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- Herausgeber: GRIN Verlag
- Sprache: Deutsch
Studienarbeit aus dem Jahr 2013 im Fachbereich Führung und Personal - Generation Y, Generation Z, Note: 2,7, AKAD-Privathochschule Frankfurt, Sprache: Deutsch, Abstract: Generation Y (14 to 27 years old) is often tagged as a self-entitled group raised during prosperous economic times, placed on pedestals by their doting baby boomer parents. In the context of the workplace, they’ve been described as overly ambitious dreamers who don’t want to pay their dues and are only concerned about higher pay and more time off. Generation Y (Gen Y) is also called “Millennials”. The kinds of career and development opportunities Generation Y is asking for are going to require significant rethinking and retooling of how organizations are set up, how work is designed, and how people are managed and rewarded. Organizations need to act now. The largest generation since the baby-boomers, the Millennials are defined by their numbers. They will have a huge social and economic impact. There are three major characteristics of the Millennial group: 1) They are racially and ethnically diverse, 2) They are extremely independent because of divorce, day care, single parents, latchkey parenting, and the technological revolution that they are growing up alongside, and 3) They feel empowered; thanks to overindulgent parents, they have a sense of security and are optimistic about the future. The following assignment is going to examine the possibilities and concepts for the human resource management according to the generation Y.
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Veröffentlichungsjahr: 2014
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Table of Contents
1 Introduction
2 Generation Y
2.1 Meaning of the term “Generation Y”
2.2 Characteristics
3 Human resource management concepts for generation Y
3.1 Tasks and history of Human resource management
3.2 Concepts for generation Y
3.2.1 Create a workplace environment
3.2.2 Teleworking
3.3 Opportunity, Challenge and Risks
4 Conclusion
5 Résumé
6 Table of figures
7 Bibliography
1 Introduction
Generation Y (14 to 27 years old) is often tagged as a self-entitled group raised during prosperous economic times, placed on pedestals by their doting baby boomer parents. In the context of the workplace, they’ve been described as overly ambitious dreamers who don’t want to pay their dues and are only concerned about higher pay and more time off. Generation Y (Gen Y) is also called “Millennials”.
The kinds of career and development opportunities Generation Y is asking for are going to require significant rethinking and retooling of how organizations are set up, how work is designed, and how people are managed and rewarded. Organizations need to act now.
The largest generation since the baby-boomers, the Millennials are defined by their numbers. They will have a huge social and economic impact. There are three major characteristics of the Millennial group: 1) They are racially and ethnically diverse, 2) They are extremely independent because of divorce, day care, single parents, latchkey parenting, and the technological revolution that they are growing up alongside, and 3) They feel empowered; thanks to overindulgent parents, they have a sense of security and are optimistic about the future. The following assignment is going to examine the possibilities and concepts for the human resource management according to the generation Y.
2 Generation Y
2.1 Meaning of the term “Generation Y”
The phrase Generation Y first appeared in an August 1993Ad Ageeditorial to describe teenagers of the day, which they defined as different from Generation X, and then aged 11 or younger as well as the teenagers of the upcoming ten years.[1] Since then, the company has sometimes used 1982 as the starting birth year for this generation.[2]
ThePew Research Center, an American think tank organization, lists the millennial birth range from 1981-2000.[3]
A global generational study conducted by theUniversity of Southern California, theLondon Business School, and PwC (a network of member accounting firms) defines millennials as those born between 1980 and 1995. The 2013 Millennial Impact Research Report by the Achieve Guidance Agency cites the generation's birth range from 1979-1994.
A report based on research conducted as part of a joint partnership with the Service Management Group, Barkley Agency, and the Boston Consulting Group lists the age range from 1977-2000.
Several alternative names have been proposed by various people:
