Generation Y Employees in Organization: A Review

GENERATION Y EMPLOYEES IN ORGANIZATION: A Literature Review
Katherine Darling
James Cook University
GENERATION Y EMPLOYEES IN ORGANIZATION

1GENERATION Y EMPLOYEES IN ORGANIZATION: A REVIEW
Table of Contents
Introduction:...............................................................................................................................2
Ethical Consideration:............................................................................................................3
Loyalty:..................................................................................................................................4
Innovative Approach:.............................................................................................................6
Team Work and Learning:.....................................................................................................7
Discussion:.................................................................................................................................8
Conclusion:................................................................................................................................9
References:...............................................................................................................................10
Bibliography:............................................................................................................................12

2GENERATION Y EMPLOYEES IN ORGANIZATION: A REVIEW
Introduction:
According to Hills et al., (2013), Generation Y employees are one of the major part of
the traditional workforce and they are one of the significant part for the development of a
productive organizational culture that will be responsible for the creative environment inside
the organization. This is one of the significant aspects that has the potential to contribute to
the effective implementation of cultural change inside the organisation. However, Rentz,
(2015), pointed out that there are considerable problems associated with the hiring of
Generation Y employees. Hence the paper is focused in the evaluation of the factors that
surrounds the Generation Y employees and the operations of them inside the organizations.
The research will be involved with the impacts of the Generation Y employees on the
organization. With a precise focus on the increasing level of competition in the organizational
context, it is pretty evident that the modern business organizations are facing the need of
introducing young blood into the workforces. This creates the opportunity for the fresher
candidates.
Aruna and Anitha (2015), highlighted the fact that the fresher candidates or the
employees that are belonging the youth generation are seen to be notably innovative in their
thought process and that reflects in their operations. Apart from that, Brown, Thomas and
Bosselman (2015), commented on the fact that the modern organizations are seen to put
strong emphasis on the recruitment of the young employees in order to increase the efficiency
of their organizations. With a precise focus on the health and mental issues that people
inherits with their age, Ferri-Reed, J. (2014), claimed that the main intention of the modern
organizations in the selection of the candidates belonging to the Generation Y is to avoid the
impact of the physical and the metal constraints on the aged people on the growth and
survival of their organizations. On the other hand, Bejtkovský (2016), highlighted the fact
that, with the recruitment of larger number of young candidates, the company becomes

3GENERATION Y EMPLOYEES IN ORGANIZATION: A REVIEW
vulnerable in the case of decision making. There is a perception with the inclusion of the
Generation Y candidates in the workforces which claims that the employees belonging to the
youth generation are notably influenced with the external environment which has the
potential to lead them to wrong decisions. Hence the paper is focused in the elaboration of the
behaviours and the impact of the Generation Y employees in the various aspects such as
ethical consideration, loyalty, team work, innovation and learning.
Ethical Consideration:
Ethics is one of the major aspects, associated with the modern business organizations.
With a precise focus on the increasing intensity of the competition in the modern business
world, it is seen that the ethical practice from the part of the organizations have the potential
to reduce the level of difficulty for the organizations. Considering the intensity of the
competition, it is visible that the ethical practices from the part of the business organizations
has the potential to influence the customers in a significant manner. It is visible that the
incorporation of the ethics in the business operations of the organizations creates the much
required trust amongst the customers which plays a crucial role in influencing the customers
in the repetitive purchases. Hence, it is evident that the ethical practice from the part of the
business organizations notably improves the financial stability of the organizations. Apart
from this, the incorporation of the ethics in the business organizations increases the
credibility of the organizations to the customers and in addition to this, it also makes sure that
the employees are accountable for their operations inside the organization which helps the
organization in conducting a sustainable business operations. Hence the importance of the
ethics in the business conduction of employees belonging to the Generation Y is notably
visible. With a precise focus on the range of literature surrounding the millennials, many of
the researchers are seen to portray the youth generation as lazy, more concerned in
maintaining the work-life balance instead of being involved with the work. However, Guillot-

4GENERATION Y EMPLOYEES IN ORGANIZATION: A REVIEW
Soulez and Soulez (2014), commented on the topic while mentioning that the youth
generation are focused towards their work, but their try of avoiding the unethical operations
that they are forced to conduct by the various managers in the organizational context, are
often termed as laziness. Aruna and Anitha (2015), highlighted a cruel reality of the modern
business context while elaborating the fact that the intention of a major portion of the youth
employees of earning more is seen to be notably misused by the managers of the organization
by forcing them to be involved in the unethical business conduction. Bencsik, Horváth-
Csikós and Juhász (2016), added that the employees of the youth generation have an
increased tendency of getting sacked from the companies in comparison to the tenure
employees and more often than not, the reason is their apathy of conducting unethical
operations. Hence it is visible that the employees belonging to the Generation Y are focused
in the conducting their operations in ethical manner.
Loyalty:
Loyalty is one of the aspect that is significantly prominent in the business conduction
of the young employees. Though the concept of loyalty is a broad societal study, in
organizational context, loyalty is concerned with the stay of the employees inside the
organization. Ismail and Lu (2014), highlighted the fact that the loyalty of an employee is
specific to the number of years that employee is serving a particular organization. Bejtkovský
(2016), added that the employee loyalty is a quality that varies depending on the personality
of the employees. With a precise focus on the increasing business competition and the
scarcity of the skilful employees, it is understandable that the employees with the required
qualities and the improved skills are the point of search for majority of the organizations.
Hence the demand of the employees with the sufficient skills and the competencies is seen to
be significantly high in the modern business world.

5GENERATION Y EMPLOYEES IN ORGANIZATION: A REVIEW
Kilber, Barclay and Ohmer (2014), stated that the employees of the Generation Y has
the quality of being loyal to their job however, the definition of the loyalty for them is bit
difficult. Kilber, Barclay and Ohmer (2014), further argued that the majority of the
employees of the youth generation consider that, it is the intensity of the work that they carry
out inside the organization or the additional work pressure that they undertake should be the
actual parameter for evaluating their loyalty rather than the number of years that they are
serving. Kossek et al., (2014), highlighted the topic that with a real life fact while mentioning
that there are considerable number of employees in the various organizations of the modern
business world who performs lower than a junior, who has a work culture that is worse than a
particular junior employee. However they do get appraised for the number of years that they
are serving the company. Their state of being connected to the organization is termed as loyal
here the effectiveness of their work might be significantly limited. The employees of the
young generation or more specifically the Generation Y are seen to opt for the first strategy
where they consider that the basis of the evaluation of their loyalty has to be their
performances rather than the number of years that they are serving the company.
On the other hand, Aruna and Anitha (2015), highlighted the fact that, in the modern
business world, the increasing competition is forcing the retention of the skilful employees.
With a precise focus on the situation, the companies are facing the need of recruiting skilful
and flexible employees. As mentioned earlier, the demand of such employees is significantly
high and considering that fact, the creation of the urgency amongst the senior level
management of the modern organizations in retaining the quality providing employees is seen
to be significantly high. Hence, for such organizations and the management, the tenure of a
particular employee is the reflection of the degree of loyalty.
From the above discussion, it is visible that the employees of the youth generation are
notably inclined towards a career opportunity that provides them the chance to prove