So how to make sense of an Amer­ican Psy­cho­log­ical Asso­ci­a­tion study in 2009 that there was a “63% increase in the number of young people who rated money as “extremely impor­tant” (16% of Boomers com­pared to 26% of Mil­len­nials)”? The same study found that Gen-​​Y mea­sured lower on the civic engage­ment scale than did Gen-​​X (lower than Boomers too). Are Mil­len­nials as enti­tled and self-​​obsessed as the media make them out to be?

Leonard J. Glick, pro­fessor of man­age­ment and orga­ni­za­tional devel­op­ment at North­eastern Uni­ver­sity, is not con­vinced there’s a huge dif­fer­ence between the latest gen­er­a­tions to hit the work­force and those that are now easing into retire­ment. That’s not to say that employers and the busi­ness world don’t have to change their game a tad for Gen-​​Y.

I think a lot of things that com­pa­nies are saying about how to treat mil­len­nials – which is to give them more autonomy and to chal­lenge them and treat them well – are true but I think that was always true,” he said. “Maybe what’s dif­ferent today is that com­pa­nies can’t get away as quickly with mis­treating employees.”

Changing atti­tudes of fair­ness in the work­place, open knowl­edge about what cer­tain posi­tions should pay, access to knowl­edge about how com­pa­nies treat their people and greater under­standing of what recourse slighted employees have all con­tributed to the younger gen­er­a­tion becoming a more empow­eredwork­force, he added.

Read the article at Forbes →