Times have changed, to see how simply turn on the TV. The shows that were watched in 70's and 80's were about "values" they were more focused on family, friendships, hard work and character.
Year 2013, now we tune into Desperate Housewives, Who wants to marry a Millionaire and American Idol. These shows tend to involve lies, deceit and quick, easy routes to fame and fortune.
The same is the case with our workforce:
The unasked questions on the minds of every baby boomer and members of Generation X in the workplace today about Generation Y is:
· Who are these strange creatures?
· How do you deal with them?
· And, how can they possibly become an asset to an organization?
Look around your office. Managers are struggling to keep their high-performing talent within the ranks, especially the up-and-coming young superstars from Generation Y.
You may know them as the Generation Why, the Trophy Generation, Gen Y, or Millennials. They are the generation born between 1978 and 1995. This generation has completely infiltrated your organization. They come with their own unique traits that, when harnessed correctly, can produce incredible results.
But not everyone sees it that way.
By 2020, these young hires will make up 60 percent of the workforce. They are rapidly climbing the corporate ladder, and much has been made of the supposedly needy mindset they bring to the workplace—and how their predecessors, the Baby Boomers, must change their approach if they want to accommodate these over-coddled upstarts.
They've got the attitude, they've got the ambition, they've got the BlackBerry in one hand and the half-café mocha latte in the other. Welcome to the world of Generation Y.
GEN Y , Also known as the Net Generation, Millennials, iGeneration, Second Baby Boom, Google Generation, and the Cynical Generation, currently are the most influential consumer and employee group in the world.
Although they bring energy and innovation to the workplace, the Generation Y is challenging to manage.
Millennials are creating a change in how work gets done, as they work more in teams and use more technology. Their social mindset, however, is also a significant factor. As Leigh Buchanon writes in Meet the Millennials, "One of the characteristics of Millennials, besides the fact that they are masters of digital communication, is that they are primed to do well by doing good. Almost 70 percent say that giving back and being civically engaged are their highest priorities."
Coupled with the socially minded millennial comes their desire to be creative. Millennials have grown up in a time where information has become available instantly. Through a Google or Wikipedia search, answers to even quite complicated questions can be found. As such, millennials have developed into a group that wants to work on new and tough problems, and ones that require creative solutions.
In a 2009 article by Tamara Erickson, a millennial who had been struggling in her role, admitted to peers that, "I guess I just expected that I would get to act on more of my ideas, and that the higher ups here would have figured out by now that the model's changing." (Gen Y in the Workforce, Tamara Erickson, Harvard Business Review, February 2009)
They appreciate clear direction, demand immediate feedback on performance, expect to be Consulted and included in management decisions, and demand constant intellectual challenge.
In India, they make up the more than half of the population. Despite the large potential workforce, not all are 'employment ready' and so their talents are in short supply.
The Generation Y in India is a remarkable group that is ambitious, optimistic, embraces change and have a clear sense of where they are headed. Most are 'entrepreneurial and business savvy, as well as technologically capable and connected.
With about half of India's one billion people under the age of 25, Generation Y in India is the world's largest. Positioned in a time of exciting and rapid economic growth in the country, they are keen to participate in the country's future and success. The country's recent parliament elections saw a huge turnout of Generation Y population, demonstrating their ambition to take the country forward.
Gen Ys expect challenging work assignments, accelerated career growth, socially responsible workplaces, flexible work environments, freedom, and collaboration and innovation from their jobs and employers.
Highly competitive, Generation Y is more than ever before seeking higher education and landing jobs in multi-national companies in areas such as IT, back office operations, media, strategy and management positions. With opportunities aplenty in the current economy, they are also job-hopping, something not seen in their parents' generation.
There are certainly a lot of negative feelings about this young generation and the impacts they are having on companies. From their use of social media, loyalty to their friends over the organization and their need to be heard (even during meetings on topics they have little experience with), this generation is certainly different.
Trying to change a generation is akin to changing the direction of the mighty Mississippi: It's not going to happen. Instead of trying to force behaviour changes think about how you are managing your Gen Y employees.
The time has come to think differently, act differently and start re-focusing on long-term success. Today's forward-thinking businesses are repositioning themselves….don't be left behind…
With a better understanding of the Gen Y mindset which drives behaviour, business can better attract, manage and engage this generation both as customers and as staff.
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