User:StefanO/sandbox

This is my sandbox page. Using it simply to practice Wiki Editing tools.

This is a testStefanO (talk) 18:00, 19 October 2016 (UTC)

OK.Amyc29 (talk) 18:02, 19 October 2016 (UTC)

Workplace Attitudes

There are vast, and conflicting, amounts of literature and empirical studies discussing the existence of generational differences as it pertains to the workplace. The majority of research concludes Millennials differ from both their generational cohort predecessors, and can be characterized by a preference for a flat corporate culture, an emphasis on work-life balance and social consciousness.

According to authors from Florida International University, original research performed by Howe and Strauss as well as Yu & Miller suggest Baby Boomers resonate primarily with loyalty, work ethic, steady career path, and compensation when it comes to their professional lives (Cite). Generation X on the other hand, started shifting preferences towards an improved work-life balance with a heightened focus on individualistic advancement, stability, and job satisfaction (Cite). Meanwhile, Millennials place an emphasis on producing meaningful work, finding a creative outlet, and have a preference for immediate feedback (cite). Findings also suggest the introduction of social media has augmented collaborative skills and created a preference for a team-oriented environment (cite).

In the 2010 The Journal of Business and Psychology, contributors Myers and Sadaghiani find Millennials "expect close relationships and frequent feedback from supervisors" to be a main point of differentiation (cite). Multiple studies observe Millennials’ associating job satisfaction with free flow of information, strong connectivity to supervisors, and more immediate feedback. Hershatter and Epstein, researches from Emory University, argue a lot of these traits can be linked to Millennials entering the educational system on the cusp of academic reform, which created a much more structured educational system. Some argue in the wake of these reforms, such as the No Child Left Behind Act, Millennials have increasingly sought the aid of mentors and advisers, leading to 66% of Millennials seeking a flat work environment.

Hershatter and Epstein also stress a growing importance on work-life balance. Studies show nearly one-third of students top priority is to "balance personal and professional life". The Brain Drain Study shows nearly 9 out of 10 Millennials place an importance on work-life balance, with additional surveys demonstrating the generation to favor familial over corporate values. Myers and Sadaghiani point to a Gallup poll showing a preference for work-life balance, which contrast to the Baby Boomers' work-centric attitude.

Data also suggests Millennials are driving a shift towards the public service sector. In 2010, Myers and Sadaghiani published research in the Journal of Business and Psychology stating heightened participation in the Peace Corps and MeriCorps as a result of Millennials, with volunteering being at all-time highs (cite). Volunteer activity between 2007 and 2008 show the Millennial age group experienced almost three-times the increase of the overall population, which is consistent with a survey of 130 college upperclassmen depicting an emphasis on altruism in their upbringing. This has led, according to a Harvard University Institute of Politics, six out of ten Millennials to consider a career in public service.

The 2014 Brookings publication shows a generational adherence to corporate social responsibility,and the National Society of High School Scholars (NSHSS) 2013 survey and Universum’s 2011 survey, which depict a preference to work for companies engaged in the betterment of society. Millennials shift in attitudes has led to data depicting 64% of Millennials would take a 60% pay cut to pursue a career path aligned with their passions, and financial institutions have fallen out of favor with banks comprising 40% of the generation's least like brands.

In 2008, author Ron Alsop called the Millennials "Trophy Kids,"[69] a term that reflects a trend in competitive sports, as well as many other aspects of life, where mere participation is frequently enough for a reward. It has been reported that this is an issue in corporate environments.[69] Some employers are concerned that Millennials have too great expectations from the workplace.[70] Some studies predict they will switch jobs frequently, holding many more jobs than Gen Xers due to their great expectations.[71]

There is also a contention that the major differences are found solely between Millennials and Generation X. Researchers from the University of Missouri and The University of Tennessee conducted a study based on measurement equivalence to determine if such a difference does in fact exist (cite). The study looked at 1,860 participants whom had completed the Multidimensional Work Ethic Profile (MEWP), a survey aimed at measuring identification with work-ethic characteristics, across a 12-year period spanning from 1996 to 2008. The results of the findings suggest the main difference in work ethic sentiments arose between the two most recent generational cohorts, Generation X and Millennials, with relatively small variances between the two generations and their predecessor, the Baby Boomers (cite).

That said, some research fail to find convincing differences. A meta study conducted by researchers from The George Washington University and The U.S. Army Research Institute for the Behavioral and Social Sciences questions the validity of workplace differences across any generational cohort. According to the researches, disagreement in which events to include when assigning generational cohorts, as well as varied opinions on which age ranges to include in each generational category is the main driver behind their skepticism. The analysis of 20 research reports focusing on the three work related factors of job satisfaction, organizational commitment and intent to turnover proved any variation was too small to discount the impact of employee tenure and aging of individuals (cite). Newer research also shows that Millennials change jobs for the same reasons as other generations—namely, more money and a more innovative work environment. They look for versatility and flexibility in the workplace, and strive for a strong work–life balance in their jobs[72] and have similar career aspirations to other generations, valuing financial security and a diverse workplace just as much as their older colleagues.[73]