Tae's Blog

Incorporating individuals from diverse cultures, different genders and various ethnicities within a corporation is valuable to any leader. While corporations appear to be utilizing this perspective to enhance their production and commitment to social responsibility, age, or more specifically, generation is an aspect of diversity that I feel is neglected. This negligence is especially pronounced in regards to the new generation entering the workforce, the millennials.

In general, millennials matured during relatively wealthy times and were the first generation to take technology for granted as an expectation over a novel convenience. Although they tend to be questioning, electronically networked and entrepreneurially driven, business executives are having a difficult time incorporating this generation into the workplace. Perhaps this is because employers are concerned with catering towards the myths of millennials rather than fostering them in an environment where everyone feels valued. According to the article derived from Forbes.com, it is clear millennials are much different than other generations, as they present with a sense of entitlement, have a hard time focusing and are eager to make an impact. Although I find these opinions valid, I agree with the author of article when he states that “executives should encourage transparency and openness, so everyone feels comfortable voicing opinions and learns how to take feedback.” This may be interpreted as a backhanded compliment however, as between the lines, he is suggesting that millennials are opinionated and with time, can utilize criticism to benefit the self and subsequently, the business.

Instead of focusing on the negative aspects of this generation, business executives should take advantage of the positive aspects. Millennials are known to set high expectations and are known to be entrepreneurs. These can be extremely desirable traits in a corporation where hard work and competition often lead to success and vitality. In incorporating millennials, companies will have to ensure that they embrace these qualities without jeopardizing collegial and teamwork environments.

Millennials require more assistance developing soft skills such as listening, conflict resolution and communication. Executives appear to be aware of these needs should therefore shift their focus from designing jobs to fit millennials needs to ongoing training to ensure a strong foundation of skills.

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Works Cited:

Haugh, L. (2017, January 30). Millennials Don’t Need Special Treatment At Work. Retrieved March 28, 2017, from http://fortune.com/2017/01/30/how-to-manage-millennials-at-work/?iid=sr-link1

Langton, N., Robbins, S., Judge, T., & Robbins, S. (2013). Organizational behaviour (7th ed.). Toronto: Pearson Canada.