Motivation of Millennial Workforce
Overview
Millennial Generation, or the so-called generation Y usually refers to the Americans who were born between the 1980s and the early 2000s. Nowadays, there are about 95 million Millennials living in this country, and over 60% of whom are becoming the main workforce in the current market (Winograd and Hais 1). According to the Bureau of Labor Statistic, by the end of this year, 36% of the U.S. workers will be Mllennials; moreover, this number will reach 46% by 2020 (Brack 2).
Millennials are growing up with high technologies so they become tech-savvy multi-taskers. Also, they often work in teams whether in sport activities or academic projects, a process that helps them become team players and collaborators …show more content…
Needs from the most basic to the highest ones are those related to: physiology, safety, social, esteem and self-actualization (Bolman and Deal 124). As is known to all, Millennials grow up in a world with sufficient resources, which means that they do not ask much for physiology and safety needs. For Millennial workforce, senior management team should think about the higher level of Maslow’s Hierarchy of Needs because Millennials are more likely to be motivated by social and esteem needs at present and they are seeking for self-actualization in the most part of their life. Therefore, the motivation of the Millennial workforce starts with what this group of people is really looking …show more content…
Millennials tend to enjoy working for an organization with a flexible schedule and relaxed organizational culture. Wasting time on transportation would be inevitable when employees have to go to work at a particular location. Meanwhile, sitting on the same desk and working all day long is dull and uninteresting. Those could be negative factors that are much less attractive to the Millennial workforce if an organization does not provide a flexible environment. Millennials want to find a better balance between work and life while the previous generation considers job security as more important than anything else. Offering a flexible schedule or location and respecting personal time would increase Millennials’ loyalty to the organization. Ernst & Young saves 10 million dollars per year by starting a flexibility program which allows employees to have more control of their time. Plus, it helps Ernst & Young build a better reputation as an employer
Overview
Millennial Generation, or the so-called generation Y usually refers to the Americans who were born between the 1980s and the early 2000s. Nowadays, there are about 95 million Millennials living in this country, and over 60% of whom are becoming the main workforce in the current market (Winograd and Hais 1). According to the Bureau of Labor Statistic, by the end of this year, 36% of the U.S. workers will be Mllennials; moreover, this number will reach 46% by 2020 (Brack 2).
Millennials are growing up with high technologies so they become tech-savvy multi-taskers. Also, they often work in teams whether in sport activities or academic projects, a process that helps them become team players and collaborators …show more content…
Needs from the most basic to the highest ones are those related to: physiology, safety, social, esteem and self-actualization (Bolman and Deal 124). As is known to all, Millennials grow up in a world with sufficient resources, which means that they do not ask much for physiology and safety needs. For Millennial workforce, senior management team should think about the higher level of Maslow’s Hierarchy of Needs because Millennials are more likely to be motivated by social and esteem needs at present and they are seeking for self-actualization in the most part of their life. Therefore, the motivation of the Millennial workforce starts with what this group of people is really looking …show more content…
Millennials tend to enjoy working for an organization with a flexible schedule and relaxed organizational culture. Wasting time on transportation would be inevitable when employees have to go to work at a particular location. Meanwhile, sitting on the same desk and working all day long is dull and uninteresting. Those could be negative factors that are much less attractive to the Millennial workforce if an organization does not provide a flexible environment. Millennials want to find a better balance between work and life while the previous generation considers job security as more important than anything else. Offering a flexible schedule or location and respecting personal time would increase Millennials’ loyalty to the organization. Ernst & Young saves 10 million dollars per year by starting a flexibility program which allows employees to have more control of their time. Plus, it helps Ernst & Young build a better reputation as an employer