An Analysis of Generation Y Workforce in Business Management Essay

This essay delves into the characteristics of the Generation Y workforce, examining their unique attributes and the implications for leadership and management. It defines Generation Y, explores their ambition, technological prowess, and expectations regarding work-life balance, drawing on credible research to support these observations. The essay then investigates four key methods for shaping behavior: positive reinforcement, negative reinforcement, punishment, and extinction, providing practical examples of how managers can apply these techniques to foster a productive work environment and promote learning within a Gen Y staff cohort. The discussion emphasizes the importance of understanding Gen Y's preferences for communication, feedback, and teamwork, highlighting how businesses can adapt their strategies to attract, retain, and motivate this influential generation.

BUSINESS MANAGEMENT

BUSINESS MANAGEMENT: 1
Contents
Generation Y..............................................................................................................................................2
Description of generation Y individuals...................................................................................................3
The four ways to shape and affect the behavior such as positive reinforcement, punishment,
negative reinforcement, and extinction are as follows............................................................................5
References..................................................................................................................................................7

BUSINESS MANAGEMENT: 2
Generation Y
Generation Y is defined as particular generation born between 1980s and 1990s. The term Y
generation is given after proceeding Generation X. Generation Y is the fastest growing
generation and they are emerging as business leaders, team managers, and HR advisors.
Generation Y people are also known as echo bloomers because they are born branch of baby
boomers (Benson, and Brown, 2011).
The Y generation is also known as internet generation or net generation. These people are more
family-oriented and are willing to sacrifice their career advancement for better lifestyle and
balanced work life. As a demographic generation, this generation has the fastest growing leaders.
They interrogate about what organization demands from Y generation people, what career
opportunity they have on the part of organization. They always wish to take responsibility and
prove themselves. They strive more for respect rather than money (Dawn and Thomas, 2013).
They do not rely on one job and do not hesitate before leaving job if they are not satisfied and
happy. They work in an organization which is innovative, creative, environment friendly, and
energetic. They work hard to make progress to achieve success in the stages of their life. The
beginning of millennial generation interacted with the development of technology. The critical
factor for understanding a generation is more a realization of social perspectives, morals and
values in the given period rather than fixing and staging on a point. The impact of technologies is
very significant in shaping the interaction of people (Dulger et al., 2014).
For example- Generation Y people ignores traditional advertising such as magazine and TV ads.
The people of this generation have personalized communication on the channels and various
devices. The challenge is not limited to figuring out the purchasing behavior of this generation.

BUSINESS MANAGEMENT: 3
The brands focus on figuring out and adjusting generation’s values with shortened attention
spans. The population of generation Y is much larger than generation X. Generation Y is a gold
mine and target for consumer marketing groups. If the brand knows the traits of the generation, it
becomes easier to find an effective marketing strategies for well-educated, socially responsible,
honest, ethical, surprising, and direct customers of generation Y. For example- The dollar shave
club is a renowned example that markets and focuses on Generation Y by incorporating humor
and plain language in the YouTube ad. Millennial follow influencers because of common values
and interests. Millennial expects real time conversing and engaging on social media to build
trust. Brands should focus on using social media as a medium to encourage two-ways
conversations (Freymond et al., 2014).
Description of generation Y individuals
In comparison to the people of Generation X, members of Generation Y are technologically
intelligent due to growing of information age and are usual and prone to use media. Generation
Y people grow with technology. The people in this generation use smart phones, tabs, laptops
and various electronic gadget. People like to communicate through text messaging, email, and
different media platforms. This generation cannot imagine a world without internet and
technology (Twenge, 2010).
Y Generation people are highly skilled and ambitious. Expectation are needed to be managed as
Generation Y members are very confident to take important roles and responsibilities in the
organization. Young entrepreneurs such as Mark Zuckerburg, Pavel Durov, Michael litt, Patrick
and John Collison believe that there are no limits to what they want to achieve. Organization
faces difficulties in managing the expectations without restricting the creativity and
development. Businesses strive to take strategic steps for distributing resources to see

BUSINESS MANAGEMENT: 4
development and growth to keep the people happy. Generation Y people do have high
expectations and want others to match them (Gardiner, Grace, and King, 2015).
Teamwork is high in the plan of Generation Y. Working as a team and collaborating with regular
team meeting is preferred by the members. They expect transparency, accountability and
friendliness from both management and colleagues.
Employee behavior and communication pattern is the key for generation Y but it has to be on
right terms. Communicating through emails and Facebook messages will get faster response as
compared to phone calls. It is not very convenient to pick calls everywhere even on the
workplace. Generation Y prefer to communicate through email within the workplace (Kelder,
Hoelscher, and Perry, 2015).
Constant feedback and relying on someone else to whether they are doing their work well are the
common traits of Generation Y. Earlier, this level of communication was not very popular
especially with senior management. Companies have started to develop and implement schemes
which will guide and develop the younger generation in their careers. Delegating a level of
guidance and assurance is important to nurture a generation. Generation Y wants and appreciates
companies which have less administration pressures. People of this generation wants personal
development and growth opportunities and expects direct and clear feedback. These people are
socially minded, creative and active. They want to work in such an environment which is flexible
and friendly. This flexibility does not necessarily mean that they want a squash in their break
room. However, they seek to find a balance environment where they allow employees to feel
comfortable and collaborate freely.

BUSINESS MANAGEMENT: 5
The four ways to shape and affect the behavior such as positive reinforcement, punishment,
negative reinforcement, and extinction are as follows
Positive reinforcement- Operant conditioning is a learning condition which depends on the
consequences of the behavior. Positive reinforcement improves and increases a pleasant stimulus
by which the behavior is strengthened. For example- giving an employee or student a prize after
he/she attains the target. Positive makes the person feels better due to positive relationship with
the person who is providing reinforcement. Reward is a positive reinforce. If the behavior of the
employees improve through reward, then reward can be a source to enhance and stimulate
positive reinforcement (Managementstudyguide, 2018).
Negative reinforcement- Negative reinforcement reduces or removes unpleasant stimulus. For
example- taking away the resources after the employee crosses the limitation. In negative
reinforcement, a response is strengthened by removing and avoiding a negative result or adverse
stimuli. Negative stimuli is likely to create discomfort either in the form of physical or
psychology. Example- Deciding to intake an antacid before indulging in spicy meal. Negative
reinforcement is very much effective for growing and changing habits (Wei, and Yazdanifard,
2014).
Punishment- Punishment adds unpleasant stimulus. For example- enforcing overtime or giving
extra homework after he/she misbehaves in the organization with the senior manager or
colleagues. Punishment majorly creates temporary changes in behavior because it is more based
on coercion and creates a adverse relationship with the person who makes reinforces (Young et
al., 2013).
Extinction- Extinction refers to reinforcement provided for problem behavior. So that the
problem behavior is eliminated or decreased. Extinction is commonly used in children with

BUSINESS MANAGEMENT: 6
autism. It is used to address the problem of behavior related to development disabilities. For
example- A child tries to seek attention of her/his mom by dropping the toy on another floor. If
mom picks the toy and returns back, the child may act the same way. To resolve the problem,
when child drops the toy and mother ignores the toy constantly. There is a high possibility that
child will reduce dropping the toy and the behavior improves. Another form of the process is
extinction on behavior forced by negative reinforcement. Extinction does not involve
reinforcements. Moreover, it implies reducing the probability of undesirable behavior. For
example- if employee do not receive admiration or appreciation for his work, he may feel that his
behavior is not generating fruitful results. Unintentionally or indirectly, extinction lowers
desirable behavior (Zemke, Raines, and Filipczak, 2013).

BUSINESS MANAGEMENT: 7
References
Benson, J. and Brown, M. (2011) Generations at work: Are there differences and do they matter?
The International Journal of Human Resource Management, 22(9), pp. 1843–1865.
Dawn B. V. and Thomas L. (2013) Generation Y values and lifestyle segments. Journal of
Consumer Marketing, 30(7), pp.597-606.
Dulger, M., Alpay, G., Yilmaz, C., and Bodur, M. (2014) How do learning orientation and
strategy yield Innovativeness and superior firm performance? South African Journal of Business
Management, 45(2), pp. 35-50.
Freymond, S. B., Briefer, E. F., Zollinger, A., Allmen, Y. G., Wyss, C. and Bachmann, I. (2014)
Behaviour of horses in a judgment bias test associated with positive or negative reinforcement.
Applied animal behaviour science, 158, pp.34-45.
Gardiner, S., Grace, D. and King, C. (2015) Is the Australian domestic holiday a thing of the
past? Understanding baby boomer, Generation X and Generation Y perceptions and attitude to
domestic and international holidays. Journal of Vacation Marketing, 21(4), pp.336-350.
Kelder, S.H., Hoelscher, D. and Perry, C.L. (2015) how individuals, environments, and health
behaviors interact. Health behavior: Theory, research, and practice, 159(1).
Managementstudyguide, (2018) Reinforcement Theory of Motivation. [online] Available at:
https://www.managementstudyguide.com/reinforcement-theory-motivation.htm [Accessed
13/08/18].

BUSINESS MANAGEMENT: 8
Twenge, J. M. (2010) A review of the empirical evidence on generational differences in work
attitudes. Journal of Business & Psychology, 25, pp. 201–210.
Wei, L. T. and Yazdanifard, R. (2014) the impact of Positive Reinforcement on Employees'
Performance in Organizations. American Journal of Industrial and Business Management, 4(1),
p.9.
Young, S. J., Sturts, J. R., Ross, C. M. and Kim, K. T. (2013) Generational differences and job
satisfaction in leisure services. Managing Leisure, 18(2), pp. 152–170.
Zemke, R., Raines, C. and Filipczak, B. (2013) Generations at work (2nd ed.). New York:
AMACOM.