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Millennial Or Y Generation & Technology

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“The only big difference between other generations and the present generation, the so-called Y generation, which is now in their twenties, is that the young man grew up with much more technology,” says Dr. Marlene Arndt, a psychologist from Johannesburg. She often talks to unhappy young people who do not have a reason to feel bored.”These children are part of the social media day and night and they see the success of their friends on Facebook daily. Unfortunately, people only advertise their glossy moments (which are obviously illustrated with glossy photos) and no one ever hears the failures and sorrows. It’s a bit like gamblers who tell when they won R10 000, but nobody hears about the R30 000 they’ve lost.In addition, every new generation of parents wants to give their children a better life.

It’s a natural desire. The parents promise a rose garden for the children and plant it with good education, a place of rest and a vehicle, but the children are so used to the unrealistic expectation that everything will be easy and fun, that they are not prepared for the hard work that it requires to maintain this “rose garden”, or lifestyle.Children stay longer at homeMany children are currently studying from home because accommodation is expensive. And after their studies, they can easily stay up to the age of 25 at home because starting salaries are too bad to pay for the type of accommodation they have grown used to. Parents also raised their children with expectations of a higher standard of living and children expect to live in the same style as they leave home. Children and parents also have a comfortable relationship and it is nice for most parents to keep the children around the house. (Especially if they can fix your computer.)The millennials and humourLittle research has already been done about the humour of the adolescent. What can be deduced is the extent to which the adolescent’s humour has already developed in previous years.

Particularly the fact that adolescent humour may cause discipline problems in class necessitates an explanation of humour development. For this study, it is important to note that the negative emotional experiences of (language) teaching by learners (including students) can possibly cause them to return to previous forms of humour experience and expression. Furthermore, adolescent’s (possibly) more sophisticated sense of humour and expression is often based on a combination of previous developmental phases. For this reason, it is worthwhile for education students to take note of previous humour developmental signs. The adolescent’s experience and expression of humour is still part of the socio-cultural context in which education students prepare themselves for school education.’You are very special'”Children now expect a lot more of life and sometimes it is a big disappointment to them when they experience reality,” says Dr. Arndt. “We continually praised and praised them and tell them how special they are. It’s good for their self-esteem, but now failure is a problem, because they expect so much. “Dr. Arndt stressed that today’s parents were successful in their educational task and raised positive children with a good self-esteem and self-confidence.

Unfortunately, these children are not used to the hard work that requires success and parents need to realize that it will take longer for the children to be mature enough to stand on their own feet.Parents cannot roll out their paths for their children for a lifetime and then expect them to be almost mature and self-sufficient overnight. They must realize that they will have to play a supporting role for a long time to lead their children into life.Wealthy parents can make life happy for their children. Just make sure they are exposed to the realities of life.The problem arises when children start working because now they have to look into reality. The previous generation based their working life on stability.

Today’s children are looking for excitement and expect a job to be satisfactorily and exciting from scratch.Average is okayChildren are conditioned that it’s enough to just participate. “You do not necessarily have to shine, because you are very special to us anyway,” was the message conveyed by parents and teachers. And even though they did not win, they also won prizes.Unfortunately, it’s the reality that you need to be driven and must be able to sustain the highest level of skill and commitment in sport to win. And that’s the devotion that’s missing. You need more effort than the other to thrive.Social media and realityAn article in the Huffington Post that appeared in September 2015 has looked at this phenomenon and attributes to young people’s disobedience to the skewed reality that creates the social media. Because of all the shine photos and stories of other people’s lives, the children mistakenly think other children experience incredible things, while they are not so successful. Still, it’s only glamor moments and not a glamor life that is portrayed.Children are lonely

Despite the exaggerated focus on communication, children are lonelier than ever before, says Mathew Grounds, a counsellor in Fourways.Children only make superficial contact in short, spicy messages by SMS or tweets. Facebook information is also ‘secure communication’. Because there is no real contact, children do not easily share their deepest feelings and this leads to intense loneliness.The media reports about the glamor of stars and then children are constantly measuring their own lives. They easily feel that they fail.The new generation wants freedom and questions authority, but it’s still the previous generation in management positions … The situation in the workplace and their ideals are therefore not always compatible. The social media show children all the possibilities, but never the reality and failures. The Y-generation’s expectations are often unrealistic and that’s why they are easily disappointed and feeling discouraged.


