WRA 101 Assignment: Ways of Managing Millennials at Workplace

Ways of Managing Millennials at Workplace
In the United States, millenials are a substantial part of the labor force today, and many more are entering annually. However, while their proportion of the labor force would only grow as people of the Baby Boomer generation continue retiring, many organizations still do not know what employees from the millennial generation want or how to manage such employees (Centre for Creative Leadership). Employees of the millennial generation have become the biggest demographic in the place of work. However, leaders in many business organizations have struggled in finding the most appropriate way of connecting with the wave of young employees in their 20s and 30s who work while wearing earbuds and mostly do their typing with their thumbs. A lot of leaders have relied upon stereotypes regarding millenials just to discover that they are not just untrue stereotypes, but the stereotypes are also not useful in managing this generation (Colvin). This research paper analyzes how employers can effectively manage employees from the millennial generation in the place of work by exploring the approaches that different scholars have put forward for managing this demographic of employees. The result shows that managers can adopt a wide range of approaches ranging from providing guidance and leadership, work/life balance, opportunities for feedback, promotion, and development, and giving frequent and positive feedback, to providing digital technologies in the place of work, and internal branding as this helps to engage and retain millennial employees. Internal branding serves to promote employee motivation, gives them a clear direction in their work, and helps to increase their organizational commitment.
As millennial employees enter the place of work, questions have been raised with regard to how managers can effectively motivate them and how their distinctive characteristics could translate to organizational commitment and membership. Some scholars hold the perception that the characteristics of this generation might possibly disrupt interactions within the place of work or complicate such interactions, which might have a negative effect on workmates and organizational processes (Myers and Sadaghiani 226). As a case in point, there are perceptions that from an organizational point of view, these young adults possess unattractive qualities like being disloyal, self-important, and impatient. In order to thrive and use the unique abilities of the millenials fully, many organizations believe that they should change their policies and rules (Myers and Sadaghiani 228). Other than these negative depictions of millenials, there also are a few positive depictions of them from the organizational point of view, for instance that they are more comfortable working with teams than the former generations, can see opportunities and problems from new standpoints, have capabilities with advanced information and communication technologies, and are more accepting of diversity than others. These attributes commonly associated with the millennial employees affect their capability of performing productivity within the organization and developing effective organizational relationships (Myers and Sadaghiani 229).
Millennial workers ma...