Influence of Millennial on Shaping the Workplace Culture

The study focuses on the influence of the millennial in shaping the organisational culture. With the special reference of Atlantic Methanol Production Company System, the study identifies the characteristics of the millennial and their influence on the organisational cultures.

Running head: DISSERTATION
Influence of Millennial on Shaping the Workplace Culture
(A Case Study of Atlantic Methanol Production Company System)
Name of the Student:
Name of the University:
Author Note:

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Abstract
The study focuses on the influence of the millennial in shaping the organisational culture. With
the special reference of Atlantic Methanol Production Company System, the study identifies the
characteristics of the millennial and their influence on the organisational cultures. Every
generation seeks the distinct set of benefits from their associated employees. Millennial fulfill
such demands of the organisations in today’s date. It is also noticeable that these millennial value
the corporate cultures more than any other generation.
Considering such scenario, the millennial are characterized into some of the specific forms. First,
the most observable characteristic of the millennial is their inclination towards the technological
tools. In this section of the study, the appropriate research methods will be discussed by
developing the ideas about the appropriate research philosophy, approach, techniques, and data
collection method.
By conducting learning and development program the millennial can give effective
demonstration on how advanced technology and chronological database is effective enough in
making the entire business process successful. On the other hand, maintaining a group discussion
session would enable the millennial in understanding the psychological views of seniors.

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Acknowledgement
I would like to thank my professors and the fellow teammates for making progress in this
research study. This journey was quite promising that enabled my analytical skills.
I am quite thankful to the authority and employees of The Atlantic Methanol Production
Company System who allowed me to take the interview and conduct survey. This journey will be
helpful for my future prospects.
Thank You

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Table of Contents
1.0 Introduction................................................................................................................................5
1.1 Background of the Research......................................................................................................5
1.2 Research Rationale....................................................................................................................7
1.3 Research Aim.............................................................................................................................7
1.4 Research Objectives...................................................................................................................7
1.5 Research Questions....................................................................................................................8
1.6 Research Hypothesis..................................................................................................................8
1.7 Summary....................................................................................................................................8
2.0 Literature Review......................................................................................................................9
2.1 Concept of Millennial................................................................................................................9
2.1.1 Characteristics of Millennial within the workplace..............................................................11
2.1.2 Generation Theory................................................................................................................13
2.2 Organisational Culture.............................................................................................................13
2.2.1 Types of Organisational Cultures.........................................................................................14
2.3 Influence of the millennial on re-shaping the organisational culture......................................15
2.4 Gap in the Literature................................................................................................................17
3.0 Research Methodology............................................................................................................18
3.1 Research Philosophy................................................................................................................18
3.2 Research Approach..................................................................................................................18
3.3 Research Design......................................................................................................................19
3.4 Data collection.........................................................................................................................20
3.5 Sampling..................................................................................................................................20

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3.6 Data analysis techniques..........................................................................................................21
3.7 Validity and reliability.............................................................................................................22
3.8 Limitation................................................................................................................................23
3.9 Time frame...............................................................................................................................23
4.0 Findings and Analysis..............................................................................................................25
4.1 Quantitative questionnaire.......................................................................................................25
4.1.1 Questions on Millennials......................................................................................................28
4.1.2 Questions on organizational culture.....................................................................................34
4.2 Regression analysis..................................................................................................................39
4.4 Summary..................................................................................................................................45
5.0 Conclusion and Recommendations..........................................................................................46
5.1 Conclusion...............................................................................................................................46
5.3 Recommendations....................................................................................................................49
5.4 Limitations and future scope...................................................................................................51
References......................................................................................................................................53
Appendix........................................................................................................................................59

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Chapter 1: Introduction
The advancements brought to the globalised business world require the advanced
thinking and innovative skills to make the considerable progress. Millennial are often criticized
for their efficiency and dependency on the technological world. Despite the criticism, it is
noticeable that this new generation has been contributing much efficiently towards shaping the
globalised scenario in future (Buzza 2017). It is anticipated that by the year of 2020, almost half
of the working populations will be driven by millennial. The individuals would then start
managing their own companies in a more frequent way (Culiberg and Mihelič 2016). The study
will thus focus on the influence of the millennial in shaping the organisational culture. The
development of the research aims and objectives will provide the fruitful insights for conducting
the research in a systematic way. Considering the research scenario and problem, the study will
also identify the suitable research method and data collection techniques. The ideas obtained
from the literature will also be aligned with findings received from primary data collection
process.
1.1 Background of the Research
The current advancements in the business world are driven by the latest technologies and
systematic business functionalities. Millennial are much fond of developing innovations while
organizing the workplace functions. Despite the criticisms, they are more likely experiment the
new ideas to bring innovations and make progress. They are not only working within an
organisation, they believe in making differences. According to Rao (2017), each organisation
associates the employees with the organisational functions to overreach the goals and mission.
Millennial are always ambitious in nature due to which they try to identify the various forms of
performing the organisational functions. Madara, Maheshwari and Selvan (2018) argued that

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millennial often eliminate the traditional organisational methods and shape a new culture. They
are much fond of establishing the flexible working approaches that creates the comfort zone
among the associates for the betterment of the work functions (Ozcelik 2015). They are pushing
the conversation about flexible work. Moreover, in supporting the techniques used by the
Millennial, Gibson and Sodeman (2014) stated that millennial work more proficiently to
encourage the human resource management to establish the high-performance culture. The entire
study will thus focus on understanding the considerable influence of the millennial in shaping the
company culture.
The case study is based on Atlantic Methanol Production Company LL (AMPCO),
which operates a world scale plant. This West Africa based company started their production in
the year of 2001. It produces almost 1,000,000 metric tons of methanols every year. It affiliates
AMPCO marketing LLC and AMPCO services LLC (Atlanticmethanol.com 2018). The
company is much associated with the millennial that are continuously finding the innovative
ways to take the active participation in the competitive scenario. They are even much focused
towards the values and goals of the company to make the difference in a competitive landscape.
The effective recruitment and integration strategies are followed for associating the talents and
millennial group. The company focuses on three major strategies, such as safety focus, learning
and development, and reliability (Atlanticmethanol.com 2018). The millennial group is
concentrating on making more innovative approaches for the future prospects. However, the
various obstructions are sometimes affecting the business culture. The study will thus investigate
the impacts of these millennial efficiencies for shaping the corporate culture.

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1.2 Research Rationale
Millennial are always involved with the innovative working approaches to make the
repeated progress in a competitive scenario. The maintenance of the faster pace for managing
organisational functions is thus often criticized. Huyler et al. (2015) argued that the fixation of
the focus towards technologies is eliminating the traditional approach and reliability on the
workforce. It is also stated that the millennial have a considerable egocentricity that might affect
the organisational principles. It is estimated that by the year of 2020, the millennial will take up
almost 50% population of the workforce. Hight (2017) discussed that the unique personality
traits and the individual working style of the millennial creates the drastic influence on the
corporate culture within a workplace. However, in order to keep pace with the repeated
innovations in the competitive landscape, the workforce in Atlantic Methanol Production
Company System has been undertaking the changes in the cultural values. However, this change
in the business culture sometimes affects the profitable outcome of the organisational
performance if not managed properly (Frederick 2018). The study will thus investigate the
challenges and impacts brought to the company by the millennial.
1.3 Research Aim
The aim of the research is to identify the influence of the millennial in shaping the
corporate culture of Atlantic Methanol Production Company System. The study also attempts to
recognize the changes brought to the company due to the diverse working styles and individual
personality traits of the millennial.
1.4 Research Objectives
 To identify the basic characteristics of the millennial in the workplace

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 To investigate the influences created by the millennial on reshaping the organisational
culture
 To critically analyze the considerable changes brought by the millennial associated with
Atlantic Methanol Production Company Systems
 To present the preferable recommendations for mitigating the emerging issues with the
cultural changes in Atlantic Methanol Production Company Systems
1.5 Research Questions
 What are the basic perspectives of millennial within a workplace?
 How the millennial create the influences on reshaping the working culture within the
organisation?
 What are the major challenges faced by Atlantic Methanol Production Company System
due to the cultural changes brought by the millennial?
 What specific strategies would be beneficial enough in mitigating these observable issues
within the company?
1.6 Research Hypothesis
H0: Millennial do not create influence on reshaping the corporate culture
H1: Millennial create influences on reshaping the corporate culture
1.7 Summary
The chapter provides the overview of the research issues based on which the further
research will be conducted. The information derived from the further literature will be effective
enough in developing the knowledge regarding the corporate cultures reshaped by the millennial.

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Chapter 2: Literature Review
Every generation seeks the distinct set of benefits from their associated employees.
Millennial fulfill such demands of the organisations in today’s date. Cameron and Pagnattaro
(2017) observed that employees in recent globalised world look for more flexible work schedule
and seek for more inspiring and influencing job profile. Millennial belong to this generation and
they prefer more innovativeness while performing the organisational functionalities (Patel 2017).
Their unique working styles and distinct perspectives are efficient enough to drive towards
availing the external opportunities. It is also noticeable that these millennial value the corporate
cultures more than any other generation (Campione 2016). Therefore, they put their efforts to
create the opportunities for the future progress. The literature study will thus explore the
conceptual analysis of the characteristics and traits of the millennial. The identification of their
influences on shaping the different corporate culture will be presented in this literature study by
developing the preferable theoretical analysis.
2.1 Concept of Millennial
Millennial are also known as Generation Y that is appropriately applied to the individuals
who reached to their adulthood around the turn of 21st century. They have the significant
influence on the current business scenario. McDonald (2017) stated that millennial grew up in a
digitalized, electronics-filled, and socially networked world. In fact, it is noticeable that they
belong to the generation that have received majority of the marketing attentions. On the other
hand, Huyler et al. (2015) defined that millennial usually tend to be tolerant of challenges that
motivate them to make some differences. They usually tend to be much confident and they have
the positive traits to accomplish the organisational mission. They are much more optimistic about
their future and they restructure the organisational functionalities to reach towards pre-

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determined goals (Loose and Marcos 2017). The expectation level of the millennial may have
resulted from the involved, encouraging, and motivating group of parents. The extensive
research conducted on the characteristics of the millennial presents a complete data. It is reported
that almost 50% of the Millionaire considered themselves unaffiliated in political ground
whereas almost 29% accepted that they are religiously unaffiliated (Ciarimboli et al. 2017).
Many organisations are now in client towards accommodating more millennial by developing the
trend of bring-your-own-device (BYOD).
The current advancements in the technological field are proofs that millennial are much
fond of using the mobile devices to complete their work. They consider work life balance and
monetary compensation as the keys to generate the job satisfaction (Bottomley and Burgess
2018). Moreover, they become much interested in bringing innovations and making differences
to maintain the uniqueness. Therefore, it is observable that in most of the cases, the millennial
reshape the organisational culture to accept the external challenges and increase profit level of
the company (Diskienė, Stankevičienė and Jurgaitytė 2017). They utilize the newer ideas due to
which they are often criticized. It is argued that the faster pace of their working nature and the
changes in the organisational culture create the changing scenario that may affect the employees’
satisfaction rate. The current generation is highly focused towards the advancements brought to
the technological fields. These technologies are utilized for making the differences in the work
cultures and developing more advanced approaches necessary for the emerging competitiveness
among the business rivals. Moreover, the dependency on the technical methods and advanced
technologies reduces the manually handled work documents (Guiso, Sapienza and Zingales
2015). In one word, their initiatives are sometimes perceived negatively in which technologies
are replacing the humans. However, the millennial create their visionary for the future progress

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and develop their own set of principles to bring more innovations and strengthen the competitive
position.
2.1.1 Characteristics of Millennial within the workplace
Millennial belong to the Generation Y and they are separated from the previous
generation. People born between 1982 and 2000 are mostly fall under this generation group.
People belong to this generation are much focused on making instant progress by keeping pace
with the fastest growing segments. Hickman and Silva (2018) described that the employers
cannot really avoid the desires, attitudes, and needs of the vast generation. Considering such
scenario, the millennial are characterized into some of the specific forms. First, the most
observable characteristic of the millennial is their inclination towards the technological tools
(Audi, Loughran and McDonald 2016). The millennial grew up with the technologies and their
dependency on these technologies is serving for the betterment of their job performance. They
are generally armed with the gadgets and smart phones that are helpful for them to plug in 24
hours a day and 7 days in a week (Audi, Loughran and McDonald 2016). They are more
interested in establishing communication through emails, social media platforms, and text
messaging. The extreme dependency on the internet is one of these specific characteristic visible
in Generation Y.
Second characteristic of the millennial is their family-centric nature. It is noticeable that
the fast-tracks lifestyle has much appeal for the millennial. They mostly prefer the flexible
working hours that can provide them the opportunity to maintain work-life balance (Ramdhani,
Ramdhani and Ainisyifa 2017). Millennial are willing to deal with the high pay trades for the
fewer billable hours. They seek the better work life balance to spend their quality time with the
family and friends. However, the older generation interprets that this characteristic of the

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millennial lacks the disciplines and work commitments. The millennial mostly prioritize their
family over their work. Another noticeable characteristic of millennial, as stated by Eastman et
al. (2014), is the achievement-oriented attitudes. Millennial are much confident and seek
achievement in every field of their life. They perceive the barriers and obstructions as challenges
and create the meaningful work with a solid learning curve. Their preferences towards the team-
oriented performance are also one of the considerable characteristics of the millennial. At the
workplace, they usually form teams and group to allocate the expertise works and responsibilities
(Gibson and Sodeman 2014). The collaboration of the people from diverse cultural background
and their approaches towards the different techniques of works help in bringing more
innovations. They value the team based activities and seek input as well as affirmation. Another
characteristic of this generation is their craving for guidance and feedback. Millennial believe in
learning and gaining attention from diverse segments (Circella et al. 2017). The frequent
reassurances help them in guiding and developing their talents.
According to Hoffmann, Ivcevic and Brackett (2016), millennial are prone to job-
hopping as they always look for more job opportunities and uniqueness. They seek better
position and enhance their experiences and skills. Considering the above characteristics, it can be
interpreted that the millennial are quite unique in comparison to their past generations. Their
inclination towards experimentation and preferences for strengthening the competitive position
in this current scenario is quite advanced and sometimes even misinterpreted or criticized (Au-
Yong-Oliveira et al. 2017). However, their visionary towards success is much helpful for the
future progress.

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2.1.2 Generation Theory
Generation theory is one of the most relevant theories that explain the behaviour and
contribution of the millennial within the organisation. According to Yap and Webber (2015),
generation theory is explaining the era in which an individual was born. It also explains the
effectiveness of the generation in terms of viewing the world. The value system of the millennial
is shaped in the first decade of the lives by the influences of the families, friend and communities
(Carlos Pinho, Paula Rodrigues and Dibb 2014). It is noticeable that the generation tends to be
about almost 20 years in length that represent roughly the time from the birth of a particular
group of people. The older generation believes in traditional method of working culture, which is
altered in today’s generation (Campione 2016). The current generation is highly focused towards
the advancements brought to the technological fields. These technologies are utilized for making
the differences in the work cultures and developing more advanced approaches necessary for the
emerging competitiveness among the business rivals (Altındağ and Kösedağı 2015). In a
workplace, the generations are divided into four different categories, such as Traditionalists or
veteran, baby boomers, Generation X, and Millennial. Millennial are the people from new
generation that believe in making differences and bringing changes into the organisation. Their
advanced way of thinking is reshaping the organisational culture for the future betterments
(Koren, Gu and Freiheit 2016). The further section of the study will explore the conceptual and
theoretical ideas about the corporate culture. The influence of the millennial on reshaping these
cultures will also be discussed further.
2.2 Organisational Culture
According to Aruna and Anitha (2015), the organizational culture is conceptualized as
the beliefs and values that are adopted by the organisations for accomplishing the business goals.

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It is considered as the common platform where the individuals work for making the substantial
profits for the company. The individuals associated with the organisation need to cope with the
organisational values to achieve the business goals. Kumar and Kumar (2018) suggested that the
organisational cultures decide the way of interacting with the associated stakeholders. It is
noticeable that a healthy corporate culture motivates and encourages the employees to remain
committed towards their jobs. In fact, a fruitful corporate culture even helps in promoting the
healthy competition at the workplace (Ozcelik 2015). It creates the reputed brand image with
certain predefined policies. The employees can share the common platform by uniting them from
diverse backgrounds.
2.2.1 Types of Organisational Cultures
Each organisation has the diverse nature and these companies even act differently. The
unique cultural values in different organisation are established for accomplishing the business
goals. Generally, the organisational culture is segregated into four major divisions, such as Clan
Culture, Adhocracy Culture, Hierarchy Culture, and Market Culture. According to Buzza
(2017), the clan culture is rooted in collaboration that signifies the commonalities shared
between the employees within an organisation. The effective leadership and mentorship help
these associates to develop the values and beliefs for accomplishing the common business goals.
The main value of this culture rooted in communication, teamwork, and cohesiveness. The
adhocracy culture, on the other hand, is mainly based on the creativity and energy. Employees
working under this specific type of organisation culture are often encouraged to take risks
(Culiberg and Mihelič 2016). They experiment the innovative procedures to make the differences
within the organisation. The major focus of this culture is to strengthen the organisational
position in a competitive ground.

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The hierarchy culture is founded on control and structure. The strict institutional
procedures create the learning environment for the associated employees in which they are
guided by the skilled performers. This culture suggests the effective leadership style, which is
based on monitoring and coordinating. The culture is generally emphasizing the efficiency and
predictability. Madara, Maheshwari and Selvan (2018) defined that the market culture is built
upon the competitive dynamics that help in accomplishing the concrete results. The goal-oriented
focus in this cultural dimension identifies the demanding and tough nature of the leaders. The
business world is much competitive in today’s date. It is thus important for the business leaders
to identify the most suitable organisational cultures that can shape the future. In this technology-
driven world, the current generation seeks perfection by utilizing the diverse opportunities in the
external market (Guiso, Sapienza and Zingales 2015). The millennial have the considerable
impact in such aspects.
2.3 Influence of the millennial on re-shaping the organisational culture
In today’s world of business, majority of the workplaces consist of millennial. The
millennial population seems to be growing by keeping pace with the technological
advancements. The adjustments with the current generation have become crucial to the
companies in ensuring the future success. The unique approach, different personalities and
lifestyle, and the inclination towards exploring innovative ideas are the major traits of the
millennial in current time (Gibson and Sodeman 2014). It is also noticeable that their behaviour
towards maintaining flexibility in work functionalities is one of the major traits of the millennial,
which are sometimes misinterpreted by the older generation. It is noticeable that the generation
tends to be about almost 20 years in length that represent roughly the time from the birth of a
particular group of people. The older generation believes in traditional method of working

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culture, which is altered in today’s generation. The traditional culture of the organisation usually
demands for more dedication towards work. On the contrary, the millennial try to maintain their
work life balance due to which they believe in faster working pace. These millennial thus have
the significant influence on reshaping the organisational culture.
According to Frederick (2018), workers from the millennial generation have the higher
aspirations for the future that often take the necessary actions for converting their ambitions and
hopes into reality. The extensive research on this aspect generates the idea that the millennial
usually travel, relocate, and extend their working hours in pursuit of their career goals.
Moreover, they seek the constant feedback about their performance. The rapid advancements and
innovations drive the organisation towards success. Therefore, the millennial tend to restructure
the corporate cultural values to restructure the work functionalities orienting the specific goals.
The different attitudes of the millennial towards work are also another form of influence on the
workplace culture (Cameron and Pagnattaro 2017). Millennial tend to maintain a good balance
between their work and personal life. It specifies that they not only care for the financial rewards,
but they are much concerned towards their personal lives. The new generation working attitudes
are reshaping the workplace culture by minimising the rigidness and accommodating more
employees with higher efficiency level.
Huyler et al. (2015) explained that workers from the millennial generations are more
likely using the technologies for fueling the innovations and facilitating the effective
communication. The new wave of workers has the greater craving for offering much to the
workers. The group even prefers electronic communications for improving the technological
usage. It is noticed that in most of the cases, the millennial reshape the organisational culture to
accept the external challenges and increase profit level of the company. Therefore, it becomes

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important to make suitable changes in internal scenario (Bottomley and Burgess 2018). They
utilize the newer ideas due to which they are often criticized. It is argued that the faster pace of
their working nature and the changes in the organisational culture create the changing scenario
that may affect the employees’ satisfaction rate. Hence, the changing working culture may even
create the considerable challenges within the organisation (Diskienė, Stankevičienė and
Jurgaitytė 2017). However, the right attitudes towards the current advancements would be much
desirable for shaping the better futuristic values.
2.4 Gap in the Literature
The literature study provides the insightful ideas about the behaviour of the millennial
within the workplace. Their attitudinal influence on reshaping the workplace culture is also
highlighted in this literature study. Despite the informative analysis of the subject matter, there
are some of the observable gaps. The study lacks the information about the adaptive nature of the
generation X in terms of collaborating with today’s advancements. The study does not provide
the attitudinal information regarding the working pattern of older generation. Moreover, the time
constraints also made this study quite limited.

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Chapter 3: Research Methodology
The research methodology provides the systematic and sequential methods of conducting
any particular research study. This specific research study concentrates on the influence of the
millennial on reshaping the corporate culture. With the special reference of Atlantic Methanol
Production Company System, the study identifies the characteristics of the millennial and their
influence on the organisational cultures. In this section of the study, the appropriate research
methods will be discussed by developing the ideas about the appropriate research philosophy,
approach, techniques, and data collection method. The application of the suitable methodology
will be helpful enough in conducting the entire research.
3.1 Research Philosophy
Research philosophy helps the researcher to identify and understand the essence of the
research study and the unbiased outcome through the utilization of effective research paradigm.
Research philosophy comprises of four different types, which mainly include positivism,
interpretivism, realism and pragmatism (Alhojailan 2012). Research philosophy has a set of
characteristics, which include epistemology, ontology and axiology, which helps in the
understanding of the needs of the research and thereby helps the researcher in aiming at the
outcome that might be derived from the current study. In this context, the researcher will be
utilizing the positivism philosophy, which is based on the existence of reality by using
scientifically proven techniques.
3.2 Research Approach
Research approach is the most crucial step, which helps the researcher in conducting the
study for arriving at the unbiased and desired outcome of the research. The research approach
helps the researcher in identifying the different steps for performing the desired activities of the

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research. It will be helping the researcher in framing the desired activities that will be helping in
making the research more resourceful and target oriented. Research approach is basically of two
types, namely, inductive approach and deductive approach. In this context, the researcher will
be conducting the study thorough the application of the deductive approach, which focuses on
scrutinising the available models and theories that relates to the research study by the evaluation
of the gathered data (Joslin and Müller 2015). This will be helping the researcher to identify
the different activities that might be considered by the same to bring in changes in the different
aspects of the study. The approach will be helping the researcher to apply different relevant
models for understanding the situation of the current study and thereby maneuver over the
findings to retain an unbiased outcome from the study. The differences in the approach ill be
helping the researcher to gather and evaluate data based on surveys and understanding of the
models that are enumerated in the different literatures.
3.3 Research Design
Research design provides the researcher with an opportunity of designing the path of the
study towards achieving a specific goal based on the research objectives. It helps the researcher
in undertaking a goal oriented approach of the research that is planned by the same to facilitate
the unbiased outcome of the study. The proper understanding of the Research design will be
helping the researcher to provide the reference by limiting the targeted results, in which the
remaining part of the entire research is performed on the mentioned goal. Research design can be
of three different types, which include explanatory research design, exploratory research
design and descriptive research design (Singh 2015). The descriptive research design will be
helping the researcher to explore and thereby define the issues and problems that might be
confronted by the researcher during the research study. It provides the researcher with an

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opportunity to widen the scope of understanding and knowledge base of the researcher which
will be helping the same to undertake the proper study that will bear unbiased outcomes (Cho
and Lee 2014).
3.4 Data collection
The data will be collected from primary data sources. Primary data are raw data that are
collected from first-hand sources. In addition, the researcher will conduct a survey in order to
collect the data (Graneheim, Lindgren and Lundman 2017). The researcher will prepare 15
close-ended questions in order to collect the data from Equatorial Guinea Atlantic Methanol
Production Company Systems. The researcher will collect the qualitative data through
interviews. The researcher will prepare 6 open-ended questions in order to conduct the structured
interviews. The questionnaire will be helping the researcher to delineate the different issues that
are faced by the organization and the manner in which the changes are undertaken in the
interface of the business to suit the interests of the millionaires. Primary data are the reliable and
researcher can replicate the process to check the result (Ormston et al. 2014). The reliable nature
of the data will be helping the researcher to conduct an authentic research to produce the justified
outcome. The feedback respondents will be helping the researcher to identify the different pros
and cons of the research and the manner in which the pathway of the study can be designed.
3.5 Sampling
The researcher will collect the responses from US based Company in Equatorial Guinea,
Atlantic Methanol Production Company Systems. The sample population of the research study
will be the employees of organization from various departments. It will be helping the researcher
to determine the absolute outcome of the study that is conducted by the same. The sample size of
the research project will be 140. The researcher will be taking steps to collect the email ids of the

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people who are willing to undertake the survey and thereby pass on the questionnaire via the
emails. The feedback of the employees will be helping the researcher to undertake important
assumptions that will be helping to attain the proper outcomes of the study. The researcher will
be making use of Simple Random sampling to select the respondents (Moses and Knutsen
2012). The random sampling helps in providing the people with an equal chance of getting into
the survey. It will be helping the researcher to attain the unbiased outcomes of the study, which
is aimed at the objectives of the same (Hammersley 2017). On the other hand, while conducting
the interviews, the researcher might make use of the sample size only 3. The direct interviews
will be conducted with the managers of the organization to understand the standpoint of the
management in the progression that is planned by the Atlantic Methanol Production Company
Systems. The interview will be conducted through the utilization of Skype, which will be helping
the researcher to undertake a proper coordination of the interviews.
3.6 Data analysis techniques
The survey data will be analysed through quantitative data analysis method, which is
based on the evaluation of different fragments of information. Quantitative data deals with
numerical data, which could be evaluated through the deduction of information with respect to
the research results (Yilmaz 2013). The data findings will be presented in the Excel bar graphs
and Pie-charts. The different data that are collected over the interview will be analysed through
qualitative data analysis. The data analysis will be based on the observation of the different pros
and cons that might affect the functioning of the researcher as per the study. The study will be
facilitated through the identification of the human perceptions and the manner in which the
different aspects of the changes are facilitated in the research through the unbiased deduction of
resources for the study (Kitchin and Tate 2013).

