Comments on: The Most Praised Generation (aka the Millennials) and Little Emperors http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/ The MBA Graduate Program at Cal Poly Fri, 18 May 2012 17:23:21 +0000 http://wordpress.org/?v=2.6.3 By: Omar Pradhan http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21529 Omar Pradhan Fri, 18 Mar 2011 22:57:42 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21529 The business challenge presented certainly arises when the prospect of my having to work alongside the "Most Praised Generation" is raised. In order to be an effective manager of any individual with a particularized set of generational experiences, the first step is to do exactly what this blog post is designed to do...that is, to take time to reflect deeply on the information. Next, I would submit that the follow-up task becomes finding ways to relate and connect with what may seem to be very foreign, at least on the surface. The good news is, we are all human beings and underneath our generational / experiential outerwear, we have the same basic motivations, desires, fears, etc. Moreover, what I have learned from my time in the military is that, no matter the generation, we (east/west alike?) all basically want 4 things from a work experience / life: 1) to be valued, 2) to be respected, 3) to have opportunities for growth, and 4) to recognize how our work is meaningfully connected to the larger purposes of our associations. Looking at this from another angle, one thing that I know about the "Most Praised Generation" is that they are also, by in large, gamers. I too happen to be a gamer. To this day, I like to every once in a while jump online and team up with my younger cousins (living in Miami, FL) in a first person shooter game called Halo. From my experience, I know that such manifestations of gaming can be highly collaborative. In these circumstances, games normalize value added contributions and deter / devalue social loafing. For example, in a team based 4v4 objective match, if you don't pull your weight, your end of game stats will reflect it and your team mates will be quick to boot you from the team, notwithstanding whether your mom, dad, grandmother, etc. thinks you are a wonderful person. This generational phenomenon gives me reason for hope. Also, I believe there is a place for praise and a place for criticism so long as they are, in both instances, coupled to meaningful, procedurally just measurements that conform to 1-4 above. And no matter the age or generation, I still believe that praise (or criticism) for no reason other than to give it is wrong and over time will serve de-sensitize an individual / prevent them from experiencing meaningful growth. If I happen to be teamed with such a person, following my recognition / awareness of the issue, one way I would address it would be to initiate a frank, honest, empathetic discussion. Such a discussion might go into expectations, responsibilities, how feedback will be couched differently than they are used to, etc. What's important here is not to stereotype and not to assume the worst of people…or to assume they can't learn to conform to a more balanced / developmentally appropriate dose of feedback in the workplace, both good and bad. I think, sure, some of the recent generation growing up with overly paternalistic / maternalistic ("eggs all in one basket") parents will need more "recalibrating" once they leave home than others. The business challenge presented certainly arises when the prospect of my having to work alongside the “Most Praised Generation” is raised. In order to be an effective manager of any individual with a particularized set of generational experiences, the first step is to do exactly what this blog post is designed to do…that is, to take time to reflect deeply on the information. Next, I would submit that the follow-up task becomes finding ways to relate and connect with what may seem to be very foreign, at least on the surface. The good news is, we are all human beings and underneath our generational / experiential outerwear, we have the same basic motivations, desires, fears, etc. Moreover, what I have learned from my time in the military is that, no matter the generation, we (east/west alike?) all basically want 4 things from a work experience / life: 1) to be valued, 2) to be respected, 3) to have opportunities for growth, and 4) to recognize how our work is meaningfully connected to the larger purposes of our associations. Looking at this from another angle, one thing that I know about the “Most Praised Generation” is that they are also, by in large, gamers. I too happen to be a gamer. To this day, I like to every once in a while jump online and team up with my younger cousins (living in Miami, FL) in a first person shooter game called Halo. From my experience, I know that such manifestations of gaming can be highly collaborative. In these circumstances, games normalize value added contributions and deter / devalue social loafing. For example, in a team based 4v4 objective match, if you don’t pull your weight, your end of game stats will reflect it and your team mates will be quick to boot you from the team, notwithstanding whether your mom, dad, grandmother, etc. thinks you are a wonderful person. This generational phenomenon gives me reason for hope. Also, I believe there is a place for praise and a place for criticism so long as they are, in both instances, coupled to meaningful, procedurally just measurements that conform to 1-4 above. And no matter the age or generation, I still believe that praise (or criticism) for no reason other than to give it is wrong and over time will serve de-sensitize an individual / prevent them from experiencing meaningful growth. If I happen to be teamed with such a person, following my recognition / awareness of the issue, one way I would address it would be to initiate a frank, honest, empathetic discussion. Such a discussion might go into expectations, responsibilities, how feedback will be couched differently than they are used to, etc. What’s important here is not to stereotype and not to assume the worst of people…or to assume they can’t learn to conform to a more balanced / developmentally appropriate dose of feedback in the workplace, both good and bad. I think, sure, some of the recent generation growing up with overly paternalistic / maternalistic (”eggs all in one basket”) parents will need more “recalibrating” once they leave home than others.

