This presentation discusses factors that motivate Millennial public servants in the workplace. It explores motivation theories including Herzberg's two-factor theory. Millennials value meaningful work and are motivated by having a job that benefits society. The presentation recommends that organizations improve diversity policies, reduce barriers, and provide acknowledgment to engage Millennial workers. Transformational leadership that understands individual needs is key to gaining Millennials' trust and support.
Equity, Diversity, and Inclusion in Bioinformatics: Bad news and good newsMadelaine Gogol
Why do we need to improve our equity, diversity, and inclusion in bioinformatics? What is our current status, and how will more equitable and diverse representation help us as a field?
The changing demographics of the United States are transforming the culture and
buying habits of this nation. This metamorphosis is occurring more rapidly than
anticipated. Companies that intend to be competitive going forward must understand
and actively court merging-market customers, including people of color, gays/lesbians
and people with disabilities.
Equity, Diversity, and Inclusion in Bioinformatics: Bad news and good newsMadelaine Gogol
Why do we need to improve our equity, diversity, and inclusion in bioinformatics? What is our current status, and how will more equitable and diverse representation help us as a field?
The changing demographics of the United States are transforming the culture and
buying habits of this nation. This metamorphosis is occurring more rapidly than
anticipated. Companies that intend to be competitive going forward must understand
and actively court merging-market customers, including people of color, gays/lesbians
and people with disabilities.
The Role of Women in Contemporary ManagementKirkBoxill
Presentation by Group 1*, Certificate Programme "Supervisory Management", which was offered by the University of the West Indies, Open Campus, Barbados.
*n.b. ~ Sharie Best, Kirk Boxill, Wade Boyce, Natasha Boyce, Jaqueline Brewster, Melissa Weekes.
Embracing process a narrative perspective 2 august 2014wbgartner
Presentation at the Academy of Management Meetings 2 August 2014. Part of a Panel for a Professional Development Workshop on "Embracing Process in Entrepreneurship Research"
Women in the workplace report: Gender Equality in the Workplace via Fairygodboss. In the US there are over 73M working women representing approximately 47% of the labor force as defined by the latest annual US Department of Labor statistics. The percentage of the labor force that is female has plateaued since the year 2000.
Kurz (2015) TPF Presentation 'Politics and the psychology of abuse and cover-up'Rainer Kurz
Following 1773 (!) downloads of my file 'Dr Rainer Kurz TPF Presentation 11th March 2015' I am replacing it on 26th September 2019 with an updated version (slide 73 anonymised).
The Psychometric Forum (TPF) is 'The UK’s leading forum of independent practitioners of psychometrics'.
https://www.psychometricsforum.org/
Read an insightful review of my presentation on pages 12-13 in the Summer 2015 Issue of Psyche:
https://www.psychometricsforum.org/uploads/Psyche/psyche%2074.pdf
The Measureable Value of Diversity and InclusionLaunchpad
Diversity and inclusivity (D&I) in the workplace is one of the most pressing and controversial topics in the business world today. This subject receives extensive coverage nationally and internationally – but are we simply paying it lip service? It could be that we have our sights set much farther than where our feet lie. At the very least, conversations surrounding D&I have blossomed encouraging coherent strategies for a more inclusive future.
Beyond Diversity to Inclusion Through Innovation - AWS Summit SydneyAmazon Web Services
There is increasing awareness amongst organisations that diversity and inclusion are important considerations for business in driving innovation. “A diverse and inclusive workforce is critical for success, to drive innovation, foster creativity and guide business strategies” [Forbes Report: “Fostering Innovation through a Diverse Workforce”]. For a company like Amazon, innovation is crucial to our success and having a diverse workforce gives us a better understanding of customers’ needs and is key to unlocking ideas. This session will feature speakers from Qantas, WORK180, and Women@Amazon to explore how both large corporates and start-ups are embracing a diverse workforce to foster a culture of innovation and drive business outcomes.
A Study of Community Entrepreneurship Development Research A Resource of Clar...ijtsrd
Community entrepreneurship, as training and a field for academic research, gives an exceptional chance to test, question, and reevaluate ideas and suppositions from various fields of the executives and business look into. This article advances a perspective on Community entrepreneurship as a procedure that catalyzes social change and addresses critical social needs in a way that isnt ruled by direct money related advantages for the business visionaries. Community entrepreneurship is viewed as varying from different types of business in the moderately higher need given to advancing social esteem and improvement as opposed to catching financial esteem. To animate future research the creators present the idea of embeddedness as a connection between hypothetical viewpoints for the investigation of Community entrepreneurship. J Jose Prabhu ""A Study of Community Entrepreneurship Development Research: A Resource of Clarification and Forecast"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-3 , April 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21741.pdf
Paper URL: https://www.ijtsrd.com/management/new-venture-start-up/21741/a-study-of-community-entrepreneurship-development-research-a-resource-of-clarification-and-forecast/j-jose-prabhu
An examination and discussion of generational (Baby Boomers, Generation X, Millennials) value differences and the challenges they present in the modern workforce.
From page 5 The business case is relevant for supporting the incre.docxshericehewat
From page 5 The business case is relevant for supporting the increase in female representation in senior management and on the banking board of directors (Luanglath, Ali, & Mohannak, 2019). A research study exploring how to improve gender inclusion in top banking management roles should provide positive effects on bank performance and shareholder wealth.
From page 11 Gender diversity in high-ranking positions has positive effects on the bank's economic position. Gender diversity can be disadvantageous to financial performance if it results in over-monitoring (Owena & JuditTemesvary, 2018; Nguyen, Locke, & Reddy, 2015). The improvement of bank performance depends on the quality of the governance in control and monitoring the operations. In a well-governed bank, over-monitoring of workers and using excess control from the gender-balanced boards lead to a decrease in the business financial performance.
From page 14 under the human capital theory The productive and cognitive abilities of the directors allow them to interpret and seek information that influences the effectiveness of the board decision-making and influences the overall bank performance. In some studies, recent statistics in America and Europe show that ladies are smarter in college, and the employment rates of young females are on the rise. According to Luanglath, Ali and Mohannak (2019), concerning gender diversity, the female senior managers in the big banks are more likely to have a master's degree with international experience. These data show that women have achieved much in the academic world, and they have the relevant skills as their male counterparts, and they can contribute to the workforce. Groening (2018) support the idea that educational achievement and cognitive diversity has a positive effect on bank performance. Comment by S. Strother: Good job describing this study. Comment by S. Strother: supports
NORMAN, ELTON_DIS9902A-12-1 1
NORMANLAST, ELTONFIRST _DIS9902A-12-31 1
Comment by S. Strother:
Gender Diversity and Job Performance in the Banking Industry
DIS-9902A Assignment # 31
Elton NormanStudent Name
Dr. Riyad AbubakerProfessor
726 April May 2020
Table of Contents
Introduction 3
Patterns of gender diversity 6
Senior management 7
Importance of diverse board 8
Theoretical background 8
Agency Theory 9
Resource Dependence Theory 12
Human Capital Theory 13
Gender Differences Theory 15
Group Effectiveness Theory 16
Tokenism and Critical Mass Theory 17
Inconsistencies in literature 19
Themes from the literature 21
Importance of Gender diversity in organization 21
Female directors and the performance of bank 24
Leadership Characteristics 24
Women in top leadership 26
Misconduct risk 29
Integration 29
Economic value 31
Better governance 32
Barriers for gender diversity 32
Gender norms 32
Female mentors 35
Network 36
Competitive Eenvironment 37
Cultural Transformation 38
Human Development from Adolescent 39
Summary 40
References 41
Introd ...
IN YEMEN ISLAMIC BANKING SECTOR: IMPACT THE RECRUITMENT & SELECTION ON ORGANI...AJHSSR Journal
ABSTRACT: This paper aims to develop a framework to determine the relationship between Recruitment &
Selection, and the organizational commitment through the tribalism as a mediating factor in Yemen Islamic
banking sector. The search for the answer to this question focuses on What are the effects of Recruitment &
Selection, on organizational commitment, and what extent is tribalism playing a mediator role on the
relationship between HRM practices and organizational commitment in Yemen Islamic banks, in order to
examine the problem and analyze the interrelationships between variables, The study used Recruitment &
Selection to determine organizational commitment. Mainly the quantitative approach was used in this study, to
achieve the mainobjectives,data were collected from staff in Yemen Islamic banking sector. The survey
employed questionnaires to obtain personal and social facts, beliefs and attitudes; the unit of analysis for this
study is the individual level. Four hundred fifty questionnaires were distributed to four Islamic banks in the
banking sector, a total of 292 distributed questionnaires were valid for analysis from the study population,
representing 65%, which it is acceptable in scientific research, also used Smart PLS-SEM to validate the
measurement model and structural model, which contributes the methodological aspect significantly. The results
indicate that there is a significant impact among Recruitment & Selection, and Organizational Commitment,
also this research reveals that tribalism is playing an important role as a mediator on the relationship between
Recruitment & Selection, and Organizational Commitment in Islamic banks in Yemen.
