Organizational Problem Solving

principles of strategic management
December 8, 2017
Business Studies
December 8, 2017

 

Organizational Problem Solving:
Managing Millennials in the Workplace

Organizational Change Agent/Interventionist or Helper:
A generation of many names, the Millennial generation has arrived in the workplace and is increasing its presence there daily. It’s easily generation

with the most controversy: Millennials have a different personality often labeled “lazy,” “entitled,” “self-serving,” jobhoppers, but generation in

history with natural technology skills, team players, and are open-minded to many new social ideas. Because they are so complicated, they are

difficult to attract, retain, and train.
Millennials grew up in a whole different world than any other generation and hence, have some different ideas for how they’re going to revolutionize

the global workplace. They bring with them the memory of their workaholic parents and the unique challenges faced that growing up in a cyber-obsessed

world can bring. While being fresh and innovative they can be difficult to understand and have struggled finding a “happy place” in the workplace.
The million, or billion, dollar question is how can we help the Millennials assimilate into our workplace and assume their positions as leaders to

thrust the workforce into a generation of success? The answer lies in understanding their past, what they want, seeing them as people, and adapting

with flexibility to make changes in the workplace that accommodate them.

This is a classic depiction of B = f (P,E) or Behavior equals the function of the interaction between a person (P) and his or her psychological

environment (E).

In order to affect positive organizational change, it would be wise to use existing workforce development tools to properly assess this generation

(i.e. Birkman, Meyers Briggs, etc.). In addition, being in close interaction with like-minded human capital of differing generational influences

would be critical to this change.

Organizational Designer:
Millennials enjoy the collaboration of working with coworkers to bring success to the team. Regardless of the stereotypes, the Millennials have

exciting strengths they bring to the job market that will revolutionize it forever, as most Millennials display an entrepreneurial spirit.

Communicating by deliberately engaging them in quick “burst-meetings” (not to exceed 15 minutes) is an intuitive measure. In addition, by pairing

them with a mentor or colleague that embraces their growth and challenges their well-intentioned but very limited experience, is equally as important

as it installs an authoritative figure to whom they are responsible. One possible structure we may explore is a boundaryless organization.

Organizational Empowerer/Meaning Maker:
Create a social recruitment strategy, Revamp the application process, Let your corporate culture overflow into your company’s social media accounts,

Keep the door open for Millennials who choose to leave for a different position or those candidates who didn’t make the cut this time.

Developer of Human Capital:
A potential way to monetize and capitalize this large generational base would be in providing training services that help prepare them for today’s

workforce.

 


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