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                       Discussion Thread: Millennials in the workplace                                       

              I  watched Simon Sinek’s video, and it made me realize how important context is in a qualitative approach. The millennial generation has been criticized for being entitled, avaricious, selfish, uncaring, and lazy. Sinek used a group of kids who were raised by parents who repeatedly told them they were exceptional as an illustration of ineffective parenting strategies (2021). A better knowledge of the problems that many millennials face, such as poor self-esteem and a need for quick gratification, would be beneficial to many firms. A key lesson from the video is to work on boosting millennials’ self-assurance. Businesses are dealing with millennials who, following what Simon Sinek refers to as “poor parenting,” are hard-wired to get the majority of what they want immediately now, from delivery orders to on-demand entertainment (2021). The millennial generation was raised in a fast-paced society. Do you, for example, desire anything? It can be ordered through Amazon, and delivery takes place the following day. Would you want to see a film? You may watch it on Netflix.

          Simply put, millennials are not accustomed to a week between TV episodes. They have access to every program right now. Members of the millennial generation are more impatient than other generations because they expect instant gratification. Unfortunately, there isn’t an app that can provide satisfying employment and reliable connections right away. The fact that millennials were raised in a Facebook and Instagram society has given them a skill with effects. Even though millennials have high rates of anxiety and despair, Facebook profiles demonstrate that they are largely content (Sinek,2021). Studies reveal that compared to those who used Facebook less, those who used it more regularly had higher incidences of depression (Sinek,2021). Technology and social media aren’t necessarily bad, but Sinek makes clear that utilizing them excessively may be (Sinek,2021).

       Companies must put forth great effort to gain the trust of their employees and develop strategies for imparting the social skills they are lacking. According to Sinek, one of the difficulties in managing millennials is striking a balance between their social conventions and the personal touch and long-term rewards in the job (Sinek, 2021). Except for stable relationships and fulfilling employment, millennials can instantly obtain anything they desire. The methods are uncomfortably slow, challenging to follow, messy, and uncomfortable. Businesses may need to use slower-paced, more considerate tactics to appeal to millennials. There should be a ban on using cell phones in conference rooms at the office. Cell phone use increases the dopamine rush that millennials (and other people) experience from constantly checking texts, emails, and notifications. According to Sinek, when you’re not using your phone, you can just take in your environment, which is where concepts originate (2021).

        According to Naderi and Van Steenburg (2018), millennials (those born between the 1980s and mid-1990s) currently make up the majority of the world’s workforce, surpassing Generation X in 2015. (Stewart et al., 2017). Because of their regular use of the internet, millennials believe they can complete numerous connected tasks at once, which makes them excellent multitaskers (Kim, 2018). Millennials have a mindset of “work to live,” according to Baum (2020). Millennials are more likely to engage in activities related to their personal lives while at work (Roestenburg, 2020), which can affect their work-life balance and wellbeing. The current work environment is complex, busy, and unpredictable (Smithikrai & Suwannadet, 2018).

       The line between the home and the business is blurrier than ever before because of the coronavirus COVID-19 pandemic outbreak (Ratten, 2020), which has exacerbated the challenges the workplace currently faces (Chang et al., 2010). Owing to the pandemic’s effects on world health, the percentage of the workers must now work from home (Waizenegger et al., 2020). There was a severe global imbalance in the lives of workers as a result, which affected their capacity to balance work and life as well as their general well-being (Anwer, 2020). The epidemic demonstrated how flimsy and vulnerable individual lives may be under unforeseen circumstances because many non-essential activities came to a halt (Prideaux et al., 2020).

                                                                                           References

Anwer, M. (2020), Academic labor and the global pandemic: revisiting life-work balance under COVID19, Susan Bulkeley Butler

                   Center for Leadership Excellence and ADVANCE Working Paper Series, Vol. 3 No. 1, pp. 5-13.

Baum, T. (2020), A changing world of work. What can we learn from the service sector? employing millennials (and Gen Z)?,

                  Organizational Dynamics, Vol. 49 No. 3, pp. 1-8.

Chang, A., McDonald, P., and Burton, P. (2010), Methodological choices in work-life balance research 1987 to 2006: a critical

                 review, The International Journal of Human Resource Management, Vol. 21 No. 13, pp. 2381-2413.

Kim, S. (2018), Managing millennials’ personal use of technology at work, Business Horizons, Vol. 61 No. 2, pp. 261-270.

Naderi, I., and Van Steenburg, E. (2018), Me first, then the environment: young millennials as green consumers, Young

                  Consumers, Vol. 19 No. 3, pp. 280-295.

Prideaux, B., Thompson, M. and Pabel, A. (2020), Lessons from COVID-19 can prepare global tourism for the economic   

                transformation needed to combat climate change, Tourism Geographies, Vol. 22 No. 3, pp. 667-678.

Ratten, V. (2020), Coronavirus (covid-19) and entrepreneurship: changing life and work landscape, Journal of Small Business &

                    Entrepreneurship, Vol. 32 No. 5, pp. 503-516.

