Den umulige generation
A new study from Berlingske Tidende with 300 Danish managers shows that the new generation has too high expectations and expects to become managing director without even having the experience. 78% of the Danish managers think that the young employees under 30 years are more demanding than others and they do not even want to work overtime.
The managing director Erik Søndergaard says that there are no connections between the young employees’ effort and the ambition. Søndergaard’s solution is that the new employees should know about the job through trainee-posts. Young people are spoiled and it is the parents’ fault. They give them everything they need. And then the young people have never had any confrontations. And when both parts in a relationship want to have a career it is almost impossible.
Another managing director Peter Grønlund sees this development as a positive thing. He thinks that the young employees want higher challenges. And they do not want to do the same thing for a long time. Now there are also a balance between work and private life. This new progress is healthy, but it puts the management under a lot of pressure.
The demanding generation has not only got high expectations considering the job alone, they also want friends, a great family and hobbies which are more important than work. Half of the young people in the research would say no to do overtime at work if they had a private arrangement. Money does not even seem to be the biggest deal. They think the companies should hire more employees instead of expecting them to do overtime. This new challenge will take a lot of convincing to do for the politicians, because the generation does not think they owe anything to the society.
Vodka on Sunday
(An Irish short story)
In Fiona Gartland’s short story “Vodka on Sunday” we experience a family with a façade that they have been living with their entire life together. In this story we see how something you have done in your past can haunt you in generations, and that it can never be disguised or forgotten.
“Vodka on Sunday” takes place in a family of high rank where the father enjoys football on Sundays and the wife prefers to stay at home appreciating a nice drink. The frame of the home with the crystal lamp gives us an impression of a wealthy family.
This story may seem solely comedic, but within it is a darker tale of a Russia where, in the current times and those prior to it, social rank and position were key. ...
Born managers are almost creation of fiction. In such modern, dynamic and fast changing busines...
The narrator spends her young childhood drunk with love for her mother. She happily sleeps late on school holidays, follows her mother ar...
With the current change in demographics throughout the workforce, organizations are feeling the effects of a larger percentage of baby boomers retiring and a large percentage of millennial new entrants. The words used to describe millennial employees, “spoiled, trophy kids, ambitious”, seem to be as everlasting as the constructive and negative perspectives attached to them. Many can debate on the entitlement of these employees within an organization, how these employees can be groomed and managed to better fit the organization, the positive and negative attributes they bring into the workplace, and how the preceding can benefit or derail the effectiveness of an organization. Nonetheless, a harder debate, comes about in denying that organizations must adjust to and integrate these employees into the workforce.
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
“When I was 13, my dad started drinking more and more. Every day he would come home from work and have beer, lots of it. I didn’t think much of it at first, but then he started getting more angry and violent. He would shout at my mom and me. It was like my father had gone and been replaced with another guy” says an anonymous kid who lives with an alcoholic parent in “How my dad’s drinking problem almost destroyed my family”. The kid depicts that he is so confused, angry and upset especially when his father got fired for going to work drunk. This is one of many children’s voices who suffers having an alcoholic in their family. Most of them are depressed because alcohol has destroyed their family. This is an addiction that does
Currently there are 3 major generations in the workforce, Baby Boomers, Generation X, and Generation Y. The two biggest clash is seen between the largest generation gap, Boomers and Generation Y. The two generations have contradictory work preferences. “Boomers obsession with work vs Generation Y's flexibility, Baby Boomers preference for autonomy and Generation Y's for collaboration and working in teams, Baby Boomers respect for workplace hierarchy against Generation Y's preparedness to challenge management and so on” (Helyer & Lee, 2013). “Some generational differences can be addressed through effective human resource management. For example, organizations train managers to provide frequent feedback to members of Generation Y, and they show respect for older generations’ hard work and respect for authority by asking them to mentor younger workers” (Raymond, Hollenbeck, Gerhart, & Wright, 2014).
Upon entering the workforce, this generation worked for organizations that had “clear lines of authority, strict assignment of responsibilities, rank based on seniority, and an implied work contract; they expected to work for the same company until retirement and valued job security and stability” (Fore, 2013). However, because this generation was often absorbed with the past, “technology represented an unpleasant change that required training and adjustment, as it affected both their work and personal lives” (Fore, 2013).
...ronger than wanting to stay in the same job for their whole life. Generation Y is renowned for conducting their personal and work life through their phones, iPads and laptops. They are up to date with the latest software and gadgets, and can pick up anything technological must faster than past generations. Although, all this technology can be harmful to their performance in personal interactions, as they are missing out on a lot of the face-to-face communication that is necessary in the workplace. This generation seems to have a sense of entitlement beyond that of their older peers, they have a strong desire for their work and accomplishments to be recognised and rewarded. This drives their need for regular promotions, which they see as an important part of their career development. Generation Y strives to have their voices heard and feel empowered (Gratton, 2013).
Employee work ethic-the younger generation does not have the work ethic, ability and experience of what work is’ as what the older generation(s) do/did. A decline in work performance and the ambush to work for that dollar has become troublesome for many.
These three generations: Baby Boomers, Gen X and Gen Y all bring their own share of values, beliefs, thoughts and opinions, perspective and experiences to the workplace. The dynamics of the workplace is directly affected by the differences among these three generations. Today’s current managers need to understand how to efficiently manage and lead a multigenerational workforce in order to increase productivity and meet organization goals and objectives. Recently, there has been changes in the general management. From 2008 to 2013, there was some serious shift in Gen X and Gen Y moving into managerial roles. According to Matthew Golden from Biz Journals, the most prominent change was 87% of Gen Y moved into more managerial roles compared to
With the creation of vodka, the countrywide struggle with alcoholism was established. The alcohol has caused the destruction of families,...
...Russian society and social norms. The greatest reminder of this is found in the fact that Lopahkin, the man who Ranevsky once spoke to condescendingly, is now the family’s last hope for survival. Ironically enough, Lopahkin is often glancing at his watch, a reminder that time is changing, and a message that he, himself, is a testament to.
To the reader Sydney is presented as a man who places alcohol as his first priority. But now that he has met Lucie, he begins to set his priorities straight and he pyts Lucie in fro...
Semyon Marmeladov’s alcoholism is the cause of many of his family’s problems. His crummy appearance and well known drinking problem are the reasons why he is labeled as a bad person. Marmeladov spends all of his money on booze and all of his time in the bar; meanwhile at home his family is starving without food or money. All of this forces his daughter Sonya into prostitutions for means of support. Although Marmeladov’s actions are bad and cause his family suffering, he describes the love for his family in a way that reveals his true kindness. There are many parts...