The Challenges of Managing Generation Y in the workforce - Thesis Example

Running Head: Impact of Generation Y on Management Effectiveness in Organizations Impact of Generation Y on Management Effectiveness in Organizations [Writer’s Name] [Institute’s Name] Impact of Generation Y on Management Effectiveness in Organizations Introduction Since few decades, organizations have been witnessing introduction of a new wave of workforce (Tulgan, 2009) that seems to be contradicting a number of conventional work ethics and traditional workforce-related principles in the organizations.

In specific, Generation Y (Lipkin, 2009) is the new face that has suddenly started to dominate workforce in organizations globally, and employers seem to have a number of issues and problems while managing them due to their conflicting work styles. In addition, these problems exist especially due to Generation Y’s huge dependence on technological factors that distinguish them from Generation X that is more inclined towards conservative forms of workplace ethics (Martin, 2001). In this regard, business experts are endeavoring nowadays to identify factors that are causing problems in the workplace and are putting efforts to propose solutions and alternatives that may reduce the gap between the two generations, and allow the management to achieve their organizational objectives.

Due to such reasons, some of the major problems in this respect of attracting and recruiting Generation Y talent that is fast-paced and technologically efficient. In addition, due to conflicting workplace practices (Tulgan, 2009), a number of organizations are confronting problems in retaining and engaging Generation Y successfully due to lack of communication between the two generations. In the result, recruitment, engagement, and retaining of Generation Y have now become some of the major issues of the current decade that are revolving around the factors, such as generational boundaries, technology, cultural shifts, etc.

Purpose In specific, the major purpose of the proposed research is to identify and analyze issues that employers confront while managing Generation Y in their workforce along with proposition of different strategies that will enable management in ensuring improvement in workforce’ performance. Besides the abovementioned main purpose, the researcher will be putting efforts to fulfill other objectives as follows: Identification & scrutiny of factors that cause problems in the Generation Y employees Identification & analysis of different alternatives that can avoid/resolve ‘Generation Y’-related issues Recognition of strategies that may improve performance of Generation Y workforce Problem The problem states that management is confronting problems in achieving satisfactory employee performance due to diverse work approaches of Generation Y that is more dependent on technology.

Definition of Terms It is very imperative to be aware about few terms that will be in use in the thesis, and thus, this section will include few definitions: Generation Y People born from 1980s to 2000s (Lipkin, 2009), grew up during the events of 9/11, Katrina, Iraq War, and lastly, efficient in technology Generation X People born after the conclusion of baby boom period (Martin, 2001) during the decades of 1960s to early 1980s. Technology “Systematic application of scientific or other organized knowledge to practical tasks” (Richter, pp. 7, 1982) Workplace Any place where one can observe people working (Tulgan, 2009); either can be an office, multinational organization, or even a home-based work area.

References Lipkin, N. A. (2009). Y in the Workplace. Career Press. Martin, C. A. (2001). Managing Generation Y. Human Resource Development. Richter, M. N. (1982). Technology and Social Complexity. SUNY Press. Tulgan, B. (2009). Not Everyone Gets a Trophy. John Wiley & Sons.