KEYWORD:Recruitment & Selection- Organizational Commitment- Tribalism- Yemen Islamic banks sector.
Views on different facets of women empowermentdeshwal852
The World Bank has identified empowerment as one of the key constituent elements of poverty reduction. Economic development of a nation is dependent on women empowerment. Women have maximum contribution in creation of society. Women empowerment includes women awareness of their rights, self-confidence, to have a control over their lives both at home and outside and their ability to bring a change in the society. Women’s empowerment has been an issue of immense discussions and contemplation over the last
few decades world-wide. This paper is an attempt to know the views of women regarding different facets of women empowerment. All the relevant data has been collected through a sample survey of 240 respondents. The data was taken from Jaipur, Chandigarh and Delhi. A survey was conducted to verify the hypotheses and research framework. The data was interpreted with the help of Meanand ANOVA. Major findings exhibit that there is significant difference between understanding the different facets of women
empowerment.
The Role of Women in Contemporary ManagementKirkBoxill
Presentation by Group 1*, Certificate Programme "Supervisory Management", which was offered by the University of the West Indies, Open Campus, Barbados.
*n.b. ~ Sharie Best, Kirk Boxill, Wade Boyce, Natasha Boyce, Jaqueline Brewster, Melissa Weekes.
Embracing process a narrative perspective 2 august 2014wbgartner
Presentation at the Academy of Management Meetings 2 August 2014. Part of a Panel for a Professional Development Workshop on "Embracing Process in Entrepreneurship Research"
Women in the workplace report: Gender Equality in the Workplace via Fairygodboss. In the US there are over 73M working women representing approximately 47% of the labor force as defined by the latest annual US Department of Labor statistics. The percentage of the labor force that is female has plateaued since the year 2000.
Kurz (2015) TPF Presentation 'Politics and the psychology of abuse and cover-up'Rainer Kurz
Following 1773 (!) downloads of my file 'Dr Rainer Kurz TPF Presentation 11th March 2015' I am replacing it on 26th September 2019 with an updated version (slide 73 anonymised).
The Psychometric Forum (TPF) is 'The UK’s leading forum of independent practitioners of psychometrics'.
https://www.psychometricsforum.org/
Read an insightful review of my presentation on pages 12-13 in the Summer 2015 Issue of Psyche:
https://www.psychometricsforum.org/uploads/Psyche/psyche%2074.pdf
The Measureable Value of Diversity and InclusionLaunchpad
Diversity and inclusivity (D&I) in the workplace is one of the most pressing and controversial topics in the business world today. This subject receives extensive coverage nationally and internationally – but are we simply paying it lip service? It could be that we have our sights set much farther than where our feet lie. At the very least, conversations surrounding D&I have blossomed encouraging coherent strategies for a more inclusive future.
Beyond Diversity to Inclusion Through Innovation - AWS Summit SydneyAmazon Web Services
There is increasing awareness amongst organisations that diversity and inclusion are important considerations for business in driving innovation. “A diverse and inclusive workforce is critical for success, to drive innovation, foster creativity and guide business strategies” [Forbes Report: “Fostering Innovation through a Diverse Workforce”]. For a company like Amazon, innovation is crucial to our success and having a diverse workforce gives us a better understanding of customers’ needs and is key to unlocking ideas. This session will feature speakers from Qantas, WORK180, and Women@Amazon to explore how both large corporates and start-ups are embracing a diverse workforce to foster a culture of innovation and drive business outcomes.
A Study of Community Entrepreneurship Development Research A Resource of Clar...ijtsrd
Community entrepreneurship, as training and a field for academic research, gives an exceptional chance to test, question, and reevaluate ideas and suppositions from various fields of the executives and business look into. This article advances a perspective on Community entrepreneurship as a procedure that catalyzes social change and addresses critical social needs in a way that isnt ruled by direct money related advantages for the business visionaries. Community entrepreneurship is viewed as varying from different types of business in the moderately higher need given to advancing social esteem and improvement as opposed to catching financial esteem. To animate future research the creators present the idea of embeddedness as a connection between hypothetical viewpoints for the investigation of Community entrepreneurship. J Jose Prabhu ""A Study of Community Entrepreneurship Development Research: A Resource of Clarification and Forecast"" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-3 , April 2019, URL: https://www.ijtsrd.com/papers/ijtsrd21741.pdf
Paper URL: https://www.ijtsrd.com/management/new-venture-start-up/21741/a-study-of-community-entrepreneurship-development-research-a-resource-of-clarification-and-forecast/j-jose-prabhu
An examination and discussion of generational (Baby Boomers, Generation X, Millennials) value differences and the challenges they present in the modern workforce.
From page 5 The business case is relevant for supporting the incre.docxshericehewat
From page 5 The business case is relevant for supporting the increase in female representation in senior management and on the banking board of directors (Luanglath, Ali, & Mohannak, 2019). A research study exploring how to improve gender inclusion in top banking management roles should provide positive effects on bank performance and shareholder wealth.
From page 11 Gender diversity in high-ranking positions has positive effects on the bank's economic position. Gender diversity can be disadvantageous to financial performance if it results in over-monitoring (Owena & JuditTemesvary, 2018; Nguyen, Locke, & Reddy, 2015). The improvement of bank performance depends on the quality of the governance in control and monitoring the operations. In a well-governed bank, over-monitoring of workers and using excess control from the gender-balanced boards lead to a decrease in the business financial performance.
From page 14 under the human capital theory The productive and cognitive abilities of the directors allow them to interpret and seek information that influences the effectiveness of the board decision-making and influences the overall bank performance. In some studies, recent statistics in America and Europe show that ladies are smarter in college, and the employment rates of young females are on the rise. According to Luanglath, Ali and Mohannak (2019), concerning gender diversity, the female senior managers in the big banks are more likely to have a master's degree with international experience. These data show that women have achieved much in the academic world, and they have the relevant skills as their male counterparts, and they can contribute to the workforce. Groening (2018) support the idea that educational achievement and cognitive diversity has a positive effect on bank performance. Comment by S. Strother: Good job describing this study. Comment by S. Strother: supports
NORMAN, ELTON_DIS9902A-12-1 1
NORMANLAST, ELTONFIRST _DIS9902A-12-31 1
Comment by S. Strother:
Gender Diversity and Job Performance in the Banking Industry
DIS-9902A Assignment # 31
Elton NormanStudent Name
Dr. Riyad AbubakerProfessor
726 April May 2020
Table of Contents
Introduction 3
Patterns of gender diversity 6
Senior management 7
Importance of diverse board 8
Theoretical background 8
Agency Theory 9
Resource Dependence Theory 12
Human Capital Theory 13
Gender Differences Theory 15
Group Effectiveness Theory 16
Tokenism and Critical Mass Theory 17
Inconsistencies in literature 19
Themes from the literature 21
Importance of Gender diversity in organization 21
Female directors and the performance of bank 24
Leadership Characteristics 24
Women in top leadership 26
Misconduct risk 29
Integration 29
Economic value 31
Better governance 32
Barriers for gender diversity 32
Gender norms 32
Female mentors 35
Network 36
Competitive Eenvironment 37
Cultural Transformation 38
Human Development from Adolescent 39
Summary 40
References 41
Introd ...
IN YEMEN ISLAMIC BANKING SECTOR: IMPACT THE RECRUITMENT & SELECTION ON ORGANI...AJHSSR Journal
ABSTRACT: This paper aims to develop a framework to determine the relationship between Recruitment &
Selection, and the organizational commitment through the tribalism as a mediating factor in Yemen Islamic
banking sector. The search for the answer to this question focuses on What are the effects of Recruitment &
Selection, on organizational commitment, and what extent is tribalism playing a mediator role on the
relationship between HRM practices and organizational commitment in Yemen Islamic banks, in order to
examine the problem and analyze the interrelationships between variables, The study used Recruitment &
Selection to determine organizational commitment. Mainly the quantitative approach was used in this study, to
achieve the mainobjectives,data were collected from staff in Yemen Islamic banking sector. The survey
employed questionnaires to obtain personal and social facts, beliefs and attitudes; the unit of analysis for this
study is the individual level. Four hundred fifty questionnaires were distributed to four Islamic banks in the
banking sector, a total of 292 distributed questionnaires were valid for analysis from the study population,
representing 65%, which it is acceptable in scientific research, also used Smart PLS-SEM to validate the
measurement model and structural model, which contributes the methodological aspect significantly. The results
indicate that there is a significant impact among Recruitment & Selection, and Organizational Commitment,
also this research reveals that tribalism is playing an important role as a mediator on the relationship between
Recruitment & Selection, and Organizational Commitment in Islamic banks in Yemen.
KEYWORD:Recruitment & Selection- Organizational Commitment- Tribalism- Yemen Islamic banks sector.
Views on different facets of women empowermentdeshwal852
The World Bank has identified empowerment as one of the key constituent elements of poverty reduction. Economic development of a nation is dependent on women empowerment. Women have maximum contribution in creation of society. Women empowerment includes women awareness of their rights, self-confidence, to have a control over their lives both at home and outside and their ability to bring a change in the society. Women’s empowerment has been an issue of immense discussions and contemplation over the last
few decades world-wide. This paper is an attempt to know the views of women regarding different facets of women empowerment. All the relevant data has been collected through a sample survey of 240 respondents. The data was taken from Jaipur, Chandigarh and Delhi. A survey was conducted to verify the hypotheses and research framework. The data was interpreted with the help of Meanand ANOVA. Major findings exhibit that there is significant difference between understanding the different facets of women
empowerment.
Running head RESEARCH PROJECT116RESEARCH PROJECT.docxtoltonkendal
Running head: RESEARCH PROJECT 1
16
RESEARCH PROJECT
Ongoing Research Project
Michael
University
Research 8250
Professor X
I. Background
There are currently four generations working side by side in today’s workforce, yet very soon, there will be a fifth adding to the mix as the oldest generation ages out of the workforce and enters retirement (Zemke, Raines, & Filipczak, 2000). The Silent Generation have all but retired, but some still occupy positions in the workplace and still have significant influence through voting, media, and “heritage” or “emeritus” positions in high-placed institutions such as universities or executive boards. They were born around 1925 through 1945. The Baby Boomers are those said to be born between 1946 and 1964, many are still working and due to retirement age increases and the downfalls of the economy. This generation is can be found amongst Americans leadership at many city, state, and federal levels. The Baby Boomers, despite being rowdy and experimental in their youth, settled into a self-centered and materialistic approach to life in the 1980s, with a clear majority turning to Reagan, Reaganite neoliberal policies and even to religion through “born again” Christianity. Generation X is often referred to as the MTV Generation; they were born between 1965 and 1980. Many grew up during the Vietnam War and the rise of the AIDS virus. They are characterized by their hedonistic approach to life, their rejection of traditional values put forth by their conservative parents, and a cynicism for the established norms of society. Next is Generation Y, or the Millennials, which was born between 1981 and 1995. This generation saw the Persian Gulf War unfold before their very eyes on national television, and soon followed the OJ Simpson trial, as well as Former President Clinton’s impeachment. This so-called Millennial generation is among the most maligned in history, having been dismissed as narcissists and mindless, materialistic and venal workaholics (Barton, Koslow, Fromm, & Egan, 2012; Bergman, Fearrington, Davenport, & Bergman, 2011; Donatone, 2013; Twenge, 2013). This generation has simultaneously grown up with the Internet and yet still carries memories of the world before the digital sphere took over; this generation has nonetheless been denigrated in the popular press to the point where few take people of this generation seriously, even as they “age” into the dominant workforce generation. The newest generation that will be going to work soon is Generation Z, who were born toward the end of the 1990’s to 2010. This generation witnessed the 9/11 attacks from elementary school and endured OIF/OEF each day of their lives, with many seeing parents sent off to the Middle East and shipped home in body bags or with extreme disabilities. They have always known of Homeland Security’s threat levels to include increased airport security. They are soon to be the target demographic of colleges, m ...
The Role of Personalitytraits in Predicting the Individualdesire Forentrepren...QUESTJOURNAL
ABSTRACT: In terms of leadership, management, innovation, efficiency, making job, competition,productivity and establishing new companies, entrepreneurship contributes significantly in economic growth. It was believed that the entrepreneurshipwaslike a necessary revolution for the society. The present research aimed to investigate the relation of the personality traits in predicting the entrepreneurial acts among the students. Thiswas a descriptive correlational-based study. In the present paper, the sample populationwasthe students of Isfahan University from 2016-2017. The sample with 120 participants was chosen by the available method. For thispurpose, thesoftware SPSS wasused. In order to gather data from Neoʼs inventory on five factor measures Robins and Colter’s organizational entrepreneurshipwasused. The result of the study showed that the entrepreneurship was positively correlated with personality traits like extraversion, agreeableness, openness, and conscientioness and negatively correlated with neuroticism. The result from the regression analysisillustrated that the personality trait like extraversion has the highest strength in predicting the entrepreneurship among the students. On this base, it could be concluded that the personality traits including effective factors in the individual desire for entrepreneurship.
