Discuss about the Organizational Theory and Design of Substantial Portion.
The milennials working group comprises a substantial portion of the work force in the global market, and has considerable influence on the productivity of the business enterprise. These workers thrive in team based job roles and have a positive impact on the operational processes of the business enterprise. These workers possess high levels of education and are adapted to advance technology mechanisms in the workplace. Shafritz (2015) mentioned that they possess high expectations of themselves and look to contribute positively to the growth of the economy. They have adopted digital communication channels in conducting daily business functionalities thereby, leading to the business organization towards continuous development.
In leading a group of milennials it is essential that the organization considers the inherent characteristics of the milennials working group. The following are the behavioral characteristics of the milennial workforce.
Inherent attributes – The management has to play an effective role to determine the operational policies. In this regard, it can be said that the milennials has the following attributes in their favor in executing the job functionalities of the business enterprise – characteristics, age and outlook towards the job functions (Schullery 2013). Thus, they can handle the daily job functionalities in an appropriate manner, thereby, contributing substantially towards organization productivity and growth. Therefore, it is necessary that there is clear flow of communication from the top management to ensure that there is a proper coordination between the departments of the business enterprise. According to Ford (2014), creating proper communication channels shall assist in addressing the needs of the millennials and assisting them to adjust to the workplace environment in an effective manner.
Employee behavior- The milennials like to work in a relaxed business environment without having any unnecessary pressure. As such, strict authority and workplace rules can have a negative impact on the operational policies as well as the productivity of a business entity. Thus, the work productivity of the millennial group of workers shall increase if they are allowed to work in a friendly and relaxed environment. Daicoff (2014) stated that it is the primary responsibility of human resource department to develop employee policies, which has a positive impact on the employee behavior in the workplace.
Multi-taskers -The milennials are mostly multi-taskers and is able to juggle many responsibilities at a single time. However, they can be distracted and find it hard to concentrate on a single task over a period. As such, it is necessary that the management of the business organization have to allocate well-defined job roles as per the expertise of an employee. According to Graybill (2014), the milenials have to be given well-defined job roles to ensure that they perform their job roles to the perfection.
Work-life balance – It is essential that employees belonging to the category of the milennial shall be awarded with proper work life balance so they can address their personal needs. As such, it is necessary that the management of the organization takes necessary measures to assist the employees take necessary measures to facilitate the job satisfaction levels of the employees. According to Howe (2014), it is necessary that the management of the business enterprise ensure that employees are not subjected to extra working hours apart from the usual working hours. As such, it can be said that fixed working hours shall reduce the annual attrition rate and would provide motivation to the employees to work for the organization to work for a longer period.
Technology- Employees belonging to the milenial age group is adept to using the latest technology mechanisms. Thus, these employees have been very active in online social media portals and constantly stay in touch with family and friends. Thus, the workplace should possess the latest technology mechanisms to address the need of connected over a long period. In this regard, it can be said that the usage of the technology have been aiding the business operational policies to ensure smoother business operations. Doyle et al. (2014) stated that offering employees the greater accessibility towards modern technological innovations shall ensure that the organization enhance the job satisfaction levels of the employees in the organization. In addition, it is necessary that the business organization invest substantially in training the participants in the research procedure to increase their skills and aptitude in their respective areas. This would assist the employees in meeting the individual career objectives.
Transparency – The milennial believe in transparent and honest employee policies adopted in the workplace. Thus, it is essential that employee appraisal be based on productivity and merit, without any bias to any employee. Therefore, it is necessary that managers and executive develop professional relationships based on trust.
Career advancement – It is essential that career advancement measures be implemented to assist organizational growth and flexibility. As such, it can be said that employees belonging to the group of millennials would not like to remain stagnant in a job role and would like to enhance in their careers and take up more responsible and prominent positions Thus they have to be assured of their future growth and sustainability of the business entity. According to Woodward (2015), it is essential that employees have to be offered not only jobs but also careers that would ensure their future financial security. Therefore, an effective job environment that would facilitate employee growth of skills and aptitude is one of the primary requirements in leading employees belonging to the age group of the milennials.
Nature of the product and service line – The nature of the product and the service line shall have an impact on the operational policies of the business enterprise. According to Burke (2013), the behavior of millennial shall have an impact on the production and the operational processes of the business enterprise depending on the nature as well as the type of the industry the firm is operating. This is especially important in the case of the hospitality industry, where the business sustainability depends on the customer service facilities offered to the customers.
Smith & Nichols (2015) stated that the most common approach when leading a team of millennials is to assess the present situation of the organization and address the needs of the employees. As such, their approach must be kept in mind is considering the characteristics of the millennials like the usage of technology in the production process. In addition, forming an informal bond with the employees to gain their trust and knowledge is essential to lead a team successfully. Besides this, it shall help the business organization to develop the potential of these employees, so they can serve the business organization for longer period.
When leading a team of milennials it is essential that the leadership style have to be framed as per the needs of the employees. In this regard, it can be said that milennials have distinct operational as well as behavioral traits that is very difficulty from employees belonging to other categories. As such, Johnson and Ng (2015) noted that it is essential that loyalty is developed among the employees to retain significant employee retention levels in the organization. Therefore, when leading a team of millennial it is essential that a positive employee perception be created to aid the business entity in its growth. In addition, special emphasis shall be laid in implementing advanced technological mechanisms in facilitating the production rate in the organization. Besides this, the needs of the employee have to be addressed in providing leadership to such employees in the organization.
