MANAGING THE MILLENNIALS, BY C. ESPINOZA, M. UKLEJA, AND C. RUSCH BOOK REVIEW

            This was a book which was written by several authors among them being Chip Espinoza who was the chief executive of the GeNext consulting as well as a leadership lecturer at California State University in Long Beach.  Another author was Mick Ukleja who had masters in his education level and was the overall leader of leadership TraQ and the originator of the Ukleja centre whose aim was to teach ethical leadership at California State University located in Long Beach. The third author was Craig Rush who also had a masters in social networking education and as well as a professor of Anthropology at Vanguard University in Costa Mesa based in California (Espinoza et al 2010). The authors carried out a research for a period of two years with an aim of collecting information for their book. They therefore used data collection methods such as interviewing where they carried out a survey through interviewing a sample of managers and employees across different geographical regions or environment. It is through their results from the data collected that they were able to create theories on the three generations that is the builders’ generation, baby boomers generation and the generation X. They were also able to create a theory on the character of the millennial workers which the managers find problematic and the various characters demonstrated by these employees who are the holders of these values (Espinoza et al 2010). They researched on areas of pressure that are a product of clashing values in a cross-generational supervision framework. The authors later in the book after relating the conflict they also find the solution tools which would resolve the pressure that leads to failure of the managers and the millennial.

           

            In the book, the authors’ states clearly as according to their research that the millennials’ have inadequate competence especially the central competence required for leadership and this is quite challenging. This is as a result of bad attitude towards privileges has resulted to a great frustration especially to those in leadership (Espinoza et al 2010).  According to the authors’, most often the millennials are involved in exemplifying the entitlement direction. This is to mean that there is a strong connection between the rate at which the millennials value reward and the approach of entitlement.

            One of the greatest challenges that emerge while motivating the millennials is that the millennials greatly value finding out why then what involves that kind responsibility. The authors therefore in their writing advice the millennials managers or employees  to first involve the millennials in understanding the rationale behind their action or role so that they can automatically be able to care for that kind of task (Espinoza et al 2010). In finding the meaning to their course of action, results in an easier motivation program in their workforce by the managers. The millennials are always motivated to leave a legacy even for the future generation; managers can enhance continuous motivation among the millennials by showing them that they are doing the right thing and they are important as they matter a lot in the workforce (Espinoza et al 2010).

            The world is globalizing and what was regarded as important in the earlier organization will be non-viable with time. However we cannot depict the fact that the current structure is important and has really helped out but rather importantly it has formed a stronger foundation for any other organization. Changes ought to be made so as to fit in the generation that are about to come as the world is evolving at a greater rate thus producing generation different from the others.

 Changes in technology has largely affected the management of the millennials thus the organization ought to be altered a little so as to fit in the technological changes. This will enable the management to be able to enforce and support the millennials in their innovation, invention and productivity (Espinoza et al 2010).

            In conclusion the book has widely produced a thoroughly done research whose results have helped the managers to understand the millennials in a far better way. The book has clearly brought out the interests, motives and work engagement that the millennials uphold as it also shows some of their external; objectives that they have. The book also has shown the major part that the managers play in ensuring efficient and effective millennials production process. Communication any management Is key to any millennials engagement while self development chances to millennials are essential in any organization.  Millennials have a chance to lead but not until they have the core competence necessary in leadership as stated in the book.  Teamwork amongst the millennials has also proved to be significant and they highly regard it in any organization and with the absence of team collaboration may result to them doubting the organization thinking that there is a problem.  It is thus important that every manager to understand the major traits that the millennials hold and the greatest kind of behaviors that they value much in any organization. This would enhance total understanding and high productivity among the millennials.

 

 

 

 

            Reference

Espinoza, C., Ukleja, M., & Rusch, C. (2010). Managing the millennials: Discover the core             competencies   for managing today's workforce. Hoboken, N.J: John Wiley & Sons.