Thursday, 30 May 2019

HEALTH EDUCATION

Millennials – or Generation Y as they’re also known – are generally considered to be

born between 1980 and 1995. They’re the generation who have grown up with
communication platforms like Facebook and Instagram. According to research millennials
make up 25% of the total workforce population in the Asia Pacific region. Their unique
nature in questioning almost everything about work and quick decisions to simply leave any
job that they are not happy with has sparked a number of debates and gained them a
reputation for being difficult to manage. It simply is easier for older generations to stereotype
their younger colleagues as a “generational defect” when they are not performing as expected
or behaving as per what seemed to be a norm for the older generations. Millennials are
therefore repeatedly labelled as “tough to manage”, “entitled”, “spoilt” and the list goes on.
Generalizations about a generation are no different from generalizations about race or ethnic
background. This is just another form of ageism, supported by a teeny set of questionable
statistics. There are many prevailing myths about Millennials.
To begin with, the first myth is that millennials are not loyal. Back in the days, it is
normal and common for employees to stay employed at the small company for a long time
which is seen a strong work ethic and more like a sense of loyalty towards their employers.
As workplace demographics shift, with boomers and generation-Xers increasingly leaving the
work force and more millennials entering, the common belief is that employees are no longer
loyal to their employers. In reality, millennials flourish on advancement, change and most
importantly, fairness. Millennials expect fair play from their employer in the sense that is
different from the older generations. If employers were to expect them to work hard,
millennials would expect a fair wage and good reward system in return.
Moreover, the second myth is that millennials are entitled. Older generations believe
millennials typically ask for a salary far higher than what they’re worth, or expect a job
immediately after graduating from college, just because they graduated.Older generations
were brought up in a hierarchical structure where role and status defined who they are. They
strongly believe that people should be evaluated based on performance, not tenure. In reality,
millennials are willing work hard and are not shy to ask for opportunities.
Gather reviews and begin to reevaluate the efficiency of your present evaluation techniques to
define the most appropriate quality leadership scheme for your workers.
Furthermore, the third myth is that millennials are needy and attention
seeking. Older generationsMost millennials grew up knowing the importance of receiving
feedback for continuous development and continuous learning in life. They are not
accustomed to being kept in the dark and would seek to find out how they are doing in an
organisation.Employers should create a distinction to this strategy and take a favorable move
as the proactive willingness to learn from milleniums will only help their organizations.
Give them the direction and frequent positive feedback they need.
In conclusion, millennials are just a group of people commonly misunderstood by
other generations as they are still in the midst of growing up and establishing themselves in
the working world. Managing them has become an essential part of top leaders’ jobs today.
Remember that no generations are without their flaws.

 Thursday, 30 May 2019