]]> By: Chris F. http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21485 Chris F. Fri, 18 Mar 2011 11:37:43 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21485 Don't even get me started on this topic….too late. I can't believe that there are people out there who are actually like this. It makes me sick and ashamed to be part of this generation who is viewed in this light. Albeit it is not our fault because we can now blame it on Mr. Rogers. Are you kidding me? It might have been good to build confidence in toddlers and preschool kids to invoke dreams and aspirations, however you can't blame him for the child's development from preschool on. That is where the parenting comes in. I believe it is a great disservice to kids if they are not shown the discipline and reality of how the real world works as they are growing up. I can remember times when members of my family would tell my cousins and I "tough (insert four letter explicative that begins with "S")" when we wanted something or to get our way. The way our society values meritocracy is an issue that also made my generation the way it is today. By treating everyone the same, you shield the kids from what truly exceptional really is and is supposed to be. In the WSJ article by Zaslow "Blame It on Mr. Rogers: Why Young Adults Feel So Entitled" I think he sums up what I feel about all this entitlement from my generation in his quote "The world owes you nothing. You have to work and compete. If you want to be special, you'll have to prove it." Some other things I can't stand: 1) First name basis with a boss. While a boss may be OK with it (and many employees), I still have a very hard time doing this as I will normally default on Mr./Mrs./Ms./Whatever title and then last name. This is out of culture and respect as you should respect your elders and give credit for the title earned. 2) Complaining about the rigors of work. If you are complaining about the rigors of work in an office, I bet then you have never worked a minimum wage, high labor job. Try one out and then tell me that the cushy office job is hard. 3) Consumer culture in general. It is bad for kids and young adults and is the main culprit in the high credit card debt among young adults. I'm glad I got to know my relatives who lived through the Great Depression and WWII; they really put things in perspective and taught me some of their wisdom. 4) Spoiled kids who think they are entitled to everything. I blame it on the parenting and on the social media. It is a sad day to think that the exploits of people like Paris Hilton and Charlie Sheen are news worthy material and figures people aspire to. Disgusting. I hope the kid from "Sue me if you dare, my dad is Li Gang," gets a harsh sentence and that it is viewed as an example that money and power can't protect you from consequences of your actions. OK. Rant over. As for dealing with the young Millenials in the workplace, I believe that managers will have to adapt (even though I hate the thought of it based upon principle). I think that the days of a boss going on a tirade on an employee are gone. In its place, I believe that you have to give feedback where warranted. I don't think I personally would use any of those methods of trying to perk employees up because I think it is wasteful to begin with, but that is just me. My personal take on this manner would probably go as far as giving the employee some encouraging words of appreciation. Just don't overdo the complements; I am one of those people who rarely listens to complements if they are casually thrown about because they lose their meaning. As far as the motivation factor is concerned, I think performance based bonuses are the way to go. No sense in awarding a higher salary if all they are going to do is the same work they did before. The bonus should reward productivity and will only last as long as the good behavior continues. There are the other things that my peers have mentioned: Personal days off, some social work events from time to time (i.e. monthly or bi-monthly), business casual attire or maybe some contemporary work settings. But if any one of those entitled kids shows up to work and expects much more out of me and gives me pains after being really patient with them, I'll have no qualms about firing them. I'm not a manager to babysit - that's what I do for my little cousins. But above all else, I think it is up to the people in my generation and "knuckle up" to the rigors of the real world. Don't get me wrong. There are times when I sit and wish I was a kid again - and then I snap back into reality. Don’t even get me started on this topic….too late. I can’t believe that there are people out there who are actually like this. It makes me sick and ashamed to be part of this generation who is viewed in this light. Albeit it is not our fault because we can now blame it on Mr. Rogers. Are you kidding me? It might have been good to build confidence in toddlers and preschool kids to invoke dreams and aspirations, however you can’t blame him for the child’s development from preschool on. That is where the parenting comes in. I believe it is a great disservice to kids if they are not shown the discipline and reality of how the real world works as they are growing up. I can remember times when members of my family would tell my cousins and I “tough (insert four letter explicative that begins with “S”)” when we wanted something or to get our way. The way our society values meritocracy is an issue that also made my generation the way it is today. By treating everyone the same, you shield the kids from what truly exceptional really is and is supposed to be. In the WSJ article by Zaslow “Blame It on Mr. Rogers: Why Young Adults Feel So Entitled” I think he sums up what I feel about all this entitlement from my generation in his quote “The world owes you nothing. You have to work and compete. If you want to be special, you’ll have to prove it.” Some other things I can’t stand:

1) First name basis with a boss. While a boss may be OK with it (and many employees), I still have a very hard time doing this as I will normally default on Mr./Mrs./Ms./Whatever title and then last name. This is out of culture and respect as you should respect your elders and give credit for the title earned.
2) Complaining about the rigors of work. If you are complaining about the rigors of work in an office, I bet then you have never worked a minimum wage, high labor job. Try one out and then tell me that the cushy office job is hard.
3) Consumer culture in general. It is bad for kids and young adults and is the main culprit in the high credit card debt among young adults. I’m glad I got to know my relatives who lived through the Great Depression and WWII; they really put things in perspective and taught me some of their wisdom.
4) Spoiled kids who think they are entitled to everything. I blame it on the parenting and on the social media. It is a sad day to think that the exploits of people like Paris Hilton and Charlie Sheen are news worthy material and figures people aspire to. Disgusting. I hope the kid from “Sue me if you dare, my dad is Li Gang,” gets a harsh sentence and that it is viewed as an example that money and power can’t protect you from consequences of your actions.
OK. Rant over.

As for dealing with the young Millenials in the workplace, I believe that managers will have to adapt (even though I hate the thought of it based upon principle). I think that the days of a boss going on a tirade on an employee are gone. In its place, I believe that you have to give feedback where warranted. I don’t think I personally would use any of those methods of trying to perk employees up because I think it is wasteful to begin with, but that is just me. My personal take on this manner would probably go as far as giving the employee some encouraging words of appreciation. Just don’t overdo the complements; I am one of those people who rarely listens to complements if they are casually thrown about because they lose their meaning. As far as the motivation factor is concerned, I think performance based bonuses are the way to go. No sense in awarding a higher salary if all they are going to do is the same work they did before. The bonus should reward productivity and will only last as long as the good behavior continues. There are the other things that my peers have mentioned: Personal days off, some social work events from time to time (i.e. monthly or bi-monthly), business casual attire or maybe some contemporary work settings. But if any one of those entitled kids shows up to work and expects much more out of me and gives me pains after being really patient with them, I’ll have no qualms about firing them. I’m not a manager to babysit - that’s what I do for my little cousins. But above all else, I think it is up to the people in my generation and “knuckle up” to the rigors of the real world. Don’t get me wrong. There are times when I sit and wish I was a kid again - and then I snap back into reality.

]]> By: JP Salazar http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21464 JP Salazar Fri, 18 Mar 2011 07:55:43 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21464 Damn you, Mr. Rodgers. How dare you be the cause of an entire generation’s motivational woes! Ha. I think it is a pretty far stretch to make that statement and I think 60 might be a little too sensational in how they present this issue. That being said, however, I do agree with the statement that young people today, the Millennials, are pretty coddled and have a different outlook on responsibility and motivation. Growing up, I can remember being told that I was capable of anything. That trying your best is more important than succeeding. While this was all fine and dandy growing up, it does not really prepare us for the reality that we are constantly being judged on what we can produce in the workplace. We are not prepared to have our work criticized or be told that we are not performing well enough because we have never been exposed to it before. Before we reach the workplace we are fed praise from every outlet regardless of performance. One point that I thought was very interesting was about young people and holding summer jobs. While my parents were as guilty as the rest in heaping praise on me, they did do a good job of instilling in me a sense of pride and commitment in the workplace. They made sure to teach me that no one was going to take responsibility for my actions for me. I can remember my first real job where I had an actual paycheck and schedule. When I was 12 I started umpiring Little League games. I took pride in what I did, and more importantly I was exposed to criticism and people reacting negatively to decisions that I had to make (man, some parents really get into their kid’s baseball games). Ever since then I had always had steady jobs, albeit part time ones. I worked through high school, throughout my undergrad, and finally supported myself for three years after I graduated. What always struck me as strange was how none of my friends around me ever had to work while going to school. I bring this up because I wonder how many of my fellow classmates, especially those that entered this program directly after receiving their undergrad, held down a job while they were going to school. These are the people I will be competing with in the future and I think it would be interesting to see how we all stack up on this issue. The thing that I could not agree on with the two young gentlemen in the 60 minute clip was their views on settling. It actually kind of upset me that these two guys could be brash enough to say that they will not settle for a job. They have no idea how lucky they are to be making a living for themselves. This is what I think is the most dangerous consequence of this epidemic. The sense of entitlement that these two displayed was appalling. I would have to disagree with most of the previous posts that say that managers of the future need to rely on praise to motivate this new workforce. While the dynamic between employee and employer is definitely shifting because of the new attitudes of the workforce, I don’t think pandering to this idea that everyone needs positive reinforcement is effective or wise. Personally, I handle criticism very well, and I appreciate when an employer is honest with me, even if I am being told something that I do not want to hear. I can let things roll off my back rather easily and I feel constructive criticism is more effective than shallow praise. The danger managers face if they take a stance of motivation through praise is that the workers can receive a false sense of accomplishment. I feel that workers who are being praised do not have as much incentive to try and do better. I think this attitude has the capability of holding people back from their true potential. Damn you, Mr. Rodgers. How dare you be the cause of an entire generation’s motivational woes!
Ha. I think it is a pretty far stretch to make that statement and I think 60 might be a little too sensational in how they present this issue. That being said, however, I do agree with the statement that young people today, the Millennials, are pretty coddled and have a different outlook on responsibility and motivation. Growing up, I can remember being told that I was capable of anything. That trying your best is more important than succeeding. While this was all fine and dandy growing up, it does not really prepare us for the reality that we are constantly being judged on what we can produce in the workplace. We are not prepared to have our work criticized or be told that we are not performing well enough because we have never been exposed to it before. Before we reach the workplace we are fed praise from every outlet regardless of performance.
One point that I thought was very interesting was about young people and holding summer jobs. While my parents were as guilty as the rest in heaping praise on me, they did do a good job of instilling in me a sense of pride and commitment in the workplace. They made sure to teach me that no one was going to take responsibility for my actions for me. I can remember my first real job where I had an actual paycheck and schedule. When I was 12 I started umpiring Little League games. I took pride in what I did, and more importantly I was exposed to criticism and people reacting negatively to decisions that I had to make (man, some parents really get into their kid’s baseball games). Ever since then I had always had steady jobs, albeit part time ones. I worked through high school, throughout my undergrad, and finally supported myself for three years after I graduated. What always struck me as strange was how none of my friends around me ever had to work while going to school. I bring this up because I wonder how many of my fellow classmates, especially those that entered this program directly after receiving their undergrad, held down a job while they were going to school. These are the people I will be competing with in the future and I think it would be interesting to see how we all stack up on this issue.
The thing that I could not agree on with the two young gentlemen in the 60 minute clip was their views on settling. It actually kind of upset me that these two guys could be brash enough to say that they will not settle for a job. They have no idea how lucky they are to be making a living for themselves. This is what I think is the most dangerous consequence of this epidemic. The sense of entitlement that these two displayed was appalling.
I would have to disagree with most of the previous posts that say that managers of the future need to rely on praise to motivate this new workforce. While the dynamic between employee and employer is definitely shifting because of the new attitudes of the workforce, I don’t think pandering to this idea that everyone needs positive reinforcement is effective or wise. Personally, I handle criticism very well, and I appreciate when an employer is honest with me, even if I am being told something that I do not want to hear. I can let things roll off my back rather easily and I feel constructive criticism is more effective than shallow praise. The danger managers face if they take a stance of motivation through praise is that the workers can receive a false sense of accomplishment. I feel that workers who are being praised do not have as much incentive to try and do better. I think this attitude has the capability of holding people back from their true potential.

]]> By: Ben Raymond http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21421 Ben Raymond Tue, 15 Mar 2011 01:53:30 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21421 While I agree that some Millennials fit the profile described in this post, I think it is a pretty broad generalization. There is no doubt that many Millennials feel a certain self entitlement, but I think that most of us realize pretty quickly that we are going to have to work for what we get. I was always told I could be whatever I wanted to be as a child, and an engineer wasn't one of my childhood dream jobs. The possibilities took a realistic turn once I looked into them more closely. A fireman, astronaut, or professional sports star just isn't for everyone and whatever your occupation, its going to take some hard work to get to where you want. I think a lot of people my age leave the dream world when they leave high school. I saw a lot of futures change after people went to college. Bu one thing they did get right was the fact that we work differently than our older counterparts. We do hold the value of lifestyle very high and enjoy praise. I think much like the little emperors, out parents want us to have the opportunities they didn't. In order to get the maximum potential out of us, it would benefit managers to adapt to our style of working. That doesn't mean they have to hold our hands. Expectations need to be clear and we need to feel like were making an impact and have potential for advancement. I think the coaching analogy was a good one. We have been coached our whole lives. We like feedback from our superiors and respond well to positive encouragement. Who doesn't. I think many companies realize that happy employees are hardworking employees. It's definitely true that some Millennials are still living in their dream world. I've hear the interview horror stories and seen the workshops on what not to do. It all seems pretty obvious to me. Those kids don't last. They learn the hard way that they are going to have to suck it up and be professional. I do wonder about the decline in kids with jobs. I know my little sister hasn't had a real job yet and she is about to graduate high school. But nowadays babysitting is a pretty lucrative gig it seems. I started working right out of 8th grade but I do remember not wanted to work a boring job. I chose referring soccer and life guarding because I was passionate about soccer and swimming. I think that a major fear of our generation, or at least for myself, is that we will get stuck working a boring job. That has been motivation for myself to become educated in fields that interest me. I don't expect the job to be handed to me if I get it I will work my butt of to get to where I want to be. Just like I have my whole life. Sure our generation may work a little differently, but that can be said of any future generation. I know my parents heard the same thing we are hearing today. I'm sure they changed the culture of the workplace too. It doesn't have to be a bad thing. While I agree that some Millennials fit the profile described in this post, I think it is a pretty broad generalization. There is no doubt that many Millennials feel a certain self entitlement, but I think that most of us realize pretty quickly that we are going to have to work for what we get. I was always told I could be whatever I wanted to be as a child, and an engineer wasn’t one of my childhood dream jobs. The possibilities took a realistic turn once I looked into them more closely. A fireman, astronaut, or professional sports star just isn’t for everyone and whatever your occupation, its going to take some hard work to get to where you want. I think a lot of people my age leave the dream world when they leave high school. I saw a lot of futures change after people went to college. Bu one thing they did get right was the fact that we work differently than our older counterparts. We do hold the value of lifestyle very high and enjoy praise. I think much like the little emperors, out parents want us to have the opportunities they didn’t. In order to get the maximum potential out of us, it would benefit managers to adapt to our style of working. That doesn’t mean they have to hold our hands. Expectations need to be clear and we need to feel like were making an impact and have potential for advancement. I think the coaching analogy was a good one. We have been coached our whole lives. We like feedback from our superiors and respond well to positive encouragement. Who doesn’t. I think many companies realize that happy employees are hardworking employees.

It’s definitely true that some Millennials are still living in their dream world. I’ve hear the interview horror stories and seen the workshops on what not to do. It all seems pretty obvious to me. Those kids don’t last. They learn the hard way that they are going to have to suck it up and be professional.

I do wonder about the decline in kids with jobs. I know my little sister hasn’t had a real job yet and she is about to graduate high school. But nowadays babysitting is a pretty lucrative gig it seems. I started working right out of 8th grade but I do remember not wanted to work a boring job. I chose referring soccer and life guarding because I was passionate about soccer and swimming. I think that a major fear of our generation, or at least for myself, is that we will get stuck working a boring job. That has been motivation for myself to become educated in fields that interest me. I don’t expect the job to be handed to me if I get it I will work my butt of to get to where I want to be. Just like I have my whole life. Sure our generation may work a little differently, but that can be said of any future generation. I know my parents heard the same thing we are hearing today. I’m sure they changed the culture of the workplace too. It doesn’t have to be a bad thing.

]]> By: Anthony Kallioinen http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21420 Anthony Kallioinen Mon, 14 Mar 2011 23:18:36 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21420 I find this blog to be a very pessimistic view of this generation. The behavior described may be documented by some, but it does not mean that all the members of this generation are as compliment-hungry or entitled as described. I think these articles exaggerate the case of today’s world. Although I have seen the ‘every child gets a trophy’ mentality all through school, very often I did not agree with it. It is frustrating to see those that deserve distinction lumped in with those that do not. I do agree with the argument that that our generation has a great desire for faster feedback, but I feel that these articles fall short on the savvy, work ethic and creativity of the Millennials. Maybe it has to do with the speed of technology, but many younger workers are interested in performance feedback. Although older generations may believe that "If you weren't getting yelled at, you felt like that was praise," today’s young worker feels replaceable. If they are not told they are doing well, they are concerned about not performing well and are soon to be replaced. I think that history flows in huge reactive pendulum swings. This generation may crave compliments and the next one may be less so in response. We are merely reacting to the latest swing. This blog is effective in helping me to understand better the generation of my future employer and how they will view me as a representative of mine. I hope to understand that there is a worldview difference here. On the flip side, I feel that I will have a leg up in dealing with fellow Millennials. I understand their needs, desires and how to empathize with them. I feel that this mindset will aid me in managing others under me. I find this blog to be a very pessimistic view of this generation. The behavior described may be documented by some, but it does not mean that all the members of this generation are as compliment-hungry or entitled as described. I think these articles exaggerate the case of today’s world. Although I have seen the ‘every child gets a trophy’ mentality all through school, very often I did not agree with it. It is frustrating to see those that deserve distinction lumped in with those that do not. I do agree with the argument that that our generation has a great desire for faster feedback, but I feel that these articles fall short on the savvy, work ethic and creativity of the Millennials. Maybe it has to do with the speed of technology, but many younger workers are interested in performance feedback. Although older generations may believe that “If you weren’t getting yelled at, you felt like that was praise,” today’s young worker feels replaceable. If they are not told they are doing well, they are concerned about not performing well and are soon to be replaced. I think that history flows in huge reactive pendulum swings. This generation may crave compliments and the next one may be less so in response. We are merely reacting to the latest swing.

This blog is effective in helping me to understand better the generation of my future employer and how they will view me as a representative of mine. I hope to understand that there is a worldview difference here. On the flip side, I feel that I will have a leg up in dealing with fellow Millennials. I understand their needs, desires and how to empathize with them. I feel that this mindset will aid me in managing others under me.

]]> By: J Vail http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21378 J Vail Mon, 14 Mar 2011 20:26:56 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21378 “Companies are realizing that the era of the button-down exec, happy to have a job, is as dead as the three-martini lunch”. Sorry Morley Safer, neither of those things are true. On a more serious note, I think the ‘little emperor’ problem is very serious – even with the entitlement problems of America’s newer generation, we have done so with siblings and without totally indulging a single child, many of whom are male. I thought a very interesting (and somewhat alarming) stat is the amount spent on ‘unnecessary’ items by university students – the equivalent of 24% of the average family monthly income. It would be a cold month in hell if I could spend 24% of my parents’ income on myself. Although all kids need praise, I think this is an issue that the Chinese are going to have to address in their education. People who grow up in total self-indulgence are not prepared to integrate effectively into the business world. “Companies are realizing that the era of the button-down exec, happy to have a job, is as dead as the three-martini lunch”. Sorry Morley Safer, neither of those things are true.

On a more serious note, I think the ‘little emperor’ problem is very serious – even with the entitlement problems of America’s newer generation, we have done so with siblings and without totally indulging a single child, many of whom are male. I thought a very interesting (and somewhat alarming) stat is the amount spent on ‘unnecessary’ items by university students – the equivalent of 24% of the average family monthly income. It would be a cold month in hell if I could spend 24% of my parents’ income on myself. Although all kids need praise, I think this is an issue that the Chinese are going to have to address in their education. People who grow up in total self-indulgence are not prepared to integrate effectively into the business world.

]]> By: Kyle R. http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21343 Kyle R. Sun, 13 Mar 2011 03:06:48 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21343 This video is so true, and honestly I’m disappointed to be associated with the Millennial generation. In graduate school, we don’t really see the characteristics that the video describes. However, I know so many people my age who fit this description perfectly. Some of the Millennial beliefs are great, like having flexible work hours or putting more value on living life to its fullest, but some of it’s just crap. For example, coming to work in flip-flops…seriously? What’s next, are they going to want to work straight from bed in their pajamas? Have some decency and respect for the company you work for. I feel that most Millennial are lacking two major characteristics, a strong work ethic and respect for others. For me, it’s a blessing and a curse being a member of the Millennial generation. I don’t like being viewed as the stereotypical Millennial, just because I was born at a particular time. I posses different qualities than what the 60 minutes video described. On the other hand, I feel it is so easy to stand out in my generation. Choosing to go to college, working hard on the job, choosing to work hours that all the other employees work, and being respectful can really make the difference for a Millennial. For Baby Boomers, the majority followed these rules so it wasn’t as easy to stand out. If I every start my own business or I’m in a hiring position, I will choose only to hire motivated and respectful Millennials who don’t fit the status quo. There are many of them out there, and their lack of laziness behavior will benefit the company greatly. This video is so true, and honestly I’m disappointed to be associated with the Millennial generation. In graduate school, we don’t really see the characteristics that the video describes. However, I know so many people my age who fit this description perfectly. Some of the Millennial beliefs are great, like having flexible work hours or putting more value on living life to its fullest, but some of it’s just crap. For example, coming to work in flip-flops…seriously? What’s next, are they going to want to work straight from bed in their pajamas? Have some decency and respect for the company you work for. I feel that most Millennial are lacking two major characteristics, a strong work ethic and respect for others.

For me, it’s a blessing and a curse being a member of the Millennial generation. I don’t like being viewed as the stereotypical Millennial, just because I was born at a particular time. I posses different qualities than what the 60 minutes video described. On the other hand, I feel it is so easy to stand out in my generation. Choosing to go to college, working hard on the job, choosing to work hours that all the other employees work, and being respectful can really make the difference for a Millennial. For Baby Boomers, the majority followed these rules so it wasn’t as easy to stand out. If I every start my own business or I’m in a hiring position, I will choose only to hire motivated and respectful Millennials who don’t fit the status quo. There are many of them out there, and their lack of laziness behavior will benefit the company greatly.

]]> By: Tara Millard http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21277 Tara Millard Wed, 09 Mar 2011 04:41:44 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21277 While these articles all ring true in their intended message, some of them are just plain ridiculous. To blame Mr. Rogers and Burger King for our generation’s inflated sense of self is a bit too far fetched for me to buy into. While I have grown up with compliments, I never received a compliment from my parents for just showing up or for just being me, I got them for excelling. While teachers and coaches threw around compliments like they were free candy. I knew that these compliments were superficial and therefore took them as an annoyance rather than a confidence builder. Even to this day, a true compliment is one to relish, but being showered with confetti just like all of my other peers would not seem special or drive me to stay working with a company or working on a relationship. In my opinion, cheap compliments are just that, cheap. If I am told something everyday to “build my self esteem” it will absolutely do no such thing. Only a praise that is rare and comes from a source that also offers free criticism is one I will accept with pride. While this is where I come from, I see my generation as one of entitlement, jealousy and needing constant reinforcement. The fact that some graduate students’ parents are still involved in the minor details of their education is ridiculous. If a twenty something year old can not figure out recruiting, researching and applying on their own, I don’t believe they belong in Grad School. I can only imagine mommy and daddy speaking with a potential employer on their child’s behalf. I would be willing to bet more than I have that this person would not receive an offer of employment. In my opinion, this generation is handed far too much, and therefore appreciates very little. Having worked and paid for my entire education, I am proud of where I am and I will continue to work my butt off to get to where I want to be. I don’t feel entitled to anything, and realize the only way to differentiate myself is through an education and a killer work ethic. If I ever am at a job where confetti is thrown on me, I will literally run for the hills. While these articles all ring true in their intended message, some of them are just plain ridiculous. To blame Mr. Rogers and Burger King for our generation’s inflated sense of self is a bit too far fetched for me to buy into. While I have grown up with compliments, I never received a compliment from my parents for just showing up or for just being me, I got them for excelling. While teachers and coaches threw around compliments like they were free candy. I knew that these compliments were superficial and therefore took them as an annoyance rather than a confidence builder. Even to this day, a true compliment is one to relish, but being showered with confetti just like all of my other peers would not seem special or drive me to stay working with a company or working on a relationship. In my opinion, cheap compliments are just that, cheap. If I am told something everyday to “build my self esteem” it will absolutely do no such thing. Only a praise that is rare and comes from a source that also offers free criticism is one I will accept with pride.

While this is where I come from, I see my generation as one of entitlement, jealousy and needing constant reinforcement. The fact that some graduate students’ parents are still involved in the minor details of their education is ridiculous. If a twenty something year old can not figure out recruiting, researching and applying on their own, I don’t believe they belong in Grad School. I can only imagine mommy and daddy speaking with a potential employer on their child’s behalf. I would be willing to bet more than I have that this person would not receive an offer of employment.

In my opinion, this generation is handed far too much, and therefore appreciates very little. Having worked and paid for my entire education, I am proud of where I am and I will continue to work my butt off to get to where I want to be. I don’t feel entitled to anything, and realize the only way to differentiate myself is through an education and a killer work ethic. If I ever am at a job where confetti is thrown on me, I will literally run for the hills.

]]> By: Tyler Sereno http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21272 Tyler Sereno Wed, 09 Mar 2011 01:12:38 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21272 The 60 Minutes video and articles above provided some interesting information to help employers and managers deal with the millenials. Bosses and professors are feeling the need to lavish praise on young adults or else see them break down. According to research in one of the WSJ articles, young adults today are more self-centered than past generations. Some young adults are consciously calibrating their dependence on praise. The main roots of the inflated sense of entitlement discussed in the articles include indulgent parenting, consumer culture, and the self-esteem movement. Businesses are beginning to hire consultants to help the deal with and manage the millenials. It is hard to deal with because the millenials have the mentality of it's my way or the highway. Managers can't be harsh when speaking to them or tell them that they are disappointed in them. Millenials have the technical skills, but are not prepared for the workplace. They argue very strongly for this concept of the millenials who need praise. There is some truth in what has been discussed, but I believe they go a little overboard with it. They mention how little league baseball gives every child a trophy for participating which is true. But as they grow older, those who continue to play sports are not always praised. I played football from elementary school through high school, and sure you get some praise, but if you mess up one play, you get your ear chewed off by three different coaches. There is no complaining to a coach, you just learn from your mistakes and move on. The 60 Minutes video and articles above provided some interesting information to help employers and managers deal with the millenials. Bosses and professors are feeling the need to lavish praise on young adults or else see them break down. According to research in one of the WSJ articles, young adults today are more self-centered than past generations. Some young adults are consciously calibrating their dependence on praise. The main roots of the inflated sense of entitlement discussed in the articles include indulgent parenting, consumer culture, and the self-esteem movement. Businesses are beginning to hire consultants to help the deal with and manage the millenials. It is hard to deal with because the millenials have the mentality of it’s my way or the highway. Managers can’t be harsh when speaking to them or tell them that they are disappointed in them. Millenials have the technical skills, but are not prepared for the workplace. They argue very strongly for this concept of the millenials who need praise. There is some truth in what has been discussed, but I believe they go a little overboard with it. They mention how little league baseball gives every child a trophy for participating which is true. But as they grow older, those who continue to play sports are not always praised. I played football from elementary school through high school, and sure you get some praise, but if you mess up one play, you get your ear chewed off by three different coaches. There is no complaining to a coach, you just learn from your mistakes and move on.

]]> By: Dan Noland http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21271 Dan Noland Wed, 09 Mar 2011 00:41:07 +0000 http://calpolymbatrip.com/2007/china/the-most-praised-generation-and-little-emperors/#comment-21271 I have literally avoided this post for 2 months. Seriously, I stopped blogging 2 months ago because I came upon this blog and couldn't come up with a comment that was my honest opinion without stirring up a bunch of anger. Here goes... I disagree with those who think that constant praise is the best way to motivate this generation. That just isn't realistic. The business world is one of continuous improvement. Today's earnings mean nothing tomorrow. Managers have to be able to give employees meaningful feedback. Avoiding constructive criticism will only make it more difficult to give down the road. I think that the best way to manage all generations today is to make expectations as clear as possible. People, millennials specifically, need to know exactly what is expected of them. Managers need to clearly identify the performance metrics for each employee, explain the rationale behind the metric, and get the employee's buy-in before the performance period begins. Regardless, this is a serious problem and one that I don't feel prepared to handle as I enter the work force. Don't be surprised if this dynamic reaches the level of "national crisis" in the coming years. I have literally avoided this post for 2 months. Seriously, I stopped blogging 2 months ago because I came upon this blog and couldn’t come up with a comment that was my honest opinion without stirring up a bunch of anger. Here goes…

I disagree with those who think that constant praise is the best way to motivate this generation. That just isn’t realistic. The business world is one of continuous improvement. Today’s earnings mean nothing tomorrow. Managers have to be able to give employees meaningful feedback. Avoiding constructive criticism will only make it more difficult to give down the road.

I think that the best way to manage all generations today is to make expectations as clear as possible. People, millennials specifically, need to know exactly what is expected of them. Managers need to clearly identify the performance metrics for each employee, explain the rationale behind the metric, and get the employee’s buy-in before the performance period begins.

Regardless, this is a serious problem and one that I don’t feel prepared to handle as I enter the work force. Don’t be surprised if this dynamic reaches the level of “national crisis” in the coming years.

]]>