Assignment 2

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Assignment Below:

Literature Review. This draft should include no less than 5 scholarly references and represent a summary of your secondary research. This draft should be approximately 4-5 pages long

Your literature review should present your secondary research on the published work of others that speaks to the validity of the solution you have proposed. You should base your literature review on the "literature map" or outline of the main themes you established in the proposal for guiding your reading. In this way, you will be able to present the evidence you find in your reading in systematic fashion, so that it clearly supports your thesis statement.

Thesis Statement

The transition from a baby boomer workplace environment to one of impulsive independence and share will has left corporations with a gap of knowledge on communication between leadership and management with a new generation which is typically referred to as the Millennials or Generation Y of age group 18-35. Generation Y has been empowered through everchanging technology which is proven to be a restive labor force with a tendency to do at will. For Corporations to retain and gain this generation, companies will need to look towards incorporating a fostering environment that engages in creativity and self-development which will lead to an empowerment era for the current and future workforce.

Secondary Research

In a world where technology is the forefront of most accomplishments, we find that the millennial generation is quite rooted within its heel. This generation unlike others are mostly rooted in social responsibility and empowerment. “Millennials embrace a strong entrepreneurial mindset and they are often on the lookout for opportunities that can continue to move them up the ladder, even if that means up and out of their current position. As digital natives, Millennials have grown up in an era where the number of resources they have is almost infinite making them more efficient problem solvers and critical thinkers” (Fromm, 2015). Previous generations preferred small, quite workspaces which allowed focus and little to no interaction due to previous thoughts that interaction led to low productivity. An adequate corporate design would facilitate the growth of acquiring the best in the Millennial workforce. Implementing changes such as Communication Strategies, Social Responsibility, Technology/ Social Media, Work space Design allows for a free-thinking concept that will only drive productivity and performance (Ferri-Reed, 2014). Role-play, cultural workshops, and a practice of hiring diversity should be at the core of any organization’s strategic plan for success.

References

Ferri-Reed, J. (2014). Millennializing the workplace. The Journal for Quality and Participation, 37(1), 13-14. Retrieved from https://search.proquest.com/docview/1498365357?accountid=458

Fromm, J. (2015). Millennials In The Workplace: They Don't Need Trophies But They Want Reinforcement. Retrieved from https://www.forbes.com/sites/jefffromm/2015/11/06/millennials-in-the-workplace-they-dont-need-trophies-but-they-want-reinforcement/2/#3eed7f6c3842

Padilla, D. T. (2003). Evolving diversity, building resources. Business NH Magazine, 20(2), 16-20. Retrieved April 1, 2017 from EBSCOHost

Paul, R. (2007, July). Engaging the multi-generational workforce-Wellness, benefits & compensation. HR Management, 6, 1-3.