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3.7 Validity and reliability
The researcher will be conducting a pilot testing procedure, which will be making the
research process more impactful and reliable. The researcher will be choosing 30 employees
from Atlantic Methanol Production Company Systems to perform the pilot testing. Pilot testing
will be helping the researcher to make changes in questions as per the formatting needs and the
available options that will be helping the researcher to undertake a proper study of the changes
that are undertaken by the organization. In addition, the researcher will conduct test-retest
reliability by obtaining two outcomes of the same questions. It will be helping the researcher to
deduce the most reliable results for the research and thereby retain the unbiased outcome of the
research as per the objectives of the business (O’reilly and Parker 2013). The score from Time
1 and Time 2 need to correlate. The correlation of the different outcomes of the questionnaire
will be helping the researcher to conduct an authentic study as per the needs of the project
evaluation. On the other hand, the finding of the relations among the study helps in maintaining
the different levels of changes in the study that is planned by the researcher as per the objectives
of the study. The validity of the data that will be collected by the researcher is bound to the
questionnaire and the truthfulness of the feedbacks that are provided by the employees to the
researcher (Håkansson 2013). The different data that will be collected by the researcher while
undertaking the survey will be helping the same to deduce the unbiased research outcome. The
reliability factors that affects the research is dependent on the proper functioning of the survey
and the manner in which the data will be evaluated by the researcher to fit in to the purpose of
the study.

23
DISSERTATION
3.8 Limitation
The researcher will face no limitation, as there will be no budgetary constraint. The
researcher will be able to access as the online library where journals and articles relating to the
topic can be found. The researcher will choose 140 sample sizes for the survey and if the
researcher would get more time, the same might take more sample to retain the unbiased
outcome of the study that is undertaken by the same.
3.9 Time frame
Task Week
1
Week
2
Week
3
Week
4
Week
5
Week
6
Week
7
Week
8
Week
9
Selection of topic
and search for
justification
Constructing
literature
Selecting
appropriate
methods
Data collection
Data analysis and
representation
Reviewing the
outcomes

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DISSERTATION
Conclusions and
recommendations
Submitting draft
of the project
Printing and final
submission
Table 1: Table showing the timeframe of the entire research
(Source: As created by author)

25
DISSERTATION
Chapter 4: Findings and Analysis
4.0 Introduction
This chapter of the study will analyse the impact of millennials on the organizational
culture in Atlantic Methanol Production Company system. The chapter will evaluate the raw data
that has been collected from the employees and the managers. This will consist of mixed analysis
where both quantitative and qualitative analysis of data. The findings of the quantitative analysis
will be validated by the qualitative analysis by comparing the results from both the data. The
opinion of the employees and the managers is expected to provide a diverse result covering all
the dimensions within the scope of the study.
4.1 Quantitative questionnaire
1. What is your tenure in Atlantic Methanol Production Company Systems?
Row Labels Count of no of respondents
Less than a year 32
1-2 years 26
2-5 years 39
More than 5 years 43
Grand Total 140

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DISSERTATION
The findings of the study that majority of the respondents have worked in the
organization for less than 5 years. The sample respondents is represented by the population
belonging to the different experience levels in the organization and the industry.
2. Gender?
Row Labels Count of no of respondents
Male 71
Female 69
Grand Total 140

27
DISSERTATION
The findings of the study shows that 51% of the respondents are male and 49% are
female. The opinion of the respondent may vary depending on their gender which can be
identified later on the study.
3. Your age?
Row Labels Count of no of respondents
Less than 25 41
25-30 28
31-40 43
41 and above 28
Grand Total 140

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DISSERTATION
The findings of the study shows that majority of the employees belong to the category of
millennials and population from other generations have also been included into the research.
Therefore, perspective of different generations can be analysed to gain different dimension in the
study.
4. How far are you satisfied with the organizational culture in your organization?
Row Labels Count of no of respondents
Highly satisfied 32
Satisfied 34
Indifferent 21
Dissatisfied 27
Highly dissatisfied 26
Grand Total 140

29
DISSERTATION
The above question measures the satisfaction level of the employees working in the
organization with the prevalent organizational culture. The findings shows that 32 respondents
are highly satisfied, 34 respondents are satisfied, 21 respondents are neutral, 27 are dissatisfied
and 26 are high dissatisfied. Therefore, there is no clear majority between the respondents which
could indicate the effectiveness of the organization culture in Atlantic Methanol Production
Company Systems.
4.1.1 Questions on Millennials
5. How far do you agree that Corporate Social Responsibility activities of an organization is
essential criteria for a better organizational culture?
Row Labels Count of no of respondents
Strongly agree 49
Agree 59
Indifferent 6
Disagree 14
Strongly disagree 12
Grand Total 140

30
DISSERTATION
This question addresses the importance of corporate social responsibility in developing
effective organizational culture. The findings of the study shows that 49 respondents have
strongly agreed to the question and they have been supported by 59 respondents. On the
contrary, 14 respondents have disagreed to the research question and 12 respondents have
strongly disagreed.
6. How far do you agree that Diversity and Inclusion activities of an organization is
essential criteria for a better organizational culture?
Row Labels Count of no of respondents
Strongly agree 48
Agree 60
Indifferent 6
Disagree 12
Strongly disagree 14
Grand Total 140

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DISSERTATION
This question addresses the significance of diversity and inclusion in developing effective
organizational culture. The findings of the study shows that 48 respondents have strongly agreed
to the question and they have been supported by 60 respondents. On the contrary, 12 respondents
have disagreed to the research question and 14 respondents have strongly disagreed.
7. How far do you agree that Work-Life Balance activities of an organization is essential
criteria for a better organizational culture?
Row Labels Count of no of respondents
Strongly agree 44
Agree 64
Indifferent 6
Disagree 11
Strongly disagree 15
Grand Total 140

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DISSERTATION
This question addresses the importance of work life balance in developing effective
organizational culture. The findings of the study shows that 44 respondents have strongly agreed
to the question and they have been supported by 64 respondents. On the contrary, 11 respondents
have disagreed to the research question and 15 respondents have strongly disagreed.
8. How far do you agree that Feedback and Growth of an organization is essential criteria
for a better organizational culture?
Row Labels Count of no of respondents
Strongly agree 51
Agree 57
Indifferent 6
Disagree 14
Strongly disagree 12
Grand Total 140

33
DISSERTATION
This question addresses the importance of feedback and growth in developing effective
organizational culture. The findings of the study shows that 51 respondents have strongly agreed
to the question and they have been supported by 57 respondents. On the contrary, 14 respondents
have disagreed to the research question and 12 respondents have strongly disagreed.
9. How far do you agree that Engagement and Purpose of an organization is essential
criteria for a better organizational culture?
Row Labels Count of no of respondents
Strongly agree 53
Agree 55
Indifferent 6
Disagree 13
Strongly disagree 13
Grand Total 140

