Generation Y: Unchartered Territory

Abstract

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-size: 10pt;"><span style="font-family: Times New Roman;">Businesses continue to be challenged with workforce diversity and how to best manage the differences that exist in race, religion, gender, disability, sexual orientation, color, etc.<span style="mso-spacerun: yes;">  </span>The general theme is that managers should focus on minimizing tension that exists resulting from generational differences.<span style="mso-spacerun: yes;">  </span>Unfortunately, there is more agreement and discussion as to how generations are different than there is on how to manage these differences.<span style="mso-spacerun: yes;">  </span></span></span></p>

Working With Generations X And Y In Generation Z Period: Management Of Different Generations In Business Life

“…Likewise their leadership style is run through a chain of command and includes in giving orders (Johnson Controls, 2010. According to these people who like discipline the fundamental tenets of business life is to respect the boss and obey the orders (Crampton & Hodge, 2009). The factors to motivate a Traditionalists most is to do a good job, to be known as a person who does his job well, the rules and respect these rules.…”

E-Learning in the Hands of Generation Y and Z

“…Th is generation has not lived in a world without computers, the Internet, DVDs and cell phones. Th is group is considered to be more process and less outcome focused (Crampton et al, 2009). For Generation Y making a lot of money is less important; instead, their values are more oriented toward their contribution to society and their role as parents.…”

The Future in Their Hands: The Perceptions of Practice Educators on the Strengths and Challenges of “Generation Y” Occupational Therapy Students

“…Supporters of generational perspectives have argued that each generation's personality has a unique set of characteristics comprised of beliefs, values, attitudes, and expectations that influence their behavior generally and specifically in the workplace (Boudreau, 2009;Howe & Strauss, 2000;Huntley, 2006;Twenge, 2006). There is a wide variety of views on Generation Y characteristics and behaviors, which includes describing them as over-confident, independent, flexible, entrepreneurial, hard-working, proficient at multitasking, easily bored, demanding, selffocused, and needing constant feedback and praise (Crampton & Hodge, 2009;Kelly, 2010;Tulgan & Martin, 2001;Twenge, 2009). It must be noted, however, that many of these commentators are American, Canadian, and Australian, and therefore the Generation Y phenomenon may be unique to these continents or be culturally specific.…”

“…Conversely, they have also witnessed their parents working long hours, so they are ambitious and career minded but also family centered, with some suggesting they will choose family and friends over work (Twenge & Campbell, 2008). Further, they have been termed the "trophy generation," as they have experienced educational and parenting approaches referred to as "praise for anything so everyone gets a trophy" (Crampton & Hodge, 2009). Researchers report that this has resulted in a self-confident and narcissistic generation (Twenge, 2006).…”

“…Of course, any stereotype is dangerous, and conventional wisdom has always acknowledged a culture gap between older and younger generations (Crampton & Hodge, 2009;Mackay, 2007). There is, however, growing evidence of the existence of Generation Y characteristics in health professionals (Borges, Manuel, Elam, & Jones, 2006;Jamieson, Kirk, & Andrew, 2013;Lavoie-Tremblay, Leclerc, Marchionni, & Drevniok, 2010).…”