Topic4-GouriPednekar

They prefer managers who are actively engaged in

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Unformatted text preview: as well as their employers. They prefer managers who are actively engaged in their personal development and professional growth. They swear by networking and seek out peers as 4 valuable resources. These young workers want to “make a difference/impact” starting from the first day. Although they want challenging responsibilities, they seek prompt recognition. They want to be aware of the impact and practical application of their contributions. Furthermore, Generation Y is highly tech-savvy; they are strong believers of the fact that new technology soon replaces the old. Young professionals are not as financially conservative and stringent as the previous generation. These open-minded individuals emphasize the need for a fine balance between working at the job and enriching life. CONS: The younger workforce doesn’t have a sense of loyalty or obligation towards their employers as previous generations. It is common for them to change jobs or even careers before too long. Impatience is their characteristic; if they don’t get what they want quickly, they move on. Topics such as attire, accessories and formal demeanor have now become serious matters of concern. Shoes and suit pants are often replaced with flip-flops and jeans. An employee who listens to his/her iPod and makes personal calls on the cell phone while being on-the-job is not unusual to this new generation. Such attitudes cause conflict between the two generations at the workplace and result in disharmony. Younger professionals refuse to conform to the procedures of the older generation while the latter dismiss the younger ones as haphazard and lacking adequate real-world knowledge. To compete in today’s high-speed and high-tech world, it is vital for companies to keep the Generation Y workforce motivated and get the best out of them while addressing the specific needs of these young workers. The 5 following are five broad steps that should be incorporated into the company’s plan of action: (1) Assign work that challenges the young employee. He/she should be made aware of the significance of his/her contribution and its impact in the local community,...
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This document was uploaded on 01/14/2014.

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