In Millennial Leaders Are Here: What Will Change and How to Manage It, Frank Sofia explains how millennial leaders will transform our organizations and the way we interpret leadership. Frank Sofia is the Director of North America Sales Organization, furthermore he is a millennial himself. Millennials are currently making up a third of the workforce, and will soon make up over 50 percent of the workforce by 2020. From his article, millenials know they are not ready for leadership, but they want to gain it in their career now. Overall, Frank Sofia reports how millennials are impacting the workforce and how organizations should prepare these leaders in an environment for success because they will soon take over the workforce in the future.
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Frank believes that we should establish a higher motivation than earnings. It should be clear that millenials and organizations want to make an impact with their people, and not let it be about profit. Secondly, technology is a major source that will change the way the workforce is run. According to the Leaders 2020 study, “organizations that embrace the digital movement see better financial results and have happier, more engaged employees” (Sofia 4). We should listen to the millennials, because they have the information on what may be needed to improve in the company. Finally, diversity should be a major part of a company. With a diverse company, it will bring new ideas of expertise that will help the company succeed. Lastly, they value strong communication to achieve success and to remove problems to allow faster decision making with all …show more content…
Millennials’ new ideas will bring in different people, along with different skill sets. Companies will change the way they hire workers, along with their ethics towards their employees. With millennials being the first group to count on technology, this will change the way businesses communicate with co-workers, alongside their customers. Also, this will alter the way businesses market themselves towards the world. Millennials want to thrive in a company that they can be a leader. Altogether, this will change the idea of leadership in a company, which will have a major impact on the way people manage their
In the article “Why Your Office Needs More Bratty Millennials”, the author Emily Matchar expresses a variety of reasons why the new generation in the workforce (millennials) needs to have their voices heard. She uses different terms to discuss this generation of workers, including Generation Y, another common name for millennials. Matchar’s exposition of why millennials are changing the workplace is broken down into specific points. She references the declining job market and why, due to circumstance, it is hard for millennials to get jobs as it is. Moreover, millennials are now pushing for a “customizable” workplace, such as being able to set their own hours.
Boomer’s see millennial’s as having a short attention span which is not what millennial’s intend. If they don’t see a job working out, they are faster to jump ship than Boomer’s and that fearless attitude actually leverages them more power with their company. Sherry Buffington, co-author of Exciting Oz: How the New American Workforce Is Changing the Face of Business Forever and What Companies Must Do to Thrive, says that they have the upper hand because they are perfectly fine working dozens of different jobs in their lifetime. “In a survey conducted by IdeaPaint of 600 employed Millennials, 49 percent believe that poor management is dragging their company down; 45 percent attribute that to the lack or misuse of technology solutions.” (Avallon) This helps the reader to better understand the mentality of millennial’s. They are typically more tech savvy then their older bosses and feel they could make more of an impact if they were in charge. Millennial’s are hard-wired to think that time really is their most important resource. If they feel they aren’t being treated completely fair then they won’t hesitate about trying to find a new
The millennial generation is made up of people that were born from 1978-1999. People from older generations say the millennial generation people are growing up being unprepared for the real world. In an article titled “The Tethered Generation” written by Kathryn Tyler she talks about why the millennial generation is so different than any other generation. She also explains how they depend heavily on their parents well into adulthood. In this article Tyler allows the reader to see why HR professionals are worried about the millennial generation entering their work force. Using Toulmin’s schema the reader can judge the effectiveness of Tyler’s essay to the audience, and this schema is used to persuade the audience to
As stated before this initiative must be continued in order to benefit current employees and future employees. This translates into current and future success of the organization if the initiative is administered correctly. The development of a cultural competence foundation for managers and their millennial employees must be built on. The desired end result is attaining cultural competence throughout the entire organization.