Millenials
Student’s Name:
Institutional Affiliation:
Date:
Millenials
Abstract
The study reviews an extensive analysis of focus on Millenials generation particularly in America and the correlation it has with the workplace, their desires, relations, communication career choices, and family consideration. The millennials as born between 1980 and mid-2000s make the greatest of American with one-third of the overall American population by 2013.They thus make the significant part of the economy and need to be studied so as to realize the American dream. Being diverse and so much educated and since they come of age at a hard economic time, hence up to date their life is affected by the recession. The lives of the millennials are based on transformation. The largest percent of millennials are White followed by Hispanics, black with few Asians/Pacific Islanders and other. This essay explores the beliefs, contact and other aspects surrounding Millenials.
Introduction
The basic millennials are generations born between years 1980 and 2000. They are believed to be the biggest in population in the United States history. Sadaghiani & Myers (2010), opine that nation of the time. Particular traits related to their birth which came during the time of recession when Great Depression had affected America and there were difficulties in the economic time. According to Sadaghani & Meyer (2010), Millenials are also characterized to be self –centered lack enthusiasm; disloyal and disrespectful .This distinct trait is necessitated by economic, political and social influences. Their unique traits are poised to change the American economy in terms of how the companies transact in business and how companies employ millennials. This reason, therefore, makes companies strategize their operations in relation to dealing with millennials, therefore, leading to a great impact in a change in the economy. Therefore, with the exploration of millennials’ communication values, their expectations, their interaction with co-workers and how their environment impact on millennials, the large part of American culture will have been explored.
Communication
In terms of communication, millennials have particular ways in which they set information to others and families. They communicate too with the workforce, clients, and the bosses in a discrete way. According to Sadaghiani & Myers (2010), communication is factored as a mode of information sharing, decision making, influence, coordination motivation and documentation in work groups and organizations. Effective communication serves to maintain a link within an organization and organized groups. White (2016) states that due to dynamic changes in employee’s millennials continue to comprise a vast majority, therefore, their impact in the organizational mode of communication is more important. Unlike the old-school legacy communications like emails and intranets millennials have shifted o more mobile friendly tools. This has forced o ...
What thoughts come to mind when you hear the word “millennial?” How are these beliefs driving or hindering the success of your organization? Data shows that millennials have just as much potential as their predecessors. In this session, learn what contributes to millennial uniqueness, debunk the most widely believed “millennial myth” and identify top strategies for cultivating a positive multigenerational workforce to amplify organizational performance. It’s time to bridge the generational gap to encourage talent development for all and leverage generational diversity as a fundamental organizational asset.
1. Ronak Moradi
This presentation is provided as an assignment for the Course
“Capstone Seminar in Public administration”.
The University of Akron
Department of Public Administration and Urban Studies
Spring 2016
2. Significance of the Study
The number of members of the Millennial generation suggests that these
individuals are making their way into the workplace in large numbers (Council
of Economic Advisers, 2014; National Chamber Foundation, 2012; Winograd &
Hais, 2014).
Toossi (2013) projected that the size of the workforce will reach 163.5
million by 2022. While in 2000 Baby Boomers had the highest participation
rates of 80% in the workplace, by 2022 they will have shifted to rates below
40% which “will exert heavy pressure on the overall participation rate”
(Toossi, 2013, p. 12).
During the first quarter of 2015, according to Fry (2015), the total Millennials
in the workforce was 53.5 million, which surpassed the participation of Baby
Boomers (p. 1).
3. Studying The Subject:
Motivation
Problem definition
Literature review
Data Analysis
Conclusion: interpret all of the possible outcomes
Moving from Theory to Practice
4. Characteristics of Four Generations
Social-Service Orientations of Millennials
Work Preferences of Millennials
Organizational culture of Millennials
Work Motivation
Strategic Thinking about the
subject's content
5. Four generations: Pre-Boomers, Boomers, Gen-Xers and
Millennials in the workplace
The U.S. Department of Labor (2009) has estimated that the
share of the Millennial generation in the workforce will
increase by 75% between 2010 and 2020 (Ertas, 2015).
