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Retaining Millennials: Values-Based ...

Santillo, Erica.

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Retaining Millennials: Values-Based Communication Tactics Employers can use to Appeal to a Supposed Risk-Adverse Generation.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Retaining Millennials: Values-Based Communication Tactics Employers can use to Appeal to a Supposed Risk-Adverse Generation./
Author:	Santillo, Erica.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
Description:	51 p.
Notes:	Source: Masters Abstracts International, Volume: 81-05.
Contained By:	Masters Abstracts International81-05.
Subject:	Organizational behavior. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27626605
ISBN:	9781392536360

Retaining Millennials: Values-Based Communication Tactics Employers can use to Appeal to a Supposed Risk-Adverse Generation.
Santillo, Erica.

Retaining Millennials: Values-Based Communication Tactics Employers can use to Appeal to a Supposed Risk-Adverse Generation. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 51 p.

Source: Masters Abstracts International, Volume: 81-05.

Thesis (M.S.)--University of North Florida, 2019.

This item must not be sold to any third party vendors.

Millennials are growing within the workforce, but they are becoming difficult to attract and retain for longer than two years at a time. In addition, Millennials have generational-specific values that are different than their predecessors. Identifying and applying these workplace expectations to organizational policies have made it challenging for leaders to appeal to this generation. Millennials desire five aspects from their workplace: work with a purpose, to be their own boss or work for a boss that is a mentor, a collaborative work environment, flexible work schedules, and work-life integration and/or work-life balance. Using a survey research method, this thesis outlines how Millennials appreciate these values in a workplace and, because of this appreciation, employers and recruiters should consider them for attrition and recruitment purposes. This thesis also examines why the assumption that Millennials are job hoppers who would rather work for themselves than an established corporation is unfounded. Finally, this thesis finds that the risk aversion trait Millennials possess affects their potential for decision making regarding their career that this trait can be used by organizations to market communication positions to this generation.

ISBN: 9781392536360Subjects--Topical Terms:

516683
Organizational behavior.

Retaining Millennials: Values-Based Communication Tactics Employers can use to Appeal to a Supposed Risk-Adverse Generation.
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520 $a Millennials are growing within the workforce, but they are becoming difficult to attract and retain for longer than two years at a time. In addition, Millennials have generational-specific values that are different than their predecessors. Identifying and applying these workplace expectations to organizational policies have made it challenging for leaders to appeal to this generation. Millennials desire five aspects from their workplace: work with a purpose, to be their own boss or work for a boss that is a mentor, a collaborative work environment, flexible work schedules, and work-life integration and/or work-life balance. Using a survey research method, this thesis outlines how Millennials appreciