Blog Entry # 2- Millennials in the Workplace: Is it Worth a Try?

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Image source: Houston Chronicle (www.houstonchronicle.com)

Those who are born between 1980 and 2000 are known as the Generation Y – or what it commonly known as the Millennials. They are now entering the work force in vast numbers and will shape the future for years to come. Attracting the best of these millennial workers is critical to the future of a company because their aspirations, attitudes toward work, and technological knowledge defines the culture of the 21st century workplace. Millennials will soon replace those who will retire from the Baby Boomer Generation. By 2020, they will comprise 50% of the global workforce.

Millennials are viewed differently by older generations in the workplace. They are  often associated to someone who is lazy, entitled, and untrained at work. It’s true that some of the behaviour and attributes of millennials can be explained by their age and relative lack of responsibilities. However, as we age, our behaviour and priorities change and adapt and eliminating the issue entirely on that basis is a mistake. In this blog, we discuss three issues faced by millennials today and how to overcome it.

The first issue faced by millennials at work is that we are technologically dependent. For older generations, this is a sign of our laziness but technology helps us to work efficiently. The use of technology is what sets us apart from Generation X. Our dependence to the digital world made it instant for us to access to information. Baby Boomers should not associate our dependence on technology to laziness because technology increased the productivity in the workplace. Some instances are the use of information system to increase efficiency of effort for maximum impact and the idea of communicating using technology instead meeting physically. It is important to remember that one way or the other, technology will evolve over time and we all have to adapt to it in order to be globally competitive. Thus, the idea of technological dependence should never be an issue in the workplace.

Second is faced by millennials at work is that we are so ambitious and our eagerness to find the easiest path to climb the top of the ladder. Inclusion is important for millennial employees because they want to be part of a network and not a hierarchy. They are uncomfortable with the corporate structures and wants a management style that meets their needs. Millennials are said to break the “unstated order of things” like the chain of command. This becomes an issue when team leaders or project leaders are not able to adapt in this type of behaviour. This may create tension between both parties if they are not able to settle for a compromise. In the organization, the idea of inclusion can be solved by having a flexible management style and constant feedback from employees in order to understand their needs and be able to adapt to them. Training plays a key role for millennial employees understand how the company should work and improve their skills in order to equip them once they get promoted.

Lastly, the problem faced by millennials is finding purpose within the organization. They care about the purpose of organization. It is important for them that they can create a connection with the organization, understand the “why” behind the company, what they do and how do they create a difference in the world. This is one of the distinct characteristics of a millennial employee as they have a desire for a sense of purpose in their work rather than just helping the organization to maximize their resources. Millennials are shifting to the new business trend which h is the “social responsibility” which puts pressure and added responsibility on the company. Not all companies are comfortable with this and they may be losing outstanding employees who puts principles first. In order for millennials to overcome this issue, it is important to look for work in a company that aligns with your beliefs and principles. Apply in a company that practices good corporate social responsibility and breaks barriers in terms of promoting equal workplace regardless of gender, race, sexuality, and family influence.

Google and Apple are good examples of companies that have already been successful in attracting talented millennials who are naturally innovative employers who are not limited to ‘how things should be done’. They are not targeting millennials, but their sense of culture, management style and approach to employment appeals to our generation. Thus, they are able to take the best young talents around the globe. It is worth noting that organizations should recruit millennials because their perspective will help shape a brighter future not just for them but also for the world.

Blog Entry # 1: Establishing the Expected Future Lasallian Business Leaders of Tomorrow

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Source: Businessing Magazine (www.businessingmag.com )

As the future leaders of the society, so much is expected from us that we must adhere or even surpass. The society sees the youth capable of changing the world and making a difference. That is why in De La Salle University – Manila, the RVR – College of Business (RVR – COB) presented their own Code of Ethics that serves as the guiding principle of the students, as well as the faculty. The Code of Ethics contains the ideals of what is expected from us as Lasallian business leaders as we work in the future. As we graduate from the institution, we uphold the integrity and moral virtues that La Salle taught us during our stay. With these integrity and moral values in mind, this separate us from others as we practice social responsibility and making decisions that ethical and morally right.

The RVR-COB Code of Ethics generally talks about the characteristics the college is expecting us to embody as we go through our college life until we graduate and pursue our own careers. Following a code of ethics is important for an organization to thrive – members are taught to outline its mission and values, and create decisions using its ethical principles that is based on the Lasallian core values. Knowing what our value and goals are and connecting it to the organization’s value and goals serves us our purpose as business leaders. This encourages us to work better and contribute to the success of the organization because we work without putting our moral beliefs aside. Becoming a business leader is a challenging role to fill in as they create important decisions for the welfare of the whole company. The decision must be moral and uplift the welfare of the greater good and not our own personal interests. This is important because it shows how we want the organization to move and show to the employees that their welfare will never be compromised from the decisions we make. In general, business leaders are expected to possess integrity in work. We must remember that we are all human and our mutual respect with each other should never diminish. Our respect is not only limited to those higher than us but more importantly, to the employees working for us tirelessly, as well as the security and facility personnel. This will set as a good example for other people and make everyone feel that at the end of the day, we are all humans – nothing more, nothing less.

In conclusion, it is important for us, future Lasallian business leaders, that this will all be senseless piece of writing if we don’t practice it in our daily activities. It is important that we are committed in doing this action that is based on the context of our Lasallian Guiding Principle. Now that we are in studying and still learning, how de we apply all these things? We must respect everyone regardless of their status in life, practice Intellectual Inquisitiveness at all times, and upholding our moral values even if we are challenged to give it up or the popular opinion is against our own beliefs. All of these helps us in establishing ourselves as future Lasallian business leaders of tomorrow.