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Millennials Have Revolutionized

Organizational Culture
Debbie C. Flamenco de Morazn

Abstract: Humans have been learning through history and

experience about the best practices or what the best re-
sults have provided in terms of work or work relationship.
Through this learning, other aspects of their life have also
developed and all these behaviors have been undergoing
changes throughout history. These have had both positive
and negative consequences. These consequences have
been inherited to subsequent generations, influencing
the motivations or inclinations of todays young people,
who are people with different skills, some of them better
developed than those in previous generations, such as
exhibiting technological competencies. This has led to
changes in working manners. As well as making changes
in the way things are done, this learning provided humans
with more efficient ways of working. But the human be-
ings also have an affective part that is very important at
the same time, and over time has resulted in positively
correlated emotions with better results in performance,
greater job stability, and happiness at work. Companies to
reach this conclusion have had to undergo elevated levels
of millennials turnover, and realizing how important it
is for this generation, personalized treatment, inclusion,
Debbie C. Flamenco de Morazn alignment, flexibility, and equitable treatment all have been
is a graduate of psychology, with a
transforming the organizational culture. What has happened
masters in human resources. Having
lost her father at a very young age, she as a result? We have taken on the task of analyzing their
worked and studied since her ninth needs and interests and that has made organizations change
grade in school, moving up on her own by unimaginable steps, to the point that companies today
with her hard work to reach her goals. compete not only for a better EBIT but also for which one
She feels blessed to have a beautiful
family of a supportive husband has a better developed organizational culture. Millennials
and two little daughters. With an have revolutionized the organizational culture because
inclination toward helping others, she they have made companies change. That means that if
was attracted to the idea of studying companies must change, the people who are in them must
her specialization in coaching. Working
in human resources area remains her
change as well, and it is a positive transformation. They
passion. are making us better people, without worrying about the
number which is the direct result of our behaviors. Without
a shade of doubt, this is going to leave a mark in history.

Keywords: affective, changes, companies, inclusion,

Millennials, organizational culture, personalized, t echnology,

Expert Insights 1
Millennials Have Revolutionized Organizational Culture

Since the beginning of humanity, man has for which they worked, and at the end of
worked constantly. What has not been con- their careers, they were given a check with
stant is the way work has done. a thank you and goodbye.
He first started working with his hands, What a regret that these young people
and later realized how the machines were do not have a sense of giving so much En-
more efficient. As machines produced gagement! A generation of children with
more, and products were sold in bulk on abundance in material things developed
a larger scale, man became ambitious and technological skills that to a large extent,
desired to produce more and more. This is contributed to video games, and now are
how the industrial revolution began. New the people who are entering the workforce.
companies began to emerge, to grow, to But these people have objectives very dif-
expand, and to form systems that required ferent from the people of the previous gen-
order and structure. These structures be- eration, who grew up with an abundance
gan to work with processes and efficiency of affection from their mother who was
with much success. usually at home and a father who came
The industrial revolution, which began back home at the end of the afternoon.
in the second half of the 18th century, gave This generation of children born be-
rise to labor laws, work schedules, struc- tween 1985 and 19941 comes to work with
tures, formats, machines, processes, order, another vision that begins in universities
and a structure emerged. and more than all in post grades. These
Man has realized that work not only de- children are taught to think out of the box
pends on man hours, but also on emotional in this faster age, which pushes them to
intelligence, as discovered by Daniel Gole- be more efficient and innovative than the
man. Meanwhile society has recognized previous generations.
the need for women to become more in- A strong push is required, to think out-
volved in the workplace; something that side the box about things that should not
historically has given a turn of success to necessarily be done as they have always
the companies. The effect of this has had been done.
some implications in the society as the Therefore, we start from a part of the gen-
children of these parents who spend the eration which says I can change the way
whole day outside the home leave these things are done, in addition to appreci-
children to technological devices like video ate the importance of being close to other
games and strengthening skills. Knowl- people and being connected, and in a su-
edge in technology areas has become perlative way says that alliances with other
more common since the 1990s. These people is what really drives you to grow.
children grow physically but not emotion- There are other variables in the environ-
ally, as there is a lack of emotions, atten- ment such as people who had to m igrate
tion, and learning of values that we all to other countries as a result of the S econd
need by nature. World War, which separated many families.
We are talking about the gestation of They needed to communicate in a more
a new generation, where these children easy and fast method than the conventional
have benefited from e njoying material letters or telegraph. In the 1980s and 1990s,
abundance, more toys, and gadgets to hold with computers developing the great inven-
their attention. Video games turned into tion of the e-mails, things began to evolve
hobbies. These children born around the and develop in a more positive way, and
year 2000 were young, and observed that then the awesome idea of being able to chat
their parents gave their commitment and with someone and feel close is so much
loyalty, 20 to 30 years of hard work for the more emotionally fulfilling. People are now
development and progress of the company cybernetically connected, where many

