Hiring Generation Y Case Study

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Hiring Generation Y

Hiring Generation Y
Francesca LaRosa
Empire State College

Author Note
This paper was prepared for Human Resource Management taught by Professor Kathleen Stallmer
Hiring Generation Y

With much of the Baby Boomer Generation already retired and the others on the verge of retirement (“64 million retiring by the end of the decade”, (Ivancevich & Konopaske, pg. 59)), Generation Y has become, not only a necessity, but also mandatory for the survival of most companies. Because of this, Generation Y’s know how significant and important they will be moving forward in the business world, and they are not afraid to ensure that the companies they work for know their importance as well. With that being said, it is vital for this company to make the changes necessary to survive and prosper in this changing climate. This Case Study will provide significant evidence and solutions to dealing with this current challenge.

Hiring Generation Y
Understanding Generation Ys is key to the success of a business in the 21st century. If we can understand Generation Ys, we can learn what motivates them and how they can be an asset to an organization; rather than being a challenge, we can find opportunity. Unlike the Generation Xs and the Baby Boomers, the Generation Ys have developed work characteristics and tendencies from doting parents, structured lives, and contact with diverse people. They are accustomed to working in groups and enjoy combining their work-life with their social-life, and so they expect to make friendships at work. Generation Ys have a “can-do” attitude about tasks at work and look for feedback from managers about how they are doing frequently – even daily. Generation Ys want a variety of tasks and expect that they will accomplish every one of them. Positive and confident, they are ready to take on the world.…...

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