Organisational behaviour Essay Example | Topics and Well Written Essays - 1500 words

Organisational behaviour - Essay Example times Y comprises of people born between 1981 and 1994 with some others extending the period to 2002. They atomic number 18 depicted as ethnically diverse people who are optimistic, achievement oriented, confident, independent, and digitally savvy and dislike being micromanaged (Tapscott, 2009). Millennials are joining organisations in volumed numbers and may presently contribute to the largest percentage of employees in a company. As they join the workforce, new demands are emerging in order to toy their requirements, which seem to differ from those of the boomers and the Generation X employees. Therefore, companies are creating models based on evaluation of Generation Ys values, characteristics, and aspirations, then applying them with some well-known theories to curb this generation into the workplace (Pepermans and Kerpel, 2008907). Analysis of the Main Issues facing Management at Rising Entertainment Rising entertainment has a few pro blems when it comes to the management of Generation Y employees. Firstly, the Generation Y and Generation X employees seem to be in a dispute. The Generation Y wants the Generation X employees to immediately come after the new ideas that they possess. ride introduces the idea of marketing the new series on websites, blogs and You tube because he thinks that it would improve sales. Sara, on the hand, nods in agreement but pronto brushes off the idea making Josh obtain insignificant. The Generation Y employee has great ideas, but forgets to make further plans like the fiscal capacity undeniable for implementation. Josh seems to possess a pool of new ideas but in his haste, overlooks planning and protocols, a characteristic associated with the Generation Y. Generation Y employees are inventive and forward thinking as depicted in the case of Josh (Erickson, 2008). Generation Y employees are impartial towards protocol and traditional power structures that inhabit within an organis ation. This leads to distrust between employees (Erickson, 2008). Josh meets the companys C.E.O., Sam, and immediately talks about his marketing ideas and how they would increase sales. Sam tells Josh to give a presentation in a meeting plan on the following day. Josh is not even aware of the meeting for he is not scheduled to attend. He is not prepared either. Generation Y employees seem to disregard protocol as Josh did, thus conflicting with the other employees. They are in always in a hurry to get push their ideas and see most of them implemented, therefore, going to the extent of bypassing relevant authority. After finding out that Josh contacted Smithson, Sara gets angry because Josh did not follow the right channels (Erickson, 2009). Generation Y employees await daily feedback about their performance and continuous recognition for their contribution. They feel that they have valuable knowledge and should take credit for it (Erickson, 2008). After getting recognised, Generati on Y employees want rewards, which are in this case, promotions and flexible schedules. The flexible calendar ensures that they have some free time off the job to enjoy life (Munro, 20097). Josh wanted his ideas taken seriously and implemented so that he could be rewarded. Josh can be seen yearning for some free time to enjoy Los Angeles nightlife. He thinks that he can get a senior(a) position by