A survey to find out the factors to improve millennial performance

1. Important Factors to improve
millennial effectiveness at
workplace .
Millennial
Arshad Mohiuddin
Zahid Marghoob
Javed Iqbal
Rizwan Ahmed
Supervised by:
Ms.Mehreen Nazar

2. • Literature Review.
Millennial

3. Theory Of Generational Gap By William
Strauss and Neil Howe . 1991
In their book “Generations” they studied
Americans history from 1584.
Millennial

4. Generation.
A generation is defined by an aggregate of
people born after every 20 years.
A generation is group of people share the
same stages of life like childhood young adult
midlife and elder hood.
Millennial

5. Strauss –Howe theory of generation used the
term Millennial for the people born between
1984 and 2008.
According to this theory Pakistan has seen
following generations
Baby Boomer 1946-1964
Generation X 1964-1984
Millennial 1984-2008
Generation Z 2008- onward
Millennial

6. According to generational theory the
environment of the society define the
characteristic of the people .
According to Strauss and Howe Millennial
posses following characteristics.
Millennial

7. Characteristics of Millennial as studied in
USA
1- Confident
2- Connected
3- Open to change
Millennial

8. According to PEW RESEARCH CENTER
USA.
Millennial are
1- Least patriotic. (Prefer personal benefit
over national benefit)
2- Impatient than previous generation.
3- Job hopper.
4- Not emotional attached to organization.
Millennial

9. Strauss & Howe “Forth Turning” 1997
A detail research which put forward a
hypothesis that Americans Nation is going
through four cycles of revolutions. These
repeated cycles are :
Millennial

10. Awakening
UnravelingHigh
Crisis
Four Turnings

11. • Awakening. Individual try to attack
institutes in the name of personal and
spiritual autonomy .
• Unraveling . Individual are stronger than
institutes and this stage lead to crisis.
Millennial

12. • Crisis. These could be wars, destruction,
threat to national survival .
• High. This stage comes after crisis where
the nation voice and demand is coherent.
Where nation have the collective decision.
Institutes are strong than individuals. Basic
human right could be violated.
Millennial

13. Crisis in Pakistan.
• 1948 death of Mr.Jinnah
• 1958 Martial Law by Ayub Khan
• 1965 War with India
• 1971 Bangladesh seperation.
• 1977 Martial Law by Gen Zia
• 1979-1989 Afghan war.
• 1999 Martial Law by Gen.Musharaf
• 2011 War against terror
Millennial

14. Awakening
UnravelingHigh
Crisis
Four Turnings in Pakistan
Millennial

15. • This theory has not been tested in Pakistan.
• Creation of Pakistan is only 70 years.
• Theory is tested in most of developed countries
and similarities were found.
• Feudal system (personalities are more powerful
than institutes) is the main hurdle which stop the
awakening process.
• Education is the least priority for the rulers
• Cycle is reverse back after each crisis.
• Causing Brain Drain from Pakistan
Millennial

16. Generations in Pakistan
Hero 1938-1964 this is the generation who saw the
creation of Pakistan the were emotionally involve
and shared the common purpose of life the
independence. Bloody migrations from India to
Pakistan is a proof of the commitment to the purpose
.
Boomers. 1965-1985 relatively more stable
Set the standards. Not much exposed to technology
have seen crisis of Bangladesh and three martial
laws in pakistan
Millennial

17. Digital generation. 1985-2008
This generation is experiencing globalization
effects. Hugely exposed to media and
information technology , confident , accepting
fast change smart and more exposure to
educational opportunities.
Millennial

18. • Environment Influence
(source e- book Bridge.com environmental
factors on teen)
Religion . Religion provide purpose of life
strong religious bond balance the society.
Education: Personality development, Problem
solving skills. Importance of Law, respect of
knowledge.
Millennial

19. Family Interaction. Understanding of values
Respect for authority and culture.
Influence of technology. Increase
communication speed. Keep informed and
connected. More exposure to world.
Millennial

20. • Present population of Millennial at Pakistan
work place.
Millennial

21. Source CIA Fact Book
Millennial

22. • Population of Millennial is about 28% at
Pakistan workplace.
• Already in middle and and some senior
positions.
Millennial

23. Potential Problems due to Generational Gap.
1- How the work will be done.
2- Team or individual performance.
3- Fast vs Detail
4- Formal vs Informal.
5- Straight forward vs diplomatic
6- Short term vs Long term
8- Short tempered vs. Patient etc.
Millennial

24. • Hypothesis.
The generation Gap can have the negative
impact on performance of Pakistan
organization.
It is important to understand the Millennial
characteristics to make them effective at
Pakistani workplace.
Millennial

25. • Research Questions.
• 1- How to bridge the generational gap at
Workplace.
• 2- How to make millennial effective at
work place.

26. Research Method
Qualitative
Millennial

27. Research Design
Millennial
Post positivists
There are laws or theories that
govern the world, and these
need to be tested or verified and
refined so that we can
understand the world.

28. Work Flow.
Millennial

29. Factors to be studies
1- Work Place Environment
2- Compensation Benefit
3- Training & Development
4- Retention
Millennial

30. Audience
Millennial
1- Organization in Pakistan
2- Students.
3- Teachers.
4- Researchers

31. Technology & Culture

32. Culture
• The system of shared beliefs, values,
customs, behaviors, and artifacts that the
members of society use to cope with their
world and with one another, and that are
transmitted from generation to generation
through learning

33. • Symbolic composition.
• Architecture
• Food
• Dress
• Art
• Music
• Behaviors
• Family interrelationship
• Moral values
• Religious values and interaction.
• Etc.

34. Globalization and technology.
• Technology Has played very important part
in bringing societies and cultures close.
• Technology is subset of economical/social
culture.

35. Culture & Technology Cycle

36. Indigenous
Culture
Foreign Culture
Clash
Technology Bring culture
with it.

37. Convenience
Fast and
repeatable
Results
Accuracy
Easy TO
Learn
Affordable
No Conflict
with religious
values
Following of
Developed nations
Factors helping is acceptance of
foreign culture.

38. Think About

39. Precast and prefabricated
material has Changed our
architecture.

40. Music has changed due to
modern instruments and
recording systems.

41. Communication

42. Examples of Cultural
Change.
• What was unacceptable before is acceptable now..
• Slowly We see Male gynecologist.
• Mammograms is now acceptable for early diagnosis of breast
cancers.
• Parents are now more friendly with their kids.
• Valentine /Fathers day /Mother’s day is being celebrated.
• Eating out is common.
• Means of communication change.
• Means of transport is change.

43. Survey
• Sample Size
Total=40
Avg. Age 28 years
Avg.Experience- 5.8 years
years
Total=13
Avg. Age 45 years
Avg. Experience= 15.8 years
years

44. Survey
Millennial Gen-X

45. Survey

46. Survey
Millennial Gen-X
1- Employer Reputation 1- Salary /Benefits
2- Growth Opportunity 2- Autonomy
3- Salary/Culture 3- Employer Repute
Factors for Selection of employer

47. Survey
Millennial Gen-X
70% Flexible 63% Fixed

48. Survey
Use of What’s App/Instagram/FB at work place.
Millennial Gen X (no /FB)

49. Survey
Working in Team
Millennial Gen-X

50. Survey
Calibration at work place
Millennial Gen-x

51. Survey
Working from Home
Millennial Gen-x

52. Survey
Millennial Gen-X

53. survey
Notice period for leaving Job.
Millennial Gen-X

54. Survey
Important factors to leave .
Millennial Gen-X
1- Salary 1- No Autonomy
2- No growth 2- Boss Behavior
3- Manager Behavior 3- Salary

55. Survey
How many Jobs in last 5 years.
Millennial Gen-X
Avg. 2.1 Avg. 0.98

56. Survey/ interview
Work Life balance.
Millennial Gen-X
Meeting with friends 1-2 times/week 1-2 times/week
Dine out with family . > 2-3 times a week 2-3 times/month
Shopping. 2-3 times /month 1-2 times in six month

57. Survey
Mentoring/Coaching
Millennial Gen-x

58. Survey
Tenure for promotion
Millennial Gen-X

59. Survey
Comfortable working with different age group
Millennial Gen-X

60. Survey
Mentoring
Millennial Gen-X

61. Survey
Retirement benefits
Millennial Gen-x

62. Survey
Annual Pay Raise.
Millennial Gen-X

63. Conclusion
• Pakistani Workplace have mostly
generation X (maximum of age 54) and
millennial (maximum of age 37)
• Generation X and Millennial both have
seen huge technological development
during last two decades and have seen same
cultural change in Pakistan.

64. Conclusion
• Generation X have shared their childhood
and adolescence stage with baby boomers
and are exposed to joint family system .
They have experienced Strong family ties
and learned how to share and live in limited
resources.
Gen-X
MillennialBaby Boomers

65. Conclusion
• Conclusion from the survey and the
interviews shows that the there is not much
difference in Millennial and Gen-x of
Pakistan. But workplace still need to be
congenial for Millennial.

66. Testing Straus & Howe
Theory.

67. Suggestion
1-Millennial want promotion Every Year.

68. Suggestion
• 2- Millennial Get Bore in Monotonous Role in short period of time
and like new roles.

69. Suggestion
• 3- Millennial Like to be Mentor.

70. Suggestion
4- Help to release economical pressures.
A- Performance bounces.
B- Interest free Loans.
C- Free Consultancy for investments.

71. Suggestion.
5-Amortizing Retirement benefits.
A-For Junior Level and up to initial stage of
Middle management the retirement benefits
should be included in current salary.
B- certain benefits like car allowance and
medical allowance should be included in
monthly salary.

72. Suggestions.
6- Millennial see celebration at work place as
an opportunity of enjoyment.
ALLOW THEM and Encourage them.

73. Suggestion.
7- Millennial want to be connected 24/7.
Though there are many problems associated
with this characteristic yet organization can
use them by making different business groups
to engage them is business.

74. Suggestion
8- Pakistani Millennial want both fix/flexi
timings
Organization (where it is possible) should
give option of fix which are flexible as well
Like 8am-4pm or 3pm to 11pm .