According to Main (2013), it is essential to offer career enhancement opportunities to the employees in increasing employee potential and growth for the employees. As such, it can be said that the milennial characteristics have to be considered in framing the operational policies of the business enterprise. The leadership group has to develop the business policies in the context of the technology as well as the career advancement opportunities present in the business entity. In these regard, it can be said that the job roles should be well –defined to avoid any kind of confusion amongst the employees.
As such, it can be said that the performance of the employees has to be assessed as per the pre-determined objectives and the goals of the employees. Becton et al (2014) mentioned that the organization has to implement training schemes to enhance the existing skills and the aptitude of the business enterprise. As such, this would assist the business enterprise in meeting the expectations of the employees, and assist them to attain their career opportunities. In this regard, it can be said that employee performance shall depend upon a number of attributes present in the organizations. As such, it is the job of the human resource department to assess the present situation of the organization and take productive measures for organization growth.
The millennials involved in the workplace are not motivated by money. They want to belong to a workplace which is more compassionate, innovate and driven with values. Thus, they are willing to a work for a business organization that matches with their values and expectations and adopts a more compassionate approach to their employees (Schullery, 2013). In addition, they would be preferred to work for a business organization, which develops fair and transparent employee policies where each individual employee is judged solely on their merit. Besides this, Espinoza, & Uklej (2016) mentioned that unnecessary rigid employee policies could be detrimental to employee morale and growth. Thus, developing flexible human resource policies shall enable the employee to work in a relaxed atmosphere, thereby, ensuring greater productivity.
Equal treatment shall be given to employees coming from different backgrounds, caste and creed, As such, it is necessary that the level of tolerance adopted in the business organization shall increase to a considerable extent, with more emphasis being placed on the skills and aptitude of workers. Lyons and Kuron (2014) stated that workforce diversity should be encouraged, so that candidates form all backgrounds get a fair opportunity provided they have the requisite skills and resources. Milenials should be given the opportunity to express their opinions, which can assist the company in their future growth. Thus, their voice and opinions should be taken seriously to facilitate organization growth and sustainability.
The following aspects should be emphasized upon to ensure that the organization is running successfully.
Value – The organization and the manager shall adopt a compassionate attitude toward the employees. Thus, this would lead the employee to be felt valued and cared for by the employer.
Purpose- The employee should find certain meaning, significance as well as satisfaction from the job role allotted. The job functionalities executed should add certain value to the skills and the aptitude of the person.
Focus – The milennials should be trained to focus on one job at a time to increase the level of authenticity. Thus, this would assist the individual employees
Renewal- The Company should offer the opportunity to the employees to take frequent breaks. As such, this would assist the employees to reduce the amount of fatigue that has an adverse impact on the operational policies of the business enterprise. According to Smith and Nichols (2015), this would assist the milennials to develop the employee loyalty as well as trust worthiness towards the organization
Conclusion
In the current global business world, milennials account for a substantial portion of the workforce. The usual milennials characteristics that can be considered in developing business policies are the nature of the product and the service line, employee behavior, work-life balance and the usage of technology. In addition, it is necessary that the business organization develop career advancement programmes for the business enterprise. In leading a group of milennials the job roles of the individual employee shall be well –defined to add value and purpose to the work function. Besides this, it is necessary that relationships with employees have to be informal based on mutual trust. The milennials should be motivated and encouraging enough to deliver productivity at a high rate. As such, career advancement opportunities should be offered to the employees so that they are loyal enough to the organization for a long period.
References
Becton, J. B., Walker, H. J., & Jonesâ€ÂFarmer, A. (2014). Generational differences in workplace behavior. Journal of Applied Social Psychology,44(3), 175-189.
Burke, W. W. (2013). Organization change: Theory and practice. Sage Publications.
Daicoff, S. S. (2014). Working with Millennials in the Law. Arizona Attorney, 16.
Doyle, E., Buckley, P., & Carroll, C. (2014). Innovative Business School Teaching: Engaging the Millennial Generation. Routledge.
Espinoza, C., & Ukleja, M. (2016). Managing the Millennials: Discover the core competencies for managing today’s workforce. John Wiley & Sons.
Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press.
Graybill, J.O., 2014. Millennials among the professional workforce in academic libraries: Their perspective on leadership. The Journal of Academic Librarianship, 40(1), pp.10-15.
Howe, N. (2014). How the millennial generation is transforming employee benefits. Benefits quarterly, 30(2), 8.
Johnson, J. M., & Ng, E. S. (2015). Money Talks or Millennials Walk The Effect of Compensation on Nonprofit Millennial Workers Sector-Switching Intentions. Review of Public Personnel Administration, 0734371X15587980.
Lyons, S., & Kuron, L. (2014). Generational differences in the workplace: A review of the evidence and directions for future research. Journal of Organizational Behavior, 35(S1), S139-S157.
Main, D. (2013). Who are the millennials. LiveScience. com.
Schullery, N. M. (2013). Workplace engagement and generational differences in values. Business Communication Quarterly, 76(2), 252-265.
Shafritz, J. M., Ott, J. S., & Jang, Y. S. (2015). Classics of organization theory. Cengage Learning.
Smith, T. J., & Nichols, T. (2015). Understanding the Millennial Generation.The Journal of Business Diversity, 15(1), 39.
Woodward, M. J. (2015). The changing workforce: A critical study of multiple generations working together (Doctoral dissertation, Fielding Graduate University).
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