Millennial in the Multi-Generational Workforce-Myassignmenthelp.com

Question: Discusss about the Millennial in the Multi-Generational workforce. Answer: Introduction Employee retention is an important and frequent problem that a company may face. In order to keep their employees satisfied and motivated, companies should provide job satisfaction to their workers; Job satisfaction is indispensable for the employees, the researchers conducted by the MSG Experts (n.d.) said that it is important that an employee remains happy because they will continue to be productive and will deliver the best work quality, in addition, studies claims that a satisfied employee will stay loyal to the company and will persist to support the organization even in the bad circumstances. The concept of job satisfaction was developed in many different ways by different researchers, but the definition which is widely used is the definition of Locke (1976), who defines job satisfaction as a pleasant or positive emotional state resulting from the appraisal of the colleagues or superior, and work environment or job experiences. The problem in this case is that, Tony feels job s atisfaction during the first 6 months, but then an older co-worker has propagated rumors about him where he was criticized because he believe that Tony is not a good team player; so Tony start to feel demotivated and wanted to resign. There are different factors that affect the satisfaction level of an employee such as work culture, work environment, motivation, management style, job rewards etc. The problem identified in Tonys case is related to the job satisfaction of a new employee, which is negatively impacted, because of the behavior of a senior employee. Ramjee (n.d.) claims that workplace relationships and interaction have an impact on employee satisfaction and retention, moreover negative attitudes can lead to isolation and loneliness, which may instigate an employee's desire to resign. In addition, Ramjee (n.d.) said that, motivation and appreciation, with management skills of the superiors are also factors that could negatively affect the job satisfaction of a new employee in the workplace. According to Belias Koustelios (2014), the relations between co-workers are factors in the work environment that can affect the level of job satisfaction between the employees. If the employee has good co-workers, who can help him and maintain a healthy and friendly relationship, then the job satisfaction of the employees will be high. In the study conducted by Jain Surinder (2014), studies said that the attitude and behavior of supervisors and colleagues are categorized as work environment that affects the job satisfaction of an employee. Furthermore, Kampktter (2014), researches show us that a recognition and performance appraisal from colleagues and supervisors has an impact on the job satisfaction of a worker. Douglas McGregor suggests that, there are two aspects of the behavioral design of a human being at work. Theory X and Theory Yare theories of human motivation and management. They were created and developed byDouglas McGregorat theMIT; it was presented at a management conference in 1957,and developed during the 1960s. In the theory X he explains that employees are not self-motivated and they are resistant towards change, moreover they always require formal direction or a path. This theory encourages a company to use monitoring measures to deal with the situation. The theory Y is a contrasting concept where the employees are self-motivated and the employees are committed towards the company without external encouragement (Grbz et al., 2014). This theory fits to Tonys situation because, for the early six months he is a self-motivated employee, but as soon as an external negative instance appear he started feeling de-motivated and the job satisfaction level decreased. The purpose of thi s study is to show that the negative relationship between Tony and the other co-workers, and their attitudes towards him has affected his job satisfaction, this theory will help us to clarify on how does the work environment can influence the job satisfaction of a worker. Discussion Tonys problem can be solved if this company does not accept his resignation and can provide him an appropriate training through which his communication and adaptability skills are enhanced. From the early researches, it is clear that if any employee is emotionally as well as socially detached with his co-workers in their workplace or is facing difficulty to fit in the work culture or to mix with other colleagues then there will be rise in feelings of dissatisfaction (Venkataramani, Labianca Grosser, 2013). However, Tonys case is not different, and thus, he has preferred to resign rather than facing the issue and solve it. Previously Tony has left many organizations whenever he felt that their culture and working style is not matching with his style of working. Workplace relationships as well as interactions do play a huge role in employees satisfaction and retention. Thus, the negative attitude has lead Tony towards isolation and loneliness and further instigated him to resign. If t he supervisor does not accept his resignation and retains him then it will have both benefits as well as drawbacks for the organization. The benefits of this solution can be that Tony is young and talented which means he has fresh knowledge in comparison to the senior employees. Thus, his high enthusiasm can help him deliver creative ideas for decision-making and problem solving (Moon, 2014). Moreover, his technological skills can also help the organization to benefit from his increased productivity as well as accurate task solutions in minimum time. However, from the employers point of view, the first generation members are more tech-savvy than those of Generation X because they are said to be brought up with computers. Thus, Tony has the ability where he can uncover and operate advance tools and technologies which is the biggest advantage for any organization because he can even teach the techniques to the older employees about the modern technological skills so which will help th em work more efficiently in less time period. Young people are said to have more