Millennial Student Entitlement Issues
Millennial Student Entitlement Issues
The word Millennials is used to describe adults born between the years of 1980 and 2000. They are also known as Generation Y. Jean Twenge, author of Generation Me explained Millennials tend to be more self-focused and may expect to receive a lot of recognition. Sixty Minutes aired an interesting story titled The Millennials are Coming. In this show, they explained how this younger generation expects good things and expects them with little effort. I have noticed that this sense of entitlement has carried into the online classroom setting.
Most of my students are very respectful. They follow directions. They ask questions with the proper tone. However, there are a few that are more demanding. Although I have not formally studied the age group of the students who demonstrate issues with entitlement, I have noticed that my older Baby Boomer students seem to demonstrate more respect.
Companies Jump through Hoops to Please Millennials
Sixty Minutes did a great show on the millennial generation titled The Millennials Are Coming. In that report, they explained how Generation Y or millennials are unique in their expectations at work.
The Wall Street Journalâs article Firms Bow to Generation Yâs Demands continues to explore how companies are offering incentives and jumping through hoops to keep millennials happy. This has become a problem for older employees who feel this is inappropriate.
Companies are bowing to younger generationsâ needs because, âthey bring fresh skills to the workplace: theyâre tech-savvy, racially diverse, socially interconnected, and collaborative. Moreover, companies need to keep employee pipelines full as baby boomers entire retirement.â
Companies like Aprimo are dangling the carrot of the probability of a one-year promotion to attract talent. Their OnTrack program, launched in 2005, has had 100% of participates receive promotions and increased salaries within a year.
Companies are witnessing personality conflicts within the workplace because boomers may view that millennials receive special treatment. âBoomers often gripe about their younger colleagues as arrogant kids who donât know how to dress appropriately, deal with customers or close deals.â
The key to handling multiple generations within the workplace may revolve around understanding individual personality preferences. To find out more about personality types in the workplace check out:Â Itâs Not You Itâs Your Personality:Â Skills to Survive and Thrive in the Modern Workplace.
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Coexisting with Four Generations in the Modern Workplace
The modern workplace has seen growth in the 16 to 24-year olds and over 55 year olds. With people living and working longer, this growth has led to four generations of workers trying to coexist. This may present challenges to management. According to The East Valley Tribune, âItâs not merely age that differentiates these workers, said AARP officials, but rather how they approach accomplishing different assignments and tasks, as well as how much âworkâ defines their everyday lives.âÂ
These 4 generations include:
World War II Generation (aka depression babies) â Those born prior to 1945
Baby Boomers â Those born 1946 to 1964
Generation X â Those born 1965 to 1982
Generation Y (aka the Millennials) â Those born after 1982
According to the Tribune each of these groups has unique needs:
âWorld War II Generation – appreciate a logical approach to work, with clear job expectations that are fair and consistent. This group prefers face-to-face communication rather than phone or email. . .are reluctant to buck the system, uncomfortable with conflict and reticent when they disagree with their boss or fellow co-workers.
Baby Boomers – represent the largest segment of the American work force. There are roughly 77 million Boomers who are service-oriented, appreciate a team perspective, and are motivated workers . . . appreciate personal communication and the telephone, are not necessarily âbudget-mindedâ and are uncomfortable with conflict. In addition, some may put âsuccess ahead of result.â They also insist on phased retirement and health and wellness programs to foster a healthy lifestyle.
Generation X – are independent and creative souls who are adaptable, technology-literate and like to buck the system. They donât need a boss constantly looking over their shoulder as they enjoy being turned loose to meet deadlines. . .this group enjoys communicating by voicemail and email and is looking for development opportunities and to add certifications to their resumes for upward mobility.
Generation Y – brings to the workplace optimism, a can-do spirit and the ability to multitask, but they are often inexperienced and require supervision and structure. This group, which prefers instant messaging, blogs, text messages and email, has difficulty communicating in the workplace and likes to be spoken with one-on-one.â
For more information understanding personalities in the workplace click here.Â
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Millennials Replacing Baby Boomer Workforce: Meeting Their Unique Needs
Big changes are occurring in the current workforce. The dynamic is shifting as companies are experiencing a shift toward millennials replacing baby boomer generations. According to Harvard Business Review /HBR.org, âThe makeup of the global workforce is undergoing a seismic shift: In four years Millennialsâthe people born between 1977 and 1997âwill account for nearly half the employees in the world. In some companies, they already constitute a majority.âÂ
The book, Itâs Not You Itâs Your Personality, addresses the unique personalities and needs of the post-boomer worker. For simplicity sake, these post-boomer generations are given the title NewGens. It can get confusing when Gen X, Gen Y, Millennials and other titles are used. The term NewGens encompasses all of these groups.Â
Post-boomer generations have received a bad reputation at times due to their need for immediate gratification. Perhaps they are different but different isnât necessarily a bad thing. Many have high expectations but are willing to put forth the efforts it takes to achieve their goals. HBR.org reported, âMillennials have high expectations of their employersâbut they also set high standards for themselves. Theyâve been working on their rĂ©sumĂ©s practically since they were toddlers, because there are so many of them and so few (relatively speaking) spots at top schools and top companies. Theyâre used to overachieving academically and to making strong personal commitments to community service. Keep them engaged, and they will be happy to overachieve for you.â
This new group of employees has considerable knowledge that can be crucial for a companyâs success. Younger generations, unlike the boomer generation, tend to move around in their jobs more often. They are less likely to remain in a single company throughout their career.Â
Are companies doing enough to keep their current employees happy? Workforce.com stated the following about the millennial generation, âLarge companies donât move fast enough for that generation, which is [switching employers and] looking to expose themselves to new and different things. Bureau of Labor Statistics data show the average American will have 10.8 jobs from age 18 to 42. Many workers have clung to their jobs amid the recession and high unemployment. Still, the overall turnover rate across all industries was 16.3 percent in 2009, according to a survey from Compdata.â
Part of keeping this younger generation interested in staying at their current position is to keep their attention.  Training must be aimed at their specific needs. This is a technology-based group that likes to learn that way. They also like to receive their information quickly. Shorter, 3-5 minute training videos, can be effective. This is the YouTube generation and employers must realize this and keep up with the trends.Â
Aimglobal.org suggests the following guidelines for employers when dealing with millennial workers:
Ă Training. If you want a job well done, employers need to tell Millennials how to do it. However, donât just give orders. Millennials want to know the reasoning behind them and the training offered to be successful.
Ă Mentoring. Partner your new Millennial with one of your veterans. The veteran can show the newcomer the ropes and conversely the newcomer can offer fresh ideas.
Ă Integration. Involve Millennials in a variety of projects, assignments, and career opportunities. Mixing it up keeps their interest.
Ă Team Collaboration. Millennials are comfortable in team settings. They like to collaborate with others especially on team-based projects and environments.
Ă Support Future Pursuits. During their employment at your company, Millennials will face decisions regarding the next stage of their lives including marriage, buying a house, having children, etc. Developing a guidance program around these changes demonstrates how your company will be there to support them.
For more complete information on post-boomer generations in the workplace and how to deal with their unique personality needs, click here.Â
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- The Millennial Happiness Factor: Millennials are Happier with their Bosses than Boomers (drdianehamilton.wordpress.com)
- Generations 2010 Report Claims Millennials Not Only Tech-Savvy Group: Important News for Marketing (drdianehamilton.wordpress.com)
- Millennial Job-Seekers Have Unique Expectations (drdianehamilton.wordpress.com)