previous generations. The Millennial generation puts more emphasis on trying to be culturally and racially accepting towards everyone. In addition, they are able to multitask better then any of the other generations, changing from task to task at an extremely accelerated rate and receiving their current information from technology like the internet and television as compared to other forms that were previously popular (“Millennial General Research Review”). Overall, Millennials have many defining characteristics that have helped shape them to who they
A statistic the Buckingham’s use to support their argument is 60 percent of millennial employees recognized their current positions are mere stepping stones. We all can not become doctors, teachers or lawyers in a matter of days, we have to go through school and work jobs, and internships to get there. for myself, I hope to become a dentist in the future, but for now I am searching for a job as a receptionist in a dental office to become familiar with the environment, that way when the time comes I know what to expect. I also agree with the authors statement that millennials have qualities that can be “extremely beneficial in the workplace”. Because Gen Y is so familiar with technology, it makes it easier for businesses to become more compatible on technology. I have noticed that many things in school have changed while I have been growing up. Schools are much more dependent on technology than ever. We were given school issued devices at my high school where we had to submit everything electronically. As I made my way to Joliet Junior College, the same thing, my math class is taught in a Computer lab where we do our homework online. There are companies such as Apple and Google that have already been more successful in hiring millennials that are familiar with their different software’s. These companies are not aiming for millennial based employees, but their staff is majority
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
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,
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. .
As a matter of fact, the manner in which they handle their children at home, managing their expectations should be the actual case in the work places. The generation Y employee is a constrained bomb of ideas, innovations, and expectations which only then transforms to expectations. The point is, these young employees have abilities that lack capacities. So now they look unto the generation X, the management to feed these capacities, as much as they may do this in a shrewd manner definitive of their expectations (Vaiman & Vance, 2008) Ideally, the generation X should be ready to embrace change in whose case the models of change should be very instrumental to help them manage the generation Y and their ideas and suggestions of change. The synthesis of the two conflicts now becomes the fusion of cultures to end up with a stable understanding of procedures for the young employees and a modern inception and injection of modern ideas into the long held organization cultures,
Klobucher, T 2011, Characteristics of Generation 2020: Generations at Work, The Great Workplace Revolution, accessed 11 November 2013, http://www.thegreatworkplacerevolution.com/characteristics-of-generation-2020-generations-at-work/