Pasko, R., Maellaro, R. & Stodnick, M. (2021). A study of millennials’ preferred work-related attributes and retention, Employee Relations, 43(3), 774-787. https://doi-org.lopes.idm.oclc.org/10.1108/ER-05-2020-0224
This research aims to investigate the differences in work preferences across generational divisions, specifically concentrating to determine if Millennials entail diverse work-related aspects compared to previous generations. The study was conducted by scholars from the College of Management in the University of Dallas, Irving, Texas. The scope of this article entails the rapidly changing workforce in the United States due to generational shifts. The authors perform a cross-sectional survey of staff members from a major company in southwest USA to obtain responses regarding work preferences. Pasko et al. (2021) argue that the high employee turnover is attributed to previous generations exiting the American workforce, forcing employers to consider subsequent generations. The research is significant to my topic since companies can utilize the information to determine how various generations perceive work-based factors to promote employee retention and organizational development in the long-run. The primary limitation of the cross-sectional research involves lack of proper validation and generalization of findings. Pasko et al. (2021) concludes that different generations encompassing “baby boomers (born between 1946 and 1965), Generation X (born between 1965 and 1979), and Millennials (born between 1980 and 1996)” display substantially different work-based preferences in terms of work/life balance, organizational leadership, job security, and potential for progress. This article will significantly contribute to my thesis by enhancing the understanding regarding the evolving workforce towards facilitating sustainable organizational development.
Revutska, O., &Marsikova, K. (2021). Agile approach in human resource management: Focus on generation y. E+M Ekonomie a Management, 24(2), 65.http://dx.doi.org/10.15240/tul/001/2021-2-005
In this scholarly article, Revutska and Marsikova (2021) discuss the characteristics of HR management in agile firms and develop the key work preferences associated with millennials or Generation Y. Revutska is a member of the Department of Informatics, while Marsikova is a member of the Department of Business and Management, both in the Faculty of Economics, Technical University of Liberec. The authors employ a comprehensive literature review to investigate significant work attributes in the agile environment that correlate with Generation Y preferences in the workforce. Revutska and Marsikova (2021) hypothesize that integrating preferred agile practices to motivate the Millennial generation can enhance their work satisfaction and increase organizational value. This article supplements my research topic by establishing the primary components influencing cooperation and engagement with Generation Y representatives to develop effective future leaders. The main limitation of the study involves lack of generalization to a population due to the method of research and structure of respondents. The article finds that HR managers and organizations are aware of the essential factors such as constant learning, informality, and flexibility associated with Generation Y preferences to improve organizational productivity.
Shrivastava, A. (2020). Are millennials communication deficient? Solving a generational puzzle in an indian context. IEEE Transactions on Professional Communication, Professional Communication, IEEE Transactions on, IEEE Trans. Profess. Commun, 63(3), 259–271. https://doi-org.lopes.idm.oclc.org/10.1109/TPC.2020.3009713
This document details the negative impacts of poor communication across cross-generational workers on employee productivity and performance. Shrivastava is an active member of the Association for Business Communication and has contributed to research on human communication and cultures. She conducts a comprehensive literature review of previously published works to establish whether Millennials lack relevant communication skills, which adversely impacts employee satisfaction and retention. This article contributes to my research by generating crucial insights concerning the communication divergence between previous generations and Millennials, impacting relationship developments and social behavior. The possibility of bias associated with the integrated self-reports and evolving communication styles among individuals are some of the limitations yielded by this study. Shrivastava recommends employers to consider various practices that promote a healthy interactive environment across cross-generational work groups, including interpersonal communication training for enhanced adaptation. Essentially, this study will be extensively considered throughout my thesis to develop data concerning generational stereotypes and preferences, with respect to prevalent communication styles.
Miller, J. J., & Grise-Owens, E. (2021). Assessing the“millennial self-care obsession” among social workers: #notsomuch. Journal of Social Work, 21(6), 1399–1412. https://doi-org.lopes.idm.oclc.org/10.1177/1468017320954358
This scholarly investigation by Miller andGrise-Owens (2021) sought to assess the importance of self-care across generational groups in the organization, and how it differs between Millennials and other generations. Miller is a researcher from the University of Kentucky, Louisville, while Grise-Owens is a member of the Wellness Group, ETC, Louisville. The authors conduct a cross-sectional research to examine whether Millennials are obsessed with self-care activities, which adversely affects their productivity and performance at the workplace. Their research associates self-care to sociocultural practices among social workers to promote wellbeing and employee satisfaction. In this view, information provided is useful to this topic’s research in terms of determining the levels of preferred work-life balance across generational groups in the work environment. The utilized small sample of social workers in the exploratory survey represents the primary limitation of the study. Therefore, future research on the topic should consider a larger and broader population. Overall, the article determines that all generations take part in moderate self-care routines, essential to continuous employee productivity. This scholarly work will not form the basis of this thesis, but will provide useful insights to supplement the understanding of the Millennial workforce.
Dahlke, S., Hunter, K. F., Fox, M. T., Davidson, S., Perry, N., Watts, L. T., Martin, L. S., Butler, J. I., Raymond, C., Chasteen, A. L., McCleary, L., Boscart, V., & Moody, E. (2021). Awakening Canadians to ageism: a study protocol. BMC Nursing, 20(1), 1–10. https://doi-org.lopes.idm.oclc.org/10.1186/s12912-021-00713-0
This quasi-experimental study sought to create awareness of ageism in nursing and the impacts of ageist stereotypes on nursing practice, the general healthcare profession, and the public. Dahlke and the corresponding authors are affiliated with the Faculty of Nursing in University of Alberta, Edmonton Clinic Health Academy. The scope of research is based on the social learning theory to establish the responsive behaviors among the older population when subjected to age discrimination. Given the high Canadian population constituted by people aged 65 and older, this research is useful to my thesis, as Dahlke et al. (2021) aims to improve how the older generation is treated in the healthcare sector to foster their wellbeing. The main limitation associated with this research involves lack of a broad setting of the investigating, which affects general information about older generations. The authors found that ageist discrimination and stereotyping is pervasive across Canada and detriments the wellbeing and health of older people. This article does not contribute to the basis of this research but generates essential information and strategies for student nurses towards reducing negative stereotypes.
Lagacé, M., Van de Beeck, L., &Firzly, N. (2019). Building on Intergenerational Climate to Counter Ageism in the Workplace? A Cross-Organizational Study. Journal of Intergenerational Relationships, 17(2), 201–219.https://doi-org.lopes.idm.oclc.org/10.1080/15350770.2018.1535346
In this article, Lagacé et al. (2019) examines the adverse impacts of ageism within the work environment with the aim of creating awareness against discrimination and age-based stereotypes. Lagacé, Beeck, and Firzly are researchers from the Department of Communication, Faculty of Arts, University of Ottawa, Ontario. The authors employ the Intergroup Contact Theory to examine whether a knowledge sharing and mutual practices can promote a positive intergenerational workplace environment and minimize ageism perceptions among internal stakeholders. This documentation significantly contributes to the development of research by offering a comprehensive understanding of the negative impacts of ageist stereotypes on consistent organizational development. The current study’s limitation is associated with the non-random aspect of participant recruitment, which significantly hinders the generalizability of results. Conclusively, the authors establish that a healthy intergenerational work environment significantly improves worker satisfaction levels, particularly in the older generation. This article will serve as a crucial source throughout my research by linking the aspects of successful aging at the work and effective employee performance.
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