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Josh, a Gen Y employee, is frustrated with his Gen X boss Sarah for not embracing his ideas to promote films using new media. Josh pitched one of his ideas directly to the CEO without properly completing an assigned team presentation, upsetting Sarah. Their clash highlights tensions between Gens X and Y in the workforce, as Gen Y expects rapid career progression while Gen X values seniority. Recommendations include improving job satisfaction, using technology, and providing frequent coaching to nurture new ideas from Gen Y employees and help integrate the generations.
Josh, a Gen Y employee, is frustrated with his Gen X boss Sarah for not embracing his ideas to promote films using new media. Josh pitched one of his ideas directly to the CEO without properly completing an assigned team presentation, upsetting Sarah. Their clash highlights tensions between Gens X and Y in the workforce, as Gen Y expects rapid career progression while Gen X values seniority. Recommendations include improving job satisfaction, using technology, and providing frequent coaching to nurture new ideas from Gen Y employees and help integrate the generations.
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Josh, a Gen Y employee, is frustrated with his Gen X boss Sarah for not embracing his ideas to promote films using new media. Josh pitched one of his ideas directly to the CEO without properly completing an assigned team presentation, upsetting Sarah. Their clash highlights tensions between Gens X and Y in the workforce, as Gen Y expects rapid career progression while Gen X values seniority. Recommendations include improving job satisfaction, using technology, and providing frequent coaching to nurture new ideas from Gen Y employees and help integrate the generations.
Авторское право:
Attribution Non-Commercial (BY-NC)
Доступные форматы
Скачайте в формате DOCX, PDF, TXT или читайте онлайн в Scribd
Josh Lewis is a young staIIer at Rising Entertainment. He is Irustrated because oI his boss, Sarah Bennett, marketing chieI. He thinks that Sarah doesn`t listen to his ideas oI using new media to promote Iilms like making the movie theme song available Ior download Ior Guitar hero or making one or more oI the 'Fire Force Five movies available online and embedding teasers Ior the latest sequels within them. He thinks that she is trapped in the 1990`s when people actually watched network TV. Rushing through his assignment Ior a team presentation, he works up a plan and pitches it to the CEO in the hallway. The CEO loves it, but Sarah is upset with Josh Ior going over her head - and submitting subpar work on the presentation.
Issues involved in the case O Josh being a Gen Y employee expects to move up the ladder quickly. This causes some Iriction as he is not shy about telling his boss what he actually wants Irom his job.
O t is a diIIicult attitude Ior Sarah to accept as she being a Gen X employee, grew up valuing seniority.
O lso, Sarah didn`t give much appreciation to the new ideas oI promotion by Josh.
O She didn`t try to understand the reason behind the subpar work submitted by Josh. Josh was Irustrated and to he did that intentionally.
O Though Josh and his Iriends were at good positions but jobs at Rising Entertainment were not challenging enough to give job satisIaction to Gen Y employees.
O Josh didn`t try to understand the reasons behind not considering his ideas by Sarah.
O Josh didn`t respect the authority oI Sarah and passed on his ideas to CEO without completing the work on presentation properly.
$arah and 1osh can work more effectively Clashes between impatient Generation Y and pay-your-dues Generation X are inevitable but certainly manageable. O Sarah should reprimand Josh Ior bypassing her; he should respect her authority and work with her, not around her. O But Sarah must address Josh's Irustrations. Like many Gen Yers, he wants to know that his work is meaningIul, and he needs constructive Ieedback on suggestions. O Given the CEO's enthusiasm, Sarah should commend Josh's initiative but remind him to keep her in the loop. O Sarah and Josh also might be able to Iorge a more productive relationship iI Rising Entertainment set up training and Ieedback programs to help integrate Gen Yers into the workIorce, as Enterprise has. O Josh may put his team in jeopardy by doing his assigned tasks poorly. Sarah needs to coach him on being a team player and set clear expectations about perIormance and communication. O Sarah can do a much better job oI validating his good idea - perhaps by asking him to spearhead some experiments Ior the group.
#ecommendations O ew Attitude and Work Habit- ith shiIting in the workIorce culture Irom Gen X to Gen Y, rising Entertainment should Iind diIIerent attitudes and work habits that need to be incorporated into the existing culture. O 1ob $atisfaction- ewer, younger employees are less committed to staying with the same company, whether they have a loyalty problem, see better opportunities elsewhere, or just get bored with their jobs. So jobs should be challenging enough to hold the interest oI the Gen Y employees. O $ocial Events- Rising Entertainment can arrange group lunches and social events so that communication among the employees can be increased and this can Iill up the gap between Gen X and Gen Y employees. O Frequent ongoing coaching- The traditional perIormance reviews should be replaced by daily ongoing contact with managers who know the work and who can become coaches. This can nourish the new ideas introduced by Gen Y employees like Josh, such that they can be converted into Iunctional aspects. O %ech $avvy- Technology has allowed this generation to multitask and Iind shortcuts in achieving tasks. Texting, instant messaging, social networking, and eb surIing have all made Generation Y workers more competent, eIIicient, and productive. Short hand text messages on Josh Lewis`s iPhone clearly show that. The key Ior employers is to accept that there may be multiple ways Ior workers to accomplish their tasks. Gen Y workers may need to demonstrate that they are working just as hard as everyone else, but perhaps simply perIorming the job more eIIiciently.