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Millenials
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Millenials
Abstract
The study reviews an extensive analysis of focus on Millenials generation particularly in America and the correlation it has with the workplace, their desires, relations, communication career choices, and family consideration. The millennials as born between 1980 and mid-2000s make the greatest of American with one-third of the overall American population by 2013.They thus make the significant part of the economy and need to be studied so as to realize the American dream. Being diverse and so much educated and since they come of age at a hard economic time, hence up to date their life is affected by the recession. The lives of the millennials are based on transformation. The largest percent of millennials are White followed by Hispanics, black with few Asians/Pacific Islanders and other. This essay explores the beliefs, contact and other aspects surrounding Millenials.
Introduction
The basic millennials are generations born between years 1980 and 2000. They are believed to be the biggest in population in the United States history. Sadaghiani & Myers (2010), opine that nation of the time. Particular traits related to their birth which came during the time of recession when Great Depression had affected America and there were difficulties in the economic time. According to Sadaghani & Meyer (2010), Millenials are also characterized to be self –centered lack enthusiasm; disloyal and disrespectful .This distinct trait is necessitated by economic, political and social influences. Their unique traits are poised to change the American economy in terms of how the companies transact in business and how companies employ millennials. This reason, therefore, makes companies strategize their operations in relation to dealing with millennials, therefore, leading to a great impact in a change in the economy. Therefore, with the exploration of millennials’ communication values, their expectations, their interaction with co-workers and how their environment impact on millennials, the large part of American culture will have been explored.
Communication
In terms of communication, millennials have particular ways in which they set information to others and families. They communicate too with the workforce, clients, and the bosses in a discrete way. According to Sadaghiani & Myers (2010), communication is factored as a mode of information sharing, decision making, influence, coordination motivation and documentation in work groups and organizations. Effective communication serves to maintain a link within an organization and organized groups. White (2016) states that due to dynamic changes in employee’s millennials continue to comprise a vast majority, therefore, their impact in the organizational mode of communication is more important. Unlike the old-school legacy communications like emails and intranets millennials have shifted o more mobile friendly tools. This has forced organizations to streamline their modes of communication into the ones that suit them best. Price Water House Coopers (2011) explains that millennials adoption in technology distinctively defines them. Concisely the have been brought up with broadband, laptops, smartphones and the social media networks being the median in which they access and share information. Millennials use of modern technologies suggests that they bring to the organization’s potential communication and information technologies such web and instant messaging.
Education and Career
The millennials focus on socially impacting on their offspring and the society. Millenials are devoted to higher education studying social sciences or applied faculties as library sciences, criminal justice, and communications. They can rarely study health or business courses as well as other STEM subjects because of the labor market state. They are shaped by technology hence they are so much connected to it and they have an interest in starting an entrepreneur business too. They are a group, which communicates and interacts amongst themselves and use social media regularly. Furthermore, they take the high profile of the role they take in the society, that makes the attached to families, many of them thus consider living with allies or families. Furthermore, they consider free time for leisure and creative work abilities important. These millennials are lovers of flexibility at workplaces, yet without encouragement, they cannot like the work environment. The similar way they like brands in the market is the attachment they have to work.
Belief
The Millenials do not believe in being shackled in tradition or locations because they did not know anything to do with digital technology as they have lived with it. Research, movie theater, locating places and necessary data comes by technological affair (Gillaspie, 2015). Though called lazily, they are not because of efficient work input they believe in. Furthermore, they have little value for face time, which does not mean that they avoid face-to-face meetings fully. However, Gillaspie (2015) postulates that millennials would prefer online interactions as video conferencing, text, and mail contacts that are what they believe it much. In addition, they have a belief in learning and not using a piece of paper when they do projects, prospects, and search for knowledge. As such, instead of going to a library and reading annually, they surf online (Gillaspie, 2015). In addition, they have a belief of learning from the experiences of others especially the successes full individuals instead of fictionalized information. They consult experienced organizations, formal consultants or role models so that they venture into similar projects and go the same way in life. Additionally, the Millenials believe in life so much than work-balance hence they work to design life, family, friends, hobbies, and pastimes as well as commercial enterprises (Gillaspie, 2015).
Workplace interaction
In terms of interaction, Millenials have a different way of reaction. Millennials enter the job market like anyone else and the first challenge they encounter is the integration of their medium of communication into the organization Sadaghiani, & Myers (2010). Further millennials gain acceptance through socialization process as well as how to negotiate for their roles and how to gain others acceptance. There economic social and political background influences their culture and creates a lasting impact. Their cultural impact seems to be incompatible with other generations. Therefore, as a young and dynamic generations, they carry the elements of their cultural influence with them and making a lasting impact on society. U.S Chamber of Commerce Foundation, (2012) outlines that, they termed as more diverse generations since this is epitomized by being tolerant to races and groups than their counterpart the old generation. Additionally, they are considered to have a trait of multi-tasking extraordinarily. This has been evidenced by the way they are likely to change tasks often and appear as they are their routine duties. Millennials like challenging opportunities for a change, for example, they have revolutionized the way job seekers look for jobs on the job boards on the web. The generation has sometimes been termed as the lazy which is not the case because they work hard to incorporate technology in their work for operational efficiency.
Expectations and Team Relationship
The expectation and team relationship of Millenials are quite diverse. Empirically it has been established that millennials are not like the employees in previous generations. They build a strong relationship with their supervisors by initial negotiation of their roles to avoid conflict of interest and for their long-term satisfaction within the organization. Millennials expect communication with their bosses to be positive more affirming unlike the employees of previous generations (Sadaghiani & Myers 2010). Conversely, literature and academic sources have claimed that the need for affirmation derives from the constant flow of supportive messages Millennials have received from their mentors throughout their childhood. Furthermore, millennials have high expectations in terms of frequent, open and supportive communications putting aside formalities in terms of organizational structures that may make senior employees feel disrespected. The impact of this is that the millennials become aware of strategic information that could make them more informed, better performance, and thus the good relationship with their employers. Price Water house coopers 2008 assert that millennials tend to be uncomfortable with rigid organizational structures. Therefore they expect dynamic progression, change and interesting working environment and constant response from their superiors. In other words, millennials are more attracted by the leadership style and corporate culture that is dynamic.
Companies that have employed millennial have been proved to be the most successful for example Google and Apple have been associated with being natural innovators and have never been restrained by accepting change. The companies are also believed to attract the most talented this by their culture, their leadership styles, and recruitment and retention policy have proved to naturally attracted millennials and by this, they are able to select the young innovative and multitalented millennials. This leads to these companies attaining a competitive age over others.
According to Keri (2016), millennials have got five traits which entrepreneurs can learn from for their success of their businesses. These have been demonstrated by how millennials have little experience but are very innovative in terms of new ideas and skills. Since they like small businesses, they are able to bring this business into a distinctive and unique features, therefore, entrepreneurs use this unique idea to nature their businesses. These ideas that the millennials use to make their businesses succeed are; embracing technology, considering non- conventional business financing, making their own income, Investing in their employees and be willing to plan and take risks. Long term goals of a company can be attained by attracting and retaining millennials and this can be termed as for being a vibrant step.
There are various social behaviors that are detractive when interacting with this group, this because they have some distinctive character traits. Millennials feel disadvantaged by what they feel are traditional outdated management practices. According to Price Water House Coopers (2011), 65% felt that rigid organizational structures and outdated leadership styles failed attract potential recruits and 46% thought that their managers were of oblivious of how to embrace technology. Secondly, millennials feel distracted when their employer does not nature their talent thus in this case they will be disloyal. Price Water House Coopers (2011) outline that millennials prefer to work in an organization where there is sufficient customer service relationship 88% of the interviewed said that they prefer looking for an employer with good customer service white 88% prefer shifting an organization where they feel that there is no customer service . Additionally, Millenials prefer continuous learning and improvement of skills in an organization, 35% said they prefer employers who offer training and development. Considering that relationships are valued for millennial generations, it is surprising that. Ability to get financing to start a business is the greatest challenge for millennials. U.S. Chamber of Commerce (2012) asserts that two-thirds do not receive enough support from banks, furthermore, lack of education and resources to start up small businesses has been found to be another challenge. By their character of multitasking, they have been viewed by many that they lack commitment and poor customer service. The lack of some traditional elements of business interactions mainly involving the human element and customer care are the skills to be developed. Recessionary effects have made millennials to enter the job market and take jobs that do not match their skills and characterized by small wages. It has been observed that more than a third have been distracted or taken an off from work because of personal or financial issues. The introduction of entrepreneurship curriculum has been 2100 U.S. colleges and universities majority of the students felt that the course did not prepare them to start businesses. Therefore the curriculum had been revised to cater for the new changes .According to U.S. Chamber of Commerce 2012 40% or more of the new students come for entrepreneur classes when they have already begun businesses (U.S. Chamber of Commerce 2012).
Sadaghiani, & Myers (2010) opines that socializing with parents about leadership have a direct relationship with one's achievements and material success. Additionally leadership experience looks good on resumes as this is attributed to the fact that millennials attain their skills from personal experience and from their mentors. Some researchers have been able to clarify that the millennials are egoistic while others have confirmed that researchers value community service and volunteering (Sadaghiani & Myers 2010). For instance, in some literature authors observe that millennials are collaborative and civic minded and they have been mentored by people who serve the community. Due to economic trends millennials are driving social and geographic shifts. To mention, they have been observed to marry at later and less often as compared to previous generations. Additionally, millennials, especially the educated ones, have moved in large proportions to urban areas. There is an observation that millennials’ views on news and religious organizations have adversely grown. Though the young generations tend to have more positive views on institutions that matter in the American economy, they have been proved to have negative opinions in some institutions and news media.
Conclusion
References
Gillaspie, D. (2015). 5 ways millennials are like no generation before them. Retrieved from
https://www.entrepreneur.com/article/243862
Keri, G. (2016). 5 Things Millennial Entrepreneurs Can Teach Their Business Elders About Running a Company. Retrieved December 2016, from https://www.entrepreneur.com/article/242483
Price Water House Coopers. (2011). Millennials at work. Reshaping the Workplace., 1-28.Retrieved from http://www.pwc.com/gx/en/managing-tomorrows-people/future-of-work/assets/reshaping-the-workplace.pdf
Sadaghiani, K. M. (2010). Journal of Business and Psychology. A Communication Perspective on Millennials’ Organizational Relationships and Performance.
U.S Chamber of Commerce Founation. (2012, November). U.S Chamber of Commerce Founation. The Millennial Generation Research Review.
U.S. Chamber of Commerce. (2012, November). The Millennial Generation Research Review. Retrieved from https://www.uschamberfoundation.org/reports/millennial-generation-research-review
White K.S. (2016). Unified Communication. Millennials are shaking up workplace communication.Retrieved from https://www.whitehouse.gov/sites/default/files/docs/millennials_report.pdf
