towards making themselves more enticing to the job market (Hauw &Vos, 2010). By simply offering some mention of short-term or longer-term security, a manager may increase employee commitment level. Millennials also have higher expectations for advancement opportunities within their careers. Hauw and Vos (2010) found that due to Millennials' confidence and need to over achieve, they are more likely to seek out career enhancing opportunities in an organization. They believe that this can be used to motivate and drive Millennials. By offering advancement opportunities, organizations may also retain their Millennial talent. Since enhancement opportunities are important to this newer generation, training and development sessions can be a valuable retention and motivation tool. Hauw and Vos (2010) also found that mentoring and training are highly valued by the Millennial generation. This satisfies their need to develop new skills and marketability, but also 17 April 2017 Page 3 of 9 ProQuest
create greater job satisfaction and productivity. Millennials may have difficulty earning respect and credibility from the older generations in the workplace. As discussed above, many negative stereotypes follow this generation and a lack in understanding of the differences can hurt this new generation's entry even more. Myers and Sadaghiani (2010) believe wise Millennials will realize the opinions of their co-workers and make an effort to show their true value. One thing that truly sets this newer generation apart is their preference in meaningful work over well-paid work. While salary is still important in determining success, work that has meaning and enjoyment in what one does rated higher in importance than financial gains (Hauw &Vos, 2010). Millennials rank social awareness high on organizational responsibility and prefer work that is socially responsible. Perhaps this is also a cause of the recession, but Millennials prefer meaningful and challenging jobs that potentially can advance their career (Hauw &Vos 2010). GENERATIONAL DIFFERENCES Many researchers point out that there really is little difference between the generations in the workforce today. While the differences stated above exist, Deal et al. (2010) showed the differences to be often modest at best. Most are brought about just as any prejudice is created, through fear of change. Generations are found to be more alike than different and the differences between them are over exaggerated (Hauw &Vos, 2010). Every generation has been chastised by the generation before them. Deal et al. (2010) found that Baby Boomers complain about Millennials use of slang, social rights, and tolerance just as the World War II generation criticized Baby Boomers over the same topics. Beliefs of older generations about younger generations have remained stable for the past 40 years. Myers and Sadaghiani (2010) also found that most of the stereotypes found were not supported by substantial or empirical evidence.
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