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1. What will organizations have to do to adapt to the influx of needed Generation Y individuals?

Organizations adjust everyday to different things. However, the adjustments that organizations have had to make due to the influx of Generation Y individuals is astounding. According to Ivancevich & Konopaske (2013), “The reality is that generation Y’s are disruptive not only because of their size but because of their attitudes” (p.60). They also come to the workplace with lots of demands and if they don’t get those demands they will find a place that will provide them. Organizations will have to accommodate to the different work types that will be present and although some of the characteristics that Gen Y’s show might not be seem as “political” they must still be open to receiving them with open arms. There is no doubt that there is a short supply of talent and a high demand for workers both domestic and internationally. This means that organizations will have to find ways to adapt and work around Gen Y’s. “Companies have already begun catering to Gen Y’s needs by offering what is known as a results only work environment. Commonly referred to as ROWE, the results only work environment puts less stock in how or when the work is done and instead focuses on how well the work is done.

When a company adapts a ROWE, employees are typically given the freedom to work remotely or to create their own schedule. The results only work environment caters to Gen Y’s desire for freedom, “me time”, and a non-traditional work environment, yet because it is performance-driven, it still ensures that employees are working hard and delivering results” (Good.co, 2013). Ultimately, organizations will have to continue to be intentional in finding ways to include Generation Y individuals into their workforce.

1. Is Generation Y really that different from previous generations that entered the workforce in large numbers? Explain.

In my opinion as a fellow Gen Y, I do feel that this generation is different from the previous generations that entered the workforce in large numbers while also having some similarities. As any large generation I think that Gen Y’s are the same as previous generations in the simple fact that they also want to feel included. However, the biggest different between this generation and previous generations is their accessibility to technology. “Having grown up on computers, cell phones, and the internet, Generation Y’s technical proficiency is remarkable. Unlike those who came before, Gen-Y’s prefer to team up at work and socially. They are also capable of multi-tasking at work and at home, better than anyone. Unlike Generation X, whose members prefer to work alone, Gen Y workers love an organized workplace and a group effort. They respect the office hierarchy and desire to have healthy working relationships with their bosses. What Gen-Y is looking for is inclusivity in leadership, fairness, and work reviews that are solely based on performance” (SIS International Research, 2019). Technology plays a big role in how different the generation is in comparison to others as well as having the amount of information at their disposal. Gen Y’s can challenge the boss with information because they can get access to information that will give them the tools needed to challenge their superior as oppose to previous generations.

1. Will Generation Y individuals have to make adjustments in their style, preferences, and interests to be successful in their careers? Explain.

Since there will be 4 generations working at one time there is no doubt that all 4 of the generations will need to adjust in some way in order to be successful or continue to be successful in their careers. “These new workforce entrants will seek more personal attention, require high levels of supervision, and expect more structure than their Generation X predecessors” (Hurst & Good, 2009). Change is something that is always hard to grasp and accept and I believe that each generation deals with that differently. As for the Generation Y individuals they must be open to change as much as they want the change. There will be some adjustments that will have to be made in regard to how they communicate with the other 3 generations in order to grow in the workplace. Let’s face it Baby Boomers and Gen X’s are the ones in current leadership roles, so they are the ones that are calling the shots and deciding who moves and who goes. Which means that Gen Y’s will have to be savvy enough to maneuver through all of this as well. Those that do not will struggle but it won’t mean that they wont have a job because like many Gen Y’s they will just go and find one that gives them what they want. At the end of the day, yes they need to make adjustments, however the ones making the biggest adjustments are their employers and supervisors in order to keep them happy and content in the workplace.

References

Good.co (2013). How is Gen Y is Changing the Workplace?. [online] Good.co. Available at: https://good.co/blog/how-gen-y-is-changing-the-workplace-and-why-you-should-adapt/.

Hurst, J. L., & Good, L. K. (2009). Generation Y and career choice. Career Development International, 14(6), 570-593. doi:http://dx.doi.org.saintleo.idm.oclc.org/10.1108/13…

Ivancevich, J. M., & Konopaske, R. (2013). Human resource management. New York, NY: McGraw-Hill Irwin.

SIS International Research. (2019). Generation Y Market Research. Retrieved from https://www.sisinternational.com/emergence-of-generation-y/

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As individuals of Generation Y, born after 1978, begin to enter the workforce in large numbers organizations will have to adapt to the new demographics of the multi-generational work environment. Generation Y has been described as high maintenance, impatient, self-absorbed, loud, curious, ambitious and constantly multi-tasking (Ivancevich & Konopaske, 2013). Organizations will be forced to examine their recruiting methods in order to find the “right” fit for their organization. Organizations would benefit from offering challenging work from day one along with competitive salaries, flexible work schedules combined with the opportunity for growth and advancement (Hansen, n.d.). Offering these benefits would attract a greater number of Generation Y candidates and allow organizations to be more selective. Furthermore, organizations may find investing in mentorship and educational programs focused on Generation Y development in the work place an avenue to mend the gap amongst generations as well as govern the unprofessional behaviors Generation Y is accused of exhibiting. Pamela Nicholson, COO of Enterprise Rent-A-Car, has instituted an educational program directed at Generation Y’s attitude of “I want it all and want it now”. She surveyed her younger employees for assistance in design of the program. The educational program focuses on financial stability, relationships, personal and professional goals, healthy life style choices and scheduling all while addressing their professional attitudes and governing the undesired behaviors of Generation Y employees (Erickson, 2009). Investing in recruiting and educational programs aimed at Generation Y are two ways organizations can adapt for the influx of Generation Y and prepare for Generation Z and others in the future.

Currently, Generation Y is unlike any generation before them to enter the workforce. The differences are a direct reflection of the innovation and changes in the values of society as a whole. With the innovations in technology such as video games, smart phones and access to various lifestyles through social media has shaped the behaviors of Generation Y. Access to over indulgent lifestyles has contributed to their desire to find wealth, luxury and professional advancement quickly. Though they are most indulged generation they are also the most technologically advanced (Hansen, n.d.). Generation Y is also the most diverse we have ever seen and will desire more diversity and inclusion than past generations (Alton, 2017).

There are several pathways to success. Success is measured in many different ways and often times dependent on many factors. It is obvious they have a different value system than the generations before. However, members of Generation Y will ultimately find themselves in positions of power due to the raw numbers of the workforce. As of 2017 they held 20 percent of all leadership roles with that number set to increase (Alton, 2017). They will continue to advance technology and inclusiveness which could assist in the transition of future generations into the workforce, much like the generations before them, which would be a success.

References:

Ivancevich, J. & Konopaske, R. (2013) Human Resource Management. McGraw-Hill

Hansen, R. (n.d.). How to Recruit, Hire and Retain Best of Generation Y; 10 Workplace Issues Most Important to Gen Y Retrieved January 7, 2019, from https://www.livecareer.com/career/advice/jobs/recruit-retain-gen-y

Erickson, T. (2009). Harvard Business Review: Gen Y in the Workforce Retrieved January 7, 2019, from https://hbr.org/2009/02/gen-y-in-the-workforce-2

Alton, L. (2017). Forbes: 5 Ways Millennials Will Transform The Workplace In 2018 Retrieved January 7, 2019, from https://www.forbes.com/sites/larryalton/2017/12/28/5-ways-millennials-will-transform-the-workplace-in-2018/#5166fc1558da