34
DISSERTATION
This question addresses the importance of engagement and purpose in developing
effective organizational culture. The findings of the study shows that 53 respondents have
strongly agreed to the question and they have been supported by 55 respondents. On the
contrary, 13 respondents have disagreed to the research question and 13 respondents have
strongly disagreed.
10. How far do you agree that innovative ideas of an organization is essential criteria for a
better organizational culture?
Row Labels Count of no of respondents
Strongly agree 48
Agree 60
Indifferent 6
Disagree 15
Strongly disagree 11
Grand Total 140

35
DISSERTATION
This question addresses the importance of innovative ideas in developing effective
organizational culture. The findings of the study shows that 48 respondents have strongly agreed
to the question and they have been supported by 60 respondents. On the contrary, 11 respondents
have disagreed to the research question and 15 respondents have strongly disagreed.
4.1.2 Questions on organizational culture
11. How far do you agree that the level of satisfaction in job has increased in Atlantic
Methanol Production Company Systems?
Row Labels Count of no of respondents
Strongly agree 57
Agree 51
Indifferent 6
Disagree 13
Strongly disagree 13
Grand Total 140

36
DISSERTATION
The findings of the study shows that 57 respondents have strongly agreed to the question
and they have been supported by 51 respondents. On the contrary, 13 respondents have disagreed
to the research question and 13 respondents have strongly disagreed.
12. How far do you agree that employee engagement have increased after the advent of the
millennial generation in Atlantic Methanol Production Company Systems?
Row Labels Count of no of respondents
Strongly agree 50
Agree 58
Indifferent 6
Disagree 13
Strongly disagree 13
Grand Total 140

37
DISSERTATION
The findings of the study shows that 50 respondents have strongly agreed to the question
and they have been supported by 58 respondents. On the contrary, 13 respondents have disagreed
to the research question and 13 respondents have strongly disagreed.
13. How far do you agree that career growth opportunities have increased after the advent
of the millennial generation in Atlantic Methanol Production Company Systems?
Row Labels Count of no of respondents
Strongly agree 50
Agree 58
Indifferent 6
Disagree 12
Strongly disagree 14
Grand Total 140

38
DISSERTATION
The findings of the study shows that 50 respondents have strongly agreed to the question
and they have been supported by 58 respondents. On the contrary, 12 respondents have disagreed
to the research question and 14 respondents have strongly disagreed.
14. How far do you agree that stress level in work have decreased after the advent of the
millennial generation in Atlantic Methanol Production Company Systems?
Row Labels Count of no of respondents
Strongly agree 57
Agree 51
Indifferent 6
Disagree 13
Strongly disagree 13
Grand Total 140

39
DISSERTATION
The findings of the study shows that 57 respondents have strongly agreed to the question
and they have been supported by 51 respondents. On the contrary, 13 respondents have disagreed
to the research question and 13 respondents have strongly disagreed.
15. How far do you agree that compensation, rewards and performance management have
changed after the advent of the millennial generation in Atlantic Methanol Production
Company Systems?
Row Labels Count of no of respondents
Strongly agree 62
Agree 46
Indifferent 6
Disagree 12
Strongly disagree 14
Grand Total 140

40
DISSERTATION
The findings of the study shows that 62 respondents have strongly agreed to the question
and they have been supported by 46 respondents. On the contrary, 12 respondents have disagreed
to the research question and 14 respondents have strongly disagreed.
4.2 Regression analysis
SUMMARY
OUTPUT
Regression Statistics
Multiple R
0.97367
7671
R Square
0.94804
8208
Adjusted R
Square
0.94767
1746
Standard
Error
0.26853
0552
Observation
s 140
ANOVA
df SS MS F
Significa
nce F
Regression 1
181.5918
624
181.591
8624
2518.30
8747
1.65602
E-90

41
DISSERTATION
Residual 138
9.950994
71
0.07210
8657
Total 139
191.5428
571
Coefficie
nts
Standard
Error t Stat P-value
Lower
95%
Upper
95%
Lower
95.0%
Upper
95.0%
Intercept
0.15355
5318
0.045925
297
3.34358
9019
0.00106
4898
0.06274
7066
0.24436
3569
0.06274
7066
0.24436
3569
X Variable 1
0.94700
2888
0.018871
083
50.1827
5348
1.65602
E-90
0.90968
903
0.98431
6747
0.90968
903
0.98431
6747
0.5 1 1.5 2 2.5 3 3.5 4 4.5 5 5.5
0
1
2
3
4
5
6
f(x) = 1.00110381861575 x − 0.0438096658711178
R² = 0.94804820780864
Regressionanalysis
The regression analysis shows the relationship between millennials and the change in
organization culture. The value of multiple R in the study is 0.973677671 which shows the
degree and nature of association between the variables. The value is almost close to 1 which
suggest that there is perfect positive relationship between millennials and the organizational
culture. The value of R² = 0.948 which indicates the goodness of fit, the majority of the data
points will fall within the regression line. This means that the model is accurate and the
dependent variable has been able to represent the characteristics of the independent variable
effectively. The f value in the study is 1.65602E-90 which is less than 0.05 so the null hypothesis

42
DISSERTATION
in the study can be rejected and the alternative hypothesis has been accepted. The regression
equation in the study is y = 1.0011x - 0.0438, which shows the positive relationship. If the value
of x is put as 1 unit the value of y becomes 0.9573 which shows that positive relationship.
Therefore, it can be said the millennials have significant impact on reshaping the organization
culture and in the above study the respondents have a clear opinion that the organizational
culture in modern organizations will have to be different due to the change in priorities and
driving factors for the workforce.
4.3 Content Analysis
Category Comments Count
1. What are the changes in the
organizational culture experienced
in the past decade?
“The organizational
culture has become more
flexible and innovative. “
“There is nothing much
change in the
organizational culture
within the organization
except the fact that the way
of handling situations have
changed “
2
1
2. How have the millennials affected
the organizational culture?
“The new generation is
much more demanding and
clear about their needs and
wants. They are not afraid 1

43
DISSERTATION
to change jobs so proactive
organizational culture is
necessary. “
“I do not think that
millennials affected the
organizational culture in
any way but organisations
have made changes to the
organizational culture for
coping up with the fast
pacing needs of the
consumers. “
2
3. How does the organizational
polices have changed with the advent
of time?
“The organization policies
have become much oriented
towards the welfare of the
employees. We aim to
provide the employees with
better workplace
environment for improving
their productivity and
personal growth. “
“The organization policies
have remained the same
but the approach has
changed significantly. We
1

44
DISSERTATION
have focused more on
research and development
as a means developing an
innovative work culture”
2
4. What are the issues faced by
Atlantic Methanol Production
Company Systems in managing their
organizational culture?
“ There are currently no
major issues as such and
the organization has been
effective in developing
effective organizational
culture”
“There are issues which the
organization is facing in
making a complete
transition into innovation
phase.”
2
1
5. What are the characteristics of
millennials?
“Millennials are straight
forward and wants growth
personally. They are willing
to sacrifice their pay scale
to enter into a more
meaning job. They want to
contribute to the society as
3

45
DISSERTATION
a whole”
6. How is it different from previous
generations?
“ Millennials are different
from previous generations
because they have different
driving factors when
compared to the previous
generations. The previous
generation paid more
emphasis on rewards and
recognition where the
millennials are more
focused on personal
growth, developing new
skills and doing something
meaningfully. Thy have
much more awareness
about corporate social
responsibility and are more
adaptive to the changes to
the environment.”
“The basic difference is
that millennials are much
more flexible and liberal to
the changes and accepting
2

46
DISSERTATION
diversity in work culture.”
1
4.4 Discussion
The findings of the quantitative analysis clearly indicates that there has been drastic
change in organizational culture after the advent of the millennials into the Atlantic Methanol
Production Company Systems. The change in the organization culture is due to the change in
the beliefs and needs of the employees from their employer. Corporate social responsibility has
gained its highest priority as they are eager to contribute to the society and wants to contribute
meaningfully. Therefore, they prefer working for organizations that are proactive in contributing
to the corresponding society and environment. It has been seen that candidates prefer to apply
for those organizations that are socially active and contribute to the society. The majority of the
managers stated that the organization has become much more flexible and innovative. The
organization culture has become much more oriented towards the employees where employee
engagement, performance management and growth are crucial component. The millennials are
demanding and they want to interact with their managers at all times so that they can convey
their issues to the managers. Millenmnials give high importance to growth and they are not
afraid to change their job if the stagnated within an organization. The millennials are driven by
different factors where compensation and reward are less important to them. Atlantic Methanol
Production Company Systems has developed a proactive organizational culture in order to retain

47
DISSERTATION
their existing employees as without the implementation of such strategies. Therefore, in order to
maintain sustainability Atlantic Methanol Production Company Systems had to make changes
for better employee engagement and organizational culture.
Therefore, the millennials have a significant impact on the organizational culture as they
have a diverse perspective and they have futuristic values which has led to development of a
better organizational culture. These organizational culture is better adept to the changing needs
of the consumers. Therefore, these values and features in the working culture have been
developed and the one of the best examples of this is Atlantic Methanol Production Company
Systems that have made significant progress in this respect.
4.5 Summary
This chapter has shown that millennials have drastically changed the organization culture
in Atlantic Methanol Production Company Systems where the focus has shifted to corporate
social responsibility, employee engagement, feedback and growth. Compensation, rewards and
recognition have less meaning to these employees which is reflected from the current culture in
the organization.

48
DISSERTATION
Chapter 5: Conclusion and Recommendations
5.1 Conclusion
The emergence of millennial within workplace has rendered immense innovation within
business culture. As per psychology of human resource managers, around half of the population
working under an organization is from millennial due to their innovative working style and
unique interaction capability with the concerned stakeholders. The entire study has dealt with the
case study of Atlantic Methanol Production Company System. This very specific study has
made in-depth research on how changes of diverse working culture and unique personality traits
within the organization have left major influence in rendering immense success within
organization. The study has aimed to critically analyze the considerable changes brought by the
millennial associated with Atlantic Methanol Production Company Systems. However it is at the
same time undeniable that this change in the business culture sometimes affects the profitable
outcome of the organizational performance if not managed properly. The study has thus
investigated the challenges and impacts faced by the company after dealing with the millennial.
In quest of collecting appropriate data and information the study has used appropriate
methodological tools based on which data is critically analyzed for coming into a sound
conclusion. With the help of positivism research philosophy along with deductive research
approach the study has focused to make detailed overview about the impact of millennial on
Shaping the Workplace Culture. In order to gather immediate response from the participants
associated with Atlantic Methanol Production Company the study has focused to make primary
data collection technique with quantitative data analysis for collecting immediate response from
the participants. By making 15 questionnaires the researcher has collected effective data and

49
DISSERTATION
information on how the millennial leaves a major impact on reshaping the organizational culture.
Some of the major recommendations have also been provided for overcoming the emerging
issues with the cultural changes.
5.2 Objectives addressed
Objective 1: To identify the basic characteristics of the millennial in the workplace
The very first objective in this study concentrates on developing the understanding
regarding the characteristics of the millennial within the workplace. The ideas obtained from the
literature review suggest that the millennial are much futuristic and depend on the technological
aspects. They usually tend to be much confident and they have the positive traits to accomplish
the organisational mission. They mostly prefer the flexible working hours that can provide them
the opportunity to maintain work-life balance. It is noticeable that the generation tends to be
about almost 20 years in length that represent roughly the time from the birth of a particular
group of people. The older generation believes in traditional method of working culture, which is
altered in today’s generation. The collaboration of the people from diverse cultural background
and their approaches towards the different techniques of works help in bringing more
innovations. The responses derived from the primary data collection process also defines that the
millennial prefer the work flexibility that will be helpful for them to maintain the appropriate
work life balance. This flexible work approach and continuous feedback motivate them to stay
focused towards their jobs. The alignment of the information received from both the primary and
secondary data thus ensure that this objective of the research is met.
Objective 2: To investigate the influences created by the millennial on reshaping the
organisational culture

50
DISSERTATION
The millennial have the significant influence on today’s work environment. The literature
study specifies that the millennial view the organisational functionalities from a diverse
perspective to the older generation. Even though they have the considerable positive traits, they
are often misinterpreted by the older generation. Their behaviour towards maintaining flexibility
in work functionalities is one of the major traits of the millennial, which are sometimes
misinterpreted by the older generation. The repeated innovation creates the futuristic values for
strengthening the competitive edge of the organisation. The traditional culture of the organisation
usually demands for more dedication towards work. On the contrary, the millennial try to
maintain their work life balance due to which they believe in faster working pace. The responses
received from the primary data collection process also suggest that the millennial reshape the
cultural values to make it more innovative and competitive. Restructuring the organisational
culture creates more flexibility that motivates the employees for the better performance in future.
The rapid advancements and innovations drive the organisation towards success. Therefore, the
millennial tend to restructure the corporate cultural values to restructure the work functionalities
orienting the specific goals. Considering the information derived from the primary and secondary
data collection process, it can be inferred that this objective of the research is achieved.
Objective 3: To critically analyze the considerable changes brought by the millennial
associated with Atlantic Methanol Production Company Systems
It is true that the adjustments with the current generation have become crucial to the
companies in ensuring the future success. The unique approach, different personalities and
lifestyle, and the inclination towards exploring innovative ideas are the major traits of the
millennial in current time. It is also noticeable that their behaviour towards maintaining
flexibility in work functionalities is one of the major traits of the millennial, which are

51
DISSERTATION
sometimes misinterpreted by the older generation. The ideas derived from the literature review
suggest that the older generation often misinterpret the work technicalities used by the
millennial. Their advanced way of thinking is reshaping the organisational culture for the future
betterments. The further section of the study will explore the conceptual and theoretical ideas
about the corporate culture. It is argued that the faster pace of their working nature and the
changes in the organisational culture create the changing scenario that may affect the employees’
satisfaction rate. Hence, the changing working culture may even create the considerable
challenges within the organisation. The responses gathered from the primary data collection
process also notify that the psychological barriers created between the Gen X and Gen Y
employees may affect the organisational performance. Hence, these changes or the challenges
are much signified in this context. The ideas developed from these data collection procedures are
thus meeting this objective.
Objective 4: To present the preferable recommendations for mitigating the emerging issues
with the cultural changes in Atlantic Methanol Production Company Systems
The further recommendations are provided to mitigate the challenges identified in this
study. The development of these recommendations will be effective enough in managing the
future scope of this research. The recommendations are as follows:
5.3 Recommendations
In this very specific part some of the major recommendations are provided in order to
overcome the challenges faced by organizational experts in maintaining work culture due to the
blending of both millennial and old generation employees. The recommendations are as follows:
5.3.1 Initiatives for maintaining collaboration between millennial and old employees:

52
DISSERTATION
Organizational experts of Atlantic Methanol Production Company LL would have to take
major initiatives so that old generation and millennial can make collaborative decision for
rendering business success. It is however observed that change in the business culture by
recruiting millennial sometimes affects the profitable outcome of the organizational
performance. A huge gap is found in between the work flow of old existing employees and new
generations. In order to overcome this kind of situation, the organizational manager should bring
an innovation within team management. While forming a team, the business manager should
enlist both old employees and the new comers so that they can get the scope of collaborative
decision for presenting the project successfully in front of stakeholders. Therefore, the
psychological gap that is already created between the two generations can be overcome.
5.3.2 Providing effective training to old employees for enhancing technological skills and
competency
It is already been observed that around half of the population working under an
organization is from millennial due to their innovative working style, unique interaction with
stakeholders and technological skills and competency. Millennial does not have to put additional
human effort for making a project successful. On the other hand, it is undeniable that old existing
employees are not very much advanced in technology. In this kind of situation, the human
resource managers can arrange an effective training and development session for the old
employees for enhancing technological skills and competency. As a result, the old employees
would not have to face challenges in making their work flow faster and systematic like
millennial.
5.3.3 Reducing the psychological gap between gen X and gen Y:

53
DISSERTATION
It is already been observed that a psychological gap between the gen X and gen Y has
already been created on the workplace of Atlantic Methanol Production Company LL. In order to
overcome this kind of psychological gap the organization would have to focus on making
participative decision regarding business strategy and policy. By conducting group discussion
session gen X and gen Y both would be able to exchange their views and thoughts. As a result,
they would be able to overcome this kind of psychological gap after making a healthy discussion
regarding the business strategy. By conducting learning and development program the millennial
can give effective demonstration on how advanced technology and chronological database is
effective enough in making the entire business process successful. On the other hand,
maintaining a group discussion session would enable the millennial in understanding the
psychological views of seniors. Therefore, they can get the chance to get accustomed in making
business decision by amalgamating the decision making quality of senior employees.
Automatically, the workplace would be able to make a proper harmony.
5.4 Limitations and future scope
While conducting the entire research process the researcher has to face several challenges
in completing the study successfully. This very specific study is not exceptional to that. While
gathering information the study has focused to use positivism research philosophy. However,
numerous eminent scholars have stated that only positivism research philosophy is not sufficient
enough in analyzing research issue like influence of Millennial on Shaping the Workplace
Culture. The researcher could have used post positivism research philosophy with the help of
which data could be collected by using keen observation along with proper evidence on research
issue. In addition, while collecting data the researcher has become dependent on primary source
of data collection technique.

54
DISSERTATION
Primary source of data collection technique can give immediate response to the
participants. There is however a scope of providing biased decision on behalf of the respondents
whenever the researcher has to be dependent entirely on survey method. In addition, the time
schedule that is framed for conducting the entire research could have been more time consuming.
The schedule of data collection has become very brief and hectic. In addition, the research would
have to focus on maintaining data protection act, anti-discrimination acts, right to information act
and so on.

55
DISSERTATION
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Appendix
Quantitative questionnaire
1. What is your tenure in Atlantic Methanol Production Company Systems?
a) Less than a year b) 1-2 years c) 2-5 years d) More than 5 years
2. Gender?
a) Male b) Female
3. Your age?
a) Less than 25 b) 25-30 c) 31-40 d) 41 and above
4. How far are you satisfied with the organizational culture in your organization?
a) Highly satisfied b) Satisfied c) Indifferent d) Dissatisfied e) Highly dissatisfied
Questions on Millennials
5. How far do you agree that Corporate Social Responsibility activities of an organization is
essential criteria for a better organizational culture?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree
6. How far do you agree that Diversity and Inclusionactivities of an organization is essential
criteria for a better organizational culture?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree

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7. How far do you agree that Work-Life Balanceactivities of an organization is essential
criteria for a better organizational culture?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree
8. How far do you agree that Feedback and Growthof an organization is essential criteria
for a better organizational culture?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree
9. How far do you agree that Engagement and Purposeof an organization is essential
criteria for a better organizational culture?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree
10. How far do you agree that innovative ideas of an organization is essential criteria for a
better organizational culture?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree
Questions on organizational culture
11. How far do you agree that there is level of satisfaction in job has increased in Atlantic
Methanol Production Company Systems?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree
12. How far do you agree that employee engagement have increased after the advent of the
millennial generation in Atlantic Methanol Production Company Systems?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree

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13How far do you agree that career growth opportunities have increased after the advent
of the millennial generation in Atlantic Methanol Production Company Systems?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree
14. How far do you agree that stress level in work have decreased after the advent of the
millennial generation in Atlantic Methanol Production Company Systems?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree
15. How far do you agree that compensation, rewards and performance management have
changed after the advent of the millennial generation in Atlantic Methanol Production
Company Systems?
a) Strongly agree b) Agree c) Indifferent d) Disagree e) Strongly disagree
Qualitative Questionnaire
1. What are the changes in the organizational culture experienced in the past decade?
2. How have the millennials affected the organizational culture?
3. How does the organizational polices have changed with the advent of time?
4. What are the issues faced by Atlantic Methanol Production Company Systems in managing
their organizational culture?
5. What are the characteristics of millennials?
6. How is it different from previous generations?

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