par John Eivindson Il y a 7 années
289
Plus de détails
View communication differently. Prefer text- based and computer- mediated approaches
Lack basic literary skills coupled with short attention spans
Expect same social networking opportunities on the job as in their personal lives
Baby Boomers respect millennial capability with technology
Extensive experience with available technology
View technology as efficient means to build relationships
Willingness to adapt to "gamifiication" within the workplace
View work and life as symbiotic, drawn together by advancing technologies
Want to incorporate social platforms to learn and be more efficient at their jobs
Need for rapid responses to queries and immediate reaction to achievement
Not needing leadership direction, yet demanding substantial amounts of positive feedback
Do not respond well to negative or non- constructive feedback
Delay in feedback causes confusion and distrust
When given autonomy and mentoring they respond favorably to management
Coaching and achievement-based feedback creating dynamic relations with management
Receptive to constructive criticism if delivered in a nice manner with recommendations for improvement
Provide thorough orientation, create a "cool" workplace, and help them chart their career
Demand fulfilling careers and active social lives
Desire for greater leisure and work/life balance
work to live not live to work
shift from wealth accumulation to wealth enjoyment
Want sacrifices to be appreciated and rewarded by extra time off or bonus
Disgusted with 50+ hour work week
Reflects work quality job performance, ethical decision making
Healthy balance between friendship and teamwork
Millennial led organization culture where being "human" is expected in workplace
Time more important than money
Distinct dislike of procedure and hierarchical process
Frustration with bureaucratic process
Exasperated with supervisors who waste time, don't get to point, and talk in circles
Challenge the staus quo
Expect decision-making to be collaborative and individuals to actively seek out being part of the decision-making process
Positive relations hinge on autonomy, direct communication, and social inclusion
Focus on social aspect, friendly co-workers and superiors, interesting work environment
opportunity to harness their desire to interact with leaders and utilize their competence and creativity
employee development and regard leaders as mentors
more likely to value working for supervisors they like than prior gens
Chain of command is new concept to them
more likely to quit if needs arent met
Generally lack loyalty to their employer
Expect communication to be frequent, affirming and positive
Want to know why their superiors have them do tasks
Expect their opion to be heard and valued at work
Want to know why superiors can't provide rapid and personal feedback
Expectation that supervisors support the subordinate above all else
Seek employment providing most immediate benefits
Expect to be promoted within two years
May pursue unethical behavior to achieve benefits they feel deserving of
Intrinsic values influence work ethic
Seek validation from peers and co-workers more than financial gain
More self-promoting and over-confident than prior generations
Generation "ME"
Influence view on leaders and leadership positions
Inclination towards white-collar crime
Speculative and hazardous decision-making tendencies
Minimal noticeable differences in levels between generations
Greater concern for the world and more altruistic than prior generations
Desire clear rules, direction, and structure
Collectivism supported
Less concerned about well-being of others
Prefer to complete tasks individually to garner recognition
Greater emphasis on moral skills less emphasis on competency skills
Expectation that things should go their way
Threat to traditional hierarchy of management
Stereotype created by the media and society
Reflection of Over-Indulgent Parenting
