The Importance Of Gen Ys

1390 Words 6 Pages
There is still a long way to go; this writing is actually a process of growth for me as a Gen Y fresh graduate. This dissertation opens with my concern that I expressed my own feelings and viewpoints about the future employment. Here and now, I nearly finish this research with reconsideration full of mixed emotions. Primarily, when Arsenault (2004) argues that Gen Ys’ strong technical skills mismatch strong problem-solving skills or independent thinking, I become realise that Gen Ys should be prepared to prove themselves and gain the respect of peers and superiors before demanding a raise, a promotion, or telecommuting (Fenn, 2010; Nishizaki, 2013). Although many Gen Ys including I do not like to be stereotyped as
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Just as taught master dissertations are concerned, process is usually more important than outcome. Through the whole writing, I have been provided with an opportunity to actively took the initiative in planning, managing and conducting a programme of research under the enlightening guidance of my supervisor; I am enabled to further my knowledge and experience on a topic related to my future career and develop powers of critical reasoning; I am allowed to use the writing process to clarify thinking and expose ‘woolly’ thinking. In addition and complementary to those above, by self-managed learning, what was done was done carefully and that something has been learned from the independent exercise. I am fully aware that my knowledge and understanding in the subject area have been extended while creativity and enhanced problem analysing instill confidence in researching and dealing with difficult situations, which prepare me for further professional practice. However, three-month dissertation is not goodbye while learning and exploration continue go on. I now leave more full-hearted as I expect to live up to my expectations and make the best of the work as it stands in my future …show more content…
Since Gen Ys’ career aspirations, attitudes about work and knowledge of new technologies are projected to define the culture of the 21st century workplace (PwC, 2011). The unique characteristics of Millennials demand a tailored strategic approach to the recruitment and retention of employees (PwC, 2011). If Gen Ys’ need for support, appreciation, flexibility cannot be met or ambitions for eagerly moving on are frustrated, they will not hesitate to seek to fulfil them elsewhere (Hurst and Good, 2009; PwC, 2011). Hence, Millennials issues act as vital element to the future of business where fierce competition for best talents took place. Since there are many dimensions that have not been taken stock of in the present research, it has thrown up some key points in need of further investigation. For example, it would be interesting to explore time regarded as an important medium of exchange or appropriate multi-directional career management issue rather than linear progression among Gen Y in current labour pool. Further examination is still necessarily needed on the topic involving attracting and retaining Gen Y talent in this era of constantly evolving

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