2 Expert Insights
Millennials Have Revolutionized Organizational Culture

people share their photos by e-mails and by and seek to retain them and offer them
chats that are being improved by the amaz- what they really need: inclusion, good hu-
ing Eric Zuckerberg idea. This has dimin- man treatment, personalized, remember that
ished the geographical d istance which is no they work with humans, and what human
longer an impediment to be more sentimen- aspects we are talking about, remember
tally close. This is how a new revolution in that we work with people who have inter-
social networks beginsyoung people who ests, dreams and goals they wish to fulfill.
have grown up with technology have been Millennials are looking forward to shin-
able to develop and make this resource so ing in a prestigious company, this has led
great that is revolutionizing the industry to companies to compete to be more attractive
a greater degree than many processes have to glittering talents. But now the priority in
revolutionized the way in which to conduct the millennials interest, the most impor-
the recruitment: through social networks tant thing is to have their own business or
today called recruitment 2.0, culture 2.0, fa- own company, to be an entrepreneur. A lot
cilitating the idea of developing the home- of companies that promote network busi-
office initiative, give more importance to nesses find out in millennials the ones that
inclusion, and to pull down walls that pre- are more interested in these types of jobs.
vent us from feeling the human closeness Millennials are those born in the years
that was so lacking in childhood. between 1981 and 1995; the exposure to
Ok, companies were not ready for this which they have been stimulated for most
generation that calls for changes; Millennials of their life has made them into people
had other needs (affection, attention, includ- with personality characteristics and needs
ing, being personalized, values, equal treat- other than generation X.
ment, innovation) all these needs werent a Generation Y, because of its tendency
priority at companies and what happened to be more digital, has developed greater
therefore: it started to increase the rota- ability to multitask and to perform its tasks
tion to degrees create too excessive costs with greater speed.
that companies are not willing to continue By reaching organizations as well as rev-
loading a High. And theres a reason why olutionizing with innovative ideas of ways
companies decide to have m easurement to perform processes and managements in
standards of happiness at work. a shorter time, both technology and agility
They analyzed, studied, and realized the have revolutionized lead times.
need to change the minds of big companies In addition, they believe more in the im-
and carry out the saying if you cannot beat portance of securing a job and enjoy what
them, join them. they do, and firmly believe in building rep-
It was necessary to change, the way to utation from the beginning, so they take
lead, and it is no longer favorable for a great care of what they say, as they say and
company with a despot leader who only asks their prestige, for ease of communication
for results and forgets the human touch. that exists today through social networks.
Before the millennials entered the Firms who find themselves struggling
labor force to hear of a coercive and tax- with a high turnover, have sought attractive
ing leadership, there was a concept that alternatives that lead millennials to fall in
fit within normality, but millennials have love with the brand and feel that work is
been changing the expectations of what fulfilling their emotional expectations. And
is expected of a leader, and not only the this has been the key to retention, to seek
knowledge, but the management of their human meaning in dealing and inclusion.
emotions. Being children of parents who left to
What a bomb of success, that companies work and to were away from home longer,
realize the potential of these young people they sought ways to compensate for this

Expert Insights 3