As Andres Tapia mentioned, “ To be young is to be experienced”. Millennials have a different perspective about how to success in life. Since millennials are born during this current era, they have an advantage over people that were born before. With the inclusion of technology, it is easier to learn and apply new knowledge than before. A good example is the “Apps”. It is only necessary to create an app that attracts the interest of many consumers to start making money. Finally, Millenials have the ability to adapt and evolve. Millenials are the representation of
A current recession is forcing people to have to deal with low wages and a horrendous lack of flexibility, in regards to hours. In fear of unemployment, today’s work choose to bear with these conditions instead of demanding for better treatment. In “Why Your Office Needs More Bratty Millennials,” Emily Matchar, the author, claims that the workforce would benefit from adding millennials, those born from 1983-1999, because their aggressive demanding tactics would cause companies to eventually have to adapt. These companies would have to adapt because by 2025, 75 percent of the workforce will be millennials. All of the external sources and numbers, provided by Matchar, don’t back up her claim, resulting in a weak
Have you ever worked for a company that has a mixed age of workers? The article, “What Happens When Millennials Run The Workplace?” published in The New York Times in March 2016 is about millennials starting a business and running a successful website. According to Dictionary.com, a millennial is, “a person born in the 1980s or 1990s, especially in the U.S.; a member of Generation Y”. The website “Mic” was created about five years ago in New York. It was created to appeal to millennials and to provide a new type of work environment for millennials. “Mic” has one-hundred six people on their staff writing stories like “When Men Draw Vaginas” or “Don’t Ban Muslims, Ban Hoverboards”. Even though this company was created to appeal to millennials,
As might be expected, the millennial generations as a whole are passionate about the technological and communication advances in the past decade with the internet and social media. “A new Pew Internet Project report reveals that 93% of young adult’s ages 18‐29 are online” (Andrew January 14 to 27, 2010). This allows access for marketer’s access to the generation in a different way than previous generations.
Workers are often pitted against each other in the work place as a form of competition. One division that is commonly seen is gender and race, but there is also a divide concerning age that isn’t discussed as frequently. Baby Boomers are those who was born between 1946-1964, when WWII soldiers came back home, settled down and started the “Baby Boom”. While Millennials are those born around 1981-2000, and have a similar population size as Baby Boomers. In the workplace, Millennials are categorized as being bad workers due to how they were raised in sheltered lifestyles and require a different environment than the previous generation, but that is not accurate. Even though the two generations view work different, sometimes to the point of conflict,
We have become the consumers. However, we’re a little behind when it comes to production. The millennials have been more fortunate growing up, compared to the previous generation. They didn’t have to struggle to make ends meet while growing up. Also, they had internet - this whole new world where everything from science to art, was available instantly.
In fact, baby-boomers are known to be hard workers, competitors, team-oriented, optimistic. They are also known to prefer telephone rather than face-to-face communications. In the other side, Millennials are task-oriented, think digitally and multitask through multimedia. As a matter of fact, this chart illustrates how the generations are becoming more and more digital and how the internet is changing the way of communication within the
Consultants and the managers as well as business leaders believe that effectively managing and handling the diversity is the competitive advantage. This advantage stems from the process in which diversity management affects the organizational
To do this, organizations have to establish these objectives and communicate to employees. For employees to value diversity, they need to understand what the organization is trying to achieve.
Leaders of the future will be faced with many challenges. As the world changes, we must adapt the ways in which we face these challenges, and in turn grow as leaders. A leader is not merely someone which commands a group or organization. A good leader exhibits the ability to take an average team of individuals and achieve greatness. Leadership is not supervision or leading. It is the ability to inspire or influence others towards the end goal. As Barendsen and Gardner stated (2006), “the best leaders are individuals who, in their work, exhibit three distinct meanings of good: (1) an excellent technical and professional quality and competence, (2) an ethical orientation, and (3) a completely engaged sense of fulfillment and meaningfulness” (p. 266). Good leaders must utilize all of these traits in order to meet the challenges of the future. A few emerging challenges that future