Main Article Content
The workplace has never been as diverse as today, and the presence of Millennials has been very distinct. As a generation different in multiple ways, they have brought many challenges to today’s current multigenerational workplace. The purpose of this study was to explore the Baby Boomers’ and Gen Xers’ experiences as they worked alongside with Millennials with the objective of employing the results of the study as future inputs in creating organizational synergy. Ten participants from a variety of industries in Thailand were involved in the qualitative study that was conducted through face-to-face interviews. The results of the study reported that Millennials were creative, assertive, have great and new ideas, and represented “new blood” in the organization. They also possessed Millennial market knowledge and were significant drivers of the organization through their technological expertise. Millennials have transformed the workplace by creating a better and livelier working atmosphere and have added a good balance in the organization. On a more unfavorable side, they were reported to have low levels of organizational loyalty and commitment, low work tolerance, a short working life span, were irresponsible, unreliable, stubborn, impatient, overly confident, frequently using their phones, and not listening to their superiors.
Copyright: Asia-Pacific International University reserve exclusive rights to publish, reproduce and distribute the manuscript and all contents therein.
Beaubien, G. (2016). Employees 34 and younger want technology and in-person communication. Public Relations Strategist, 22(3), 4. Retrieved from https://search.proquest.com.libraryproxy.griffith.edu.au/ docview/1836960925?accountid=14543
Blain, A. (2008). The Millennial tidal wave: Five elements that will change the workplace of tomorrow. Journal of the Quality Assurance Institute, 22(2), 11–13.
Briscoe, J., Hoobler, J., & Byle, K. (2010). Do “protean” employees make better leaders? The answer is in the eye of the beholder. Leadership Quarterly, 21(5), 783–795. doi.org/10.1016/j.leaqua.2010.07.007
Bye, D. (2018). Beyond stereotypes: How to manage & motivate millennials. HR Specialist, 16(3), 7.
Chappell, L. (2012). Attention to retention. Automotive News, 87(6539), 3.
Fitzpatrick, A. (2016). Just how much praise do you need? Canadian Business, 89(7/8), 13.
Fox, A. (2011, May 1). Mixing it up. (Cover story). HR Magazine, 56(5), 22-27. Retrieved from https://www.shrm. org/hr-today/news/hr-magazine/pages/0511fox.aspx
Gabel, N. (2015). Workplace goals in advancing times. Smart Business Akron/Canton, 25(4), 48.
Hodges, T. (2016, September 9). Managing millennial teachers: Major challenge for schools. Gallup Business Journal. Retrieved from https://news.gallup.com/businessjournal/195425/managing-millennial-teachers-major-challenge-schools.aspx
Houlihan, A. (2007). The new melting pot: Effectively lead different generations in the workplace. Supervision, 68(9), 10–12.
How company culture impacts millennials. (2017). Women in Business, 69(2), 25.
Jauhar, J., Chan Soo Ting, & Abdul Rahim, N. (2017). The impact of reward and transformational leadership on the intention to quit of generation y employees in oil and gas industry: moderating role of job satisfaction. Global Business & Management Research, 9, 426–441.
Jackson, N. (2015, March). Office takeover. Business Officer, 48(10), 30–34. Retrieved from https://www. ihrimpublications.com/WSR_Online_Archives/Meagan%20Johnson-WSR_MAR2015web.pdf
Johnson, M. (2015). Stop talking about work/life balance! TEQ and the millennial generation. Workforce Solutions Review, 6(2), 4–7. Retrieved from https://www.ihrimpublications.com/WSR_Online_Archives/Meagan%20 Johnson-WSR_MAR2015web.pdf
Milligan, S. (2014, November). Wisdom of the ages. HR Magazine, 59(11), 22–27.
Mondy, R., & Mondy, J. (2014). Human Resource Management (13th ed.). England: Pearson Education. Retrieved from https://files.pearsoned.de/inf/ext/9780273787631
Murray, A. (2015, March 5). What millennials do and don’t want from their employers. Fortune Magazine. Retrieved from https://fortune.com/2015/03/05/millenials-best-companies/
Nickell, S. (2014, June). Millennials value personal development in the workplace. Furniture Today, 38(43), 48.
Noe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2018). Fundamentals of Human Resource Management (7th ed.). New York: McGraw-Hill Education.
O'Donnell, J. (2014). Managing Gen Y in the workplace. NZ Business, 28(1), 50–51.
O'Donovan, D. (2014, November 3). The millennials are coming. Employee Benefits. Retrieved from https://www.employeebenefits.co.uk/issues/november-2014/debi-odonovan-benefits-are-changing-to-attract-young-talent/
Plew, S. (2013). Retaining young talent in your organization. Business People, 26(9), 82.
Reuteman, R. (2015). Generation gaps. Entrepreneur, 43(3), 42–48.
Rickheim, M. (2011, December 6). Capturing the minds and hearts of millennials. Profiles in Diversity Journal, 76. Retrieved from https://www.diversityjournal.com/6997-capturing-the-minds-hearts-of-millenials/
Rose, M. (2013). Right results wrong rewards. Collector (0010082X), 79(4), 30–32. Retrieved from https://www. coursehero.com/file/p6p4q7i/I-believe-it-is-managements-duty-to-create-rewards-that-can-affect-all-or-most/
Simons, A. (2009). Changing workplace demographics: T + B + Y + X = Opportunity. CPA Practice Management Forum, 5(5), 15–23.
Sipek, S. (2015, May 25). Millennial generation feasts on collaboration — and fitness. Workforce, 94(6), 17. Retrieved from https://www.workforce.com/2015/05/25/millennial-generation-feasts-on-collaboration-and-fitness/
Sujansky, J. (2009, July). Spoiled, impatient, & entitled: Why you need strong millennials in your workplace. Supervision, 70(10), 8–10.
Thapa, D. (2014). Taking it in stride. Human Capital, 61.
Torrado, S. (2015). The young and the workplace. Latin Trade (English), 23(1), 40–42.
Ware, B. (2014). Stop the Gen Y revolving door. T+D, 68(5), 58–63.