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Tutorial One Case Study - Generation Snap

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Tutorial One Case Study - Generation snap

Continuance commitment is one dimension to organizational commitment, which refers to the economic reason for staying in an organization (Robbins et al. 2011). If the generational snap exists regarding this commitment, it is obviously that the Gen Y will have a high turnover rate comparing with other generations. As the case illustrates, Gen Y are well connected with the society, impatient for career success and possessing high technological skills. Thus, economic reasons cannot prevent them from leaving the organization when they intend to do so. While other generations may afraid that there are less opportunities for them to find another job with a satisfactory salary once they quit the job. Another possible difference is that the Gen Y seems to have more confidence than other generations. They are confident about the skill they had acquired and their ability to socialize.

There are several strategies for improving the level of job satisfaction for generation Y employees. The first strategy is to approve. The Gen Y need to feel that their abilities have been confirmed and they are making a contribution to the company. People in other generations may have the mentality of “Let nature take its course”, but the Gen Y like to take the initiative and get things done depend on their strength. Thus, other people’s recognition is essential to a satisfactory job. The second strategy is to give response quickly. The generation Y are impatient, they will not stay in one company for 5 years waiting for a promotion. If it takes a long time for them to waiting for responses or confirmations, they will lose patience and think too much. Another strategy is to create a harmonious environment in the workplace. In this circumstance, people can work harmoniously and have less socializing problems to handle. These strategies will lead to...

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