sense regarding community and thus, they know how to work together with other team members than in comparison to Generation X people who are more self-centered (Huyler et al., 2015). Therefore, retaining young employees like Tony can enhance teamwork and innovation in the organization. On the other hand, there are few disadvantages as well which the organization will have to bear if they retain Tony. From the employees point of view, it can be said that there are many employees of Tony who does not want to work with him or who already dislikes him, so if they are forced to work with Tony after his retention then they might develop a negative feeling towards the supervisor as well as the organization. Therefore, this can have an impact on the overall productivity of the employees (Hong et al., 2012). However, as observed that Tony has become demotivated and unsatisfied in this environment thus, this will hinder from delivering the best quality work to the organization. Thus, forcing Tony to work in a negative environment with emotional distress will not only destroy his concentration power but also can affect his mental as well as physical health. Therefore, his productivity will get severely affected. However, from the employers perspective retaining Tony means ext ra expenditure on the companys part, as they have to arrange a training programme so that Tony can master his communicative, interpersonal as well as adaptability skills. Thus, the organization needs to invest in time as well as resources. This training will however, decrease his hours of productivity in the office as he has to keep his focus on the training. This will thoroughly teach him how he can keep informal and good relationships with his co-workers through his social skills and empathy so that he can work in teams effectively and give as well as receive feedbacks (Langan, 2012). Maslows Hierarchy of Needs can help understand Tonys reasons of being demotivated and the reason behind his resignation in this organization. Maslow theory is mainly a motivational theory, which involves a five-tier model of the needs of individuals, which is mainly designed in hierarchical levels in a pyramid. Maslow through his theory has determined that individuals are motivated to attain certain needs and that few needs outweigh the others (Cherry, 2014). Thus, human are mainly motivated to gratify five basic needs. Maslows theory can be directly applicable to the needs of employees in the workplace (Ankli Palliam, 2012). Thus, the employees need accordingly to Maslow can be divided into five hierarchies as stated below- Physiological needs- This is considered the fundamental issue for an employee in the organization, which comprises of the salary and the assurance of a stable employment. Security needs- This hierarchy consists of the employees secure physical as well as emotional environment criteria like benefits, safe workplace environment, pension as well as unbiased work practices. Belongingness needs- Then there are the need for social acceptance in the workplace like friendship and cooperative teamwork in the job. Esteem needs- This need comprises of a positive self-image as well as respect and recognition, which include job-titles, comfortable workspaces and prestigious tasks. Self-actualization needs- The final hierarchy of needs is of self-actualization where achievements issues mainly include autonomy in the workplace, challenging tasks and most importantly subject matter expert status for the work. Thus, from Tonys case study it can be said that he is unable to fulfill his belongingness needs in this organization and so cannot even proceed in the hierarchy of needs. However, belongingness needs are very much important for employees so that they can enjoy as well as value their work if their hectic work schedule can involve at least few minutes of fun. Moreover, employees must be comfortable with their co-workers and have the feeling that they all belong together. If not with all but at least employees should have love and belongingness towards some people they work with. When employees feel that they are not valued or liked by his/her colleagues then they are often found being isolated and alienated from their job (Cockshaw, Shochet Obst, 2013). This has been the case for Tony who has been isolated mainly because he is not comfortable with his coworkers and feels like he does not belong to this organization anymore and so he has taken the decision of resignation. Thus, accordi ng to the theory of Maslow if Tony can fulfill his need of belongingness then it will help him to discover meaning in his work as well as engage the power of his emotions. Moreover, the more Tony can discover connections between personal ideals; meaningful organizational mission and wider social value the more Tonys commitment will be towards the organizations goal. Conclusion To conclude this report, it can be said that the best solution to Tonys situation is that the organization should not accept his resignation. On the other hand, he must be retained to the organization and provided with appropriate training to enhance his adaptability, communicative as well as interpersonal skills so that he can effectively work with his team members. Tony has given resignation because he felt isolated and demotivated in this organization because he cannot build up any connection with his teammates for which the older employees have spread rumors about him. However, Tony is a young employee and so retaining him in the organization can have several benefits. He not only has fresh ideas but also enthusiastic to work in a competitive environment. Tony also has good technological skills, which can hugely benefit the organization as well as his teammates, who can learn how to complete quality work in short duration time. Nevertheless, retaining Tony can also have few drawb acks, as he might not be able to deliver best quality work if he is retained within the same environment with same co-workers. Moreover, his colleagues might also develop a negative impression towards the organization as well as the supervisor who have retained Tony References Ankli, R. E., Palliam, R. (2012). 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