Rentz, K.C. (2015), Beyond the generational stereotypes: a study of US Generation Y employees in context, Business and

                    Professional Communication Quarterly, Vol. 78 No. 2, pp.136-166.

Roestenburg, W. (2020), Millennials in the workplace, the managerial nightmare -or challenge? A review of current literature,

                     working paper, North-West University, ResearchGate, October.

 Sinek, Simon on millennials in the workplace – YouTube. (n.d.). Retrieved November 18, 2021, from

Through my analysis of Crossman’s (2016) interview of Simon Sinek and the viewers’ comments I learned that there are striking differences between qualitative and quantitative research. The Crossman (2016) video is an example of a problem that researchers conduct qualitative research. One of the primary discoveries for me was learning the value of coding qualitative data. Learning how to code is important to helping the researcher discover emerging themes. The importance of coding was emphasized by Creswell (2022) when he informed us that the process of coding, condensing, and representing data in tables is the process through which we establish themes in qualitative research. Themes are essential to examining the broader categories (Creswell, 2022, p. 180). As I went through the process of coding and condensing, the themes emerged in an interconnecting pattern that helped me understand the connections between the comments more fully. This was interesting for me because it helped formulate a picture of the Millenial situation. This made it similar to the findings in quantitative research after running the data, but with subjective findings instead of hard data. I also learned about the simultaneous nature of qualitative research where it concerns the collection, analysis and reporting of data (Creswell, 2022, p. 180). Going through the process of collecting 100 comments, coding, condensing and presenting them through tables and graphs was more work than I expected and through this process I learned patience and diligence. Creswell (2022) warned of the voluminosity of qualitative research that you only learn about by doing (p. 183). My take away from this opportunity to engage in qualitative research methods, was realized when I succeeded in completing the assignment. My joy was found in Galatians 6:9 “And let us not grow weary of doing good, for in due season we will reap, if we do not give up” (ESV, 2016). I learned the new skill of using Excel spreadsheets for qualitative data processing, which followed my discovery that qualitative researchers use Excel where quantitative researchers use SPSS. Creswell (2022) stated that qualitative research is used to follow up quantitative research (p. 48). These were just a few of the differences between qualitative and quantitative research that I observed. Creswell (2022) explained that qualitative research begins with social problems viewed under philosophical assumptions using inductive and deductive reasoning (p. 44). In this case, the use of qualitative research allowed Sinek to relate a general trend to his audience (p. 48).

After establishing categories for Agree and Disagree, I found it helpful to create the word clouds as they present a visual representation of the key themes and phrases which further reinforced the concepts and stimulated my thoughts in different ways. I also enjoyed the creative process in making the word clouds which is much different than quantitative research in which statistical findings are presented in very monochromatic, simplistic, and concise terms. The use of both qualitative and quantitative methods benefits researchers because quantitative research allows us to measure data while qualitative allows us to be descriptive in interpreting behaviors.

From a qualitative analysis of this content the evident benefits are examining the information from the perspective of the participants, in this case the commenters. Many of the commenters disagreed with the viewpoints presented in Crossman’s (2016) interview. It was stated in several ways that Sinek’s perspective was based on his opinions rather than scientific data. Within this qualitative context however, Sinek’s perspective was valid because qualitative research is all about anecdotal data. We know this because Sinek engaged in using the specific characteristics of qualitative research outlined by Creswell (2022). Sinek used the “natural setting” of the Millenials’ workplace, Sinek was the “key instrument” collecting data, and he used “multiple methods” and sources (Creswell, 2022, p. 45). The benefits of using this approach were many including the fact that looking at the situation from the perspective of Millenials and employers provided a well-rounded examination of the issue (Hatch, 2022; Marshall and Rossman, 2010) of Millenials in the workplace. Given that there were many voices; the differing voices between Millenials, between employers, between generations enabled us to explore the many facets that help explain why there is a problem along with its intricacies. The subjective viewpoints of multiple people (LeCompte and Schensul, 1999; Hatch, 2022) are among the characteristics Creswell (2022) positions in Table 3.1 (p. 46). One of the comments that stood out in my mind was from a viewer who stated that Sinek “was a great salesman” but not reliable (Crossman, 2016). This is an example of verisimilitude as stated by Richardson (1994, as cited by Creswell, 2022) the process of relating the stories in an engaging manner to present unexpected ideas (p. 54). The importance of verisimilitude is to engage the reader (Creswell, 2022), which the Crossman (2016) video did, as evidenced by the thousands of comments.

References

Creswell, J. W. (2022). Qualitative Inquiry and Research Design: Choosing Among Five Approaches (3rd Edition). SAGE Publications, Inc.

Crossman, D. (2016, October 29). Simon Sinek on Millennials in the Workplace [Video]. YouTube.https://www.youtube.com/watch?v=hER0Qp6QJNU&feature=youtu.be

ESV. (2016). Bible Gateway. https://www.biblegateway.com/passage 

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