Civically involved, socially conscious, and interested in
helping others and solving the problems of the world.
6. Greenberg and Weber (2008): “Generation We,”
The members of this group “believe in the value of
political engagement and are convinced that
government can be a powerful force for good”
(Greenberg & Weber , 2008, p. 17)
Millennials value “meaningful work” the most, as
opposed to “freedom” (associated with Gen Xers), or
“money, title and recognition” (associated with
Boomers).
Comparing Millennials with the young generations of the
past demonstrated that the “importance of having a job
worthwhile to society” and the “importance of hard
work” were both declining over the years. (Ertas, 2015,
p. 405)
7. Tolbize, A. (2008). Generational differences in the workplace. Research and training center of community living, 19, P 12.
Elements on which members of each generation are mostly similar
8. Theoretical Foundation
Content Theories
Maslow: Needs Hierarchy
McGregor: Theory X and Theory Y
Herzberg: Two - Factor Theory
McClelland: Need for Achievement, Power, and Affiliation
Adams: Equity Theory
Process Theories
Vroom: Expectancy Theory
Skinner: Operant Conditioning Theory and Behavior
Modification
Bandura: Social Learning Theory
Locke: Goal - Setting Theory
Exhibit 10.1 (Rainey, 2009, p. 275)
9. Measuring and Assessing
Motivation
Job Motivation Scale (Patchen, Pelz, and Allen, 1965)
Work Motivation Scale (Wright, 2004)
Intrinsic Motivation Scale (Lawler and Hall, 1970)
Reward Expectancies (Rainey, 1983)
Peer Evaluations of an Individual’s Work Motivation (Guion
and Landy, 1972; Landy and Guion, 1970)
10. Herzberg: Two - Factor Theory
Herzberg’s two-factor theory: A motivational theory that addresses
the question “what do people want at work?” by examining the
attitudes of workers and their job satisfaction and dissatisfaction
(Herzberg, Mausner, & Snyderman, 1959).
Motivation: “A range or
psychological process
that guides an
individual toward a goal
and causes that person
to keep pursuing that
goal” (Sandri & Bowen, 2011,
p. 45).
Hygiene: Factors extrinsic
to work, such as flexible
working arrangements,
physical workplace, onsite
gym. Millennials, Gen Y, or
Generation Y: Those born
between the years of 1980
and 2000 (Council of Economic
Advisors, 2014).
11. Motivation Practice and Techniques
Motivation - Related Variables in Public Organizations
Role Ambiguity, Role Conflict, and Organizational Goal Clarity
Work Satisfaction
Organizational Commitment and Job Involvement
Self-Ascribed Characteristics of Millennials Mallory,
Lisa Maria. "Factors That Motivate Millennial Public Servants in the Workplace." (2015). Page 74
12. Herzberg’s classic profile of factors in an organization
Lisa Maria. "Factors That Motivate Millennial Public Servants in the Workplace." (2015). Page 105
Millennial's are motivated to make just “enough money” so that they can
“enjoy the lifestyle that they seek”. “They do not see loyalty to employers as
a wise strategy”, and they are likely to stay with their employer as long as the
“work is interesting, is educational, and serves their needs”. “They have
loyalty to people, rather than to employers” (Berman, West, & Wart, 2015, p.
185).
13. Recommendations
Improving policy for diversity
ensure that all workers feel that they are understood and that
their preferences and contributions matter
urged leaders to “suspend” any bias they may have towards
Millennials to become effective managers
Transformational leaders with an interest in understanding the
needs of their workers as individuals are key to gaining the trust
and support of Millennial workers (Thompson & Gregory, 2012, p.
243).
Increasing accountability and taking away barriers or impediments
to excel and do more are important strategies to engage Millennial
workers.
providing acknowledgment (even via e-mail) is important to these
public servants
14. References
Berman, E., West, J., & Wart, M. V. (2015). Human resource management in public service: Paradoxes, processes, and problems.
Sage Publications.
Ertas, N. (2015). Turnover intentions and work motivations of millennial employees in federal service. Public Personnel
Management.
Greenberg, E., & Weber , K. (2008). Generation we: How millennial youth are taking over America and changing our world forever.
Pachatusan.
Mann, J. (2006). Generations in the workplace. The bulletin, 74(1).
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