TITLE

The Kids Are Alright: Managing Millenials

PUB. DATE
October 2011
SOURCE
Multichannel News;10/3/2011, Vol. 32 Issue 37, p14
SOURCE TYPE
Periodical
DOC. TYPE
Article
ABSTRACT
The author discusses aspects of millennial generation employee management in the U.S. She mentions that millennials or Generation Y received more attention from their baby boomer generation parents. She notes their attitudes of self-confidence and impatience along with quick advancements. She also suggests companies to help them improve their work through frequent feedbacks, mentoring and establishment of schedules and deadlines.
ACCESSION #
66966604

 

Related Articles

  • IMPACT OF PROCESS AND OUTCOME FEEDBACK ON THE RELATION OF GOAL SETTING TO TASK PERFORMANCE. Earley, P. Christopher; Northcraft, Gregory B.; Lee, Cynthia; Lituchy, Terri R. // Academy of Management Journal;Mar1990, Vol. 33 Issue 1, p87 

    Previous studies have demonstrated the interactive effects of goal setting and feedback. The present study examined process and outcome feedback as moderators of the relation of goal setting to performance, task-strategy quality, appropriateness of information search, effort, and...

  • Impact of Process and Outcome Feedback on the Relation of Goal Setting to Task Performance. Early, P. Christopher; Northcraft, Gregory B.; Lee, Cynthia; Lituchy, Terri R. // Academy of Management Best Papers Proceedings;1989, p204 

    Our study examined two forms of feedback (process and outcome) as moderators of the relation of goal setting to performance. Subjects worked on a stock investment simulation under conditions of goal setting, process feedback, and outcome feedback. The results demonstrated that goal setting and...

  • Which Would You Prefer First, The Good News Or The Bad News? Reinertsen, Don // Electronic Design;01/08/2001, Vol. 49 Issue 1, p50 

    Discusses the importance of immediate feedback in personnel management. How immediate feedback has more influence than delayed feedback; Enabling of the other party to change its behavior earlier; Joint development of objectives with the person under evaluation at the beginning of the period;...

  • Feedback orientation, feedback culture, and the longitudinal performance management process. London, Manuel; Smither, James W. // Human Resource Management Review;Spring2002, Vol. 12 Issue 1, p81 

    Focuses on the concept of feedback as part of a longitudinal performance management process. Definition of a feedback orientation; Link between performance improvement and valued outcomes; Attention given to the value of feedbacks.

  • Don't remind me... Geller, Scott // Industrial Safety & Hygiene News;Dec2001, Vol. 35 Issue 12, p21 

    Provides tips for delivering constructive corrective feedback. Explanation of problem without subjective or judgmental statements; Demonstration of proactive listening skills; Appreciation of the employee's perception of the problem.

  • Do More than Open Doors. Hendriks, Erin S. // HR Magazine;Jun2000, Vol. 45 Issue 6, p171 

    Discusses the importance of implementing a formal complaint system which supplements employers' open door policy to encourage employee feedback. Difference between internal complaint procedure (ICP) and open door policy; Key elements of an ICP; Factors for successful implementation of ICP.

  • People are Systems, Too: Filling the Feedback Vacuum. Kreitner, Robert // Business Horizons;Dec77, Vol. 20 Issue 6, p54 

    Focuses on the benefits of feedback to implement precision in human resources management. Impact of feedback vacuum on high quality job performance; Changes in management functions of business planning and control; Consideration on the day-to-day basis of feedback vacuum relative to...

  • Getting feedback from the frontline.  // Hudson Valley Business Journal;12/22/2010, Vol. 21 Issue 50, p8 

    In this article, the author discusses tips in getting feedback from employees as a way to improve a business which include on topics regarding reward system, relationship between the management and employees, and improvement of the quality of products or services.

  • THE NEED FOR FEEDBACK: Follow these tips to get helpful ideas. Goldsmith, Barton; Landolt, Sara Cox; Sweeney, Theresa; Booher, Dianna // Credit Union Management;Nov2001, Vol. 24 Issue 11, p8 

    Provides tips for employees to get helpful ideas from feedback. Benefits of taking the initiative to get feedback; How to learn expertise from partners; Way to deal with negative feedback.

Share

Read the Article

Courtesy of THE LIBRARY OF VIRGINIA

Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics