The millennial generation is unique in various ways, particularly with regard to their career aspirations and expectations. Due to their reputation as “job hoppers,” recruiting millennials is not enough. Retention of a millennial workforce is imperative for organizational success and longevity. This book explores the expectations held by millennials and the ways in which they differ from those of past generations. It covers a broad range of topics including onboarding, work/life balance, stress, retention after a crisis, boredom, internships, and how employers can best leverage mobile platforms for increased engagement.

This book builds on existing conversations surrounding millennials and media use by examining Generation Z’s engagement with new media technologies and comparing it to that of millennials. Ahmet Atay and Mary Z. Ashlock have assembled this edited volume in which contributors focus on three interrelated areas: how millennials and Gen Z use new media technologies and platforms in different contexts; how they use media and what they do with it; and the relationship between the two generations and the media as media outlets attempt to use millennials and Gen Z as their targeted audience group. Through close analysis and comparison, this volume generates a richer discussion about the cultures of millennials and Gen Z and their complex relationship with media texts and platforms. Scholars of media studies, technology studies, communication, and sociology will find this book particularly useful.

The most comprehensive, in-depth look at Millennials to date—essential for managers, HR professionals, and global business leaders seeking to align long-term organizational goals with the realities of the new workforce Millennials have been burdened with a reputation as spoiled, lazy, and entitled, but the reality behind the stereotype is far richer and more complex. Who are Millennials and what do they really want? Based on fieldwork and survey data from global research on more than 25,000 Millennials and 29,000 older workers in 22 countries, this book paints a comprehensive, scientifically accurate picture of what really motivates Millennials around the world. Learn how to get the most from Millennials by: • Improving workplace flexibility—because Millennials don’t separate life and work • Providing adequate support and feedback—because Millennials like to learn and grow • Coaching, not micromanaging—because Millennials value autonomy • Designing competitive salary structures—because Millennials know what’s up • Providing opportunities to contribute to society—because Millennials care about doing good Millennials want a satisfying job that pays well, coworkers they like and trust, advancement opportunities, and the occasional pat on the back. Who doesn’t want those things? This essential book explains who Millennials really are, and offers practical advice to help those who manage, lead, and work with Millennials to improve teamwork, increase productivity, strengthen organizational culture, and build a robust talent pipeline. Jennifer J. Deal is a senior research scientist at the Center for Creative Leadership and an affiliated research scientist at the Center for Effective Organizations at the University of Southern California. Alec Levenson is a senior research scientist at the Center for Effective Organizations at the Marshall School of Business at the University of Southern California.

Leading Millennial Faculty: Navigating the New Professoriate explores how to effectively lead millennial faculty as they navigate the new professoriate. Contributors address some stereotypical millennial characteristics—being achievement oriented, connected to the world at large, relatively sheltered, and unaware of hierarchy in higher education—and how these characteristics create advantages and challenges for all generations in the higher education workplace.

What do millennials want?' is a big question facing organization these days. HR managers are looking for recruitment strategies that can help achieve the optimal personorganization fit. Several organizations have already started implementing innovative practices to attract and retain millennials. They are unique in their characteristics and consumption pattern. Millennials are known to have forced several organization to adapt the workplace and work environment. Their varied ways of life are also reflected in their work settings. Millennials enter the workforce with unique needs, characteristics, expectations and personalities. These differences pave the way for new challenges that contemporary organizations encounter on a regular basis. This book demystifies the problems faced by HR managers and recruiters when hiring and working with millennials. It offers descriptive and prescriptive insights on leveraging the millennial talent.

"Adapting to the unique needs of multiple generations of learners is critical to actively engage, retain, and prepare students for future healthcare practice. This book will guide health professions educators as they navigate the teaching and learning environment by integrating student-focused and evidence-based best practices"--

Multigenerational Communication in Organizations explores generational differences in the changing workplace from a communication perspective. Starting from the reality that a workplace can contain up to five different generations, these chapters examine topics like generational perceptions on the job search process; organizational culture; organizational identification; organizational crises; the dark side of workplace communication; remote working; and future challenges. Outlines of best practices and suggestions for application are provided based on the most recent data and corresponding literature. The authors also develop a data-forward understanding of Generation Z in context. This book is ideal for both scholars and practitioners in organizational communication and management, as well as for workplace managers and supervisors.