Time and expertise create passionCal Newport, a writer and assistant professor of Washington D.C. (and part of the Y generation), wrote on the Harvard Business Review website that the phrase “follow your passion” became popular only in the 2000’s when his generation was taught in vocational guidance at school. It is the mantra with which they grew up and the criterion they use to determine a career’s desires. The shortcoming of this mantra is that children think that you identify a passion and immediately get a job in which you can live.It is unusual for people to be crazy about their work before they are very good at it. One’s expertise is never obtained overnight.The beginning of a wonderful career usually never feels so great and young people can wrongly give up because they are so focused to follow their “passion” and not know that it can take a while before you develop the passion.

Patricia Greenfield, a psychologist at the University of California, Los Angeles, did a study where a million English books were scanned by Google N-Gram Viewers. She found that words such as “choose”, “get”, “feel”, “unique”, “individual”, and “self” these days are used more commonly and words such as “compulsory”, “obedient”, “give” authority “,” pray “and” belong “are less used. All of this indicates that today’s children are being raised with other orders.

Good advice for parents of millennials

  • Keep supporting: Parents cannot suddenly withdraw and expect children to come alone. Unfortunately, it means that parents’ education task is going to last longer and that you need to play a supporting role longer.
  • Expose them to the real world: This will help if parents expose children to their real life early, such as working weekends and holidays. Then they experience the reality (and get an idea of the value of money) and also see that the expectations created by the social media are unreal.
  • Be realistic: Talk to your children regularly and talk about what’s happening at the office and work. Children should also remember: others’ success stories are not necessarily a realistic expectation.
  • Make contact: Social media has its advantages, but children must know that eye-to-eye contact is important. Join a club – like mountain bikers, a training group, or do a course in mosaic or wine appreciation. Ideas on how to manage and maintain younger staff
  • Give them a purpose for their work. They may be very aware of self and ambitious, but millennials want to make the world a better place. They grew up knowing that the planet is threatened, and life is short, and they want work that means more than money. Your task as a manager is to give meaning to their work.You must constantly paint the bigger picture: how your company contributes to human well-being and how their activities can contribute. Millennials are not just concerned about what they contribute to the company’s legacy – it’s also about building their personal legacy.
  • Allow them to make their contributions personal. Allow them to place their own stamp on reward packages and work contracts by including things that are important to them, for example, a month’s sabbatical leave after a fixed period, or flexi time. Consider allowing them to work on their own projects on a Friday afternoon
  • Make sure their work has variety. Many millennials have a short attention span and a love for new experiences with a zealous ambition to progress. As a manager, it is essential that you help to make their work interesting
  • Be very clear about what is expected. Concrete goals and short-term goals work best with millennials. Due to their shorter attention, team work must be divided into smaller pieces. And explain why the work is important. Millennials do not respond well to anything just because the boss says so.
  • Get rid of the six-month performance review. The Facebook generation likes immediate feedback. And they will not be satisfied with the feedback of their immediate supervisors: The typical millennial wants to access the upper levels. They are used to complete transparency and do not have much respect for traditional hierarchies.
  • Release them. Millennials want flexibility. Set strict deadlines but allow them to work wherever they want.
  • Technology is important to them. They are the first true digital natives. Make sure you invest in the latest technology and involve them in decisions about IT purchases.
  • Mentor them. The traditional management relationship does not work well with millennials. You must be more like a coach. Encourage managers to engage with their younger workers and help them see how their current activities can promote their goals.
  • Do not suppress their business spirit. Millennials are fearless, and companies will benefit by encouraging entrepreneurship.
  • Expect that they will get other work. It’s unrealistic to think that you will keep young workers for five to ten years. Make sure you have the right structures to maintain institutional knowledge and maintain good relationships with them: You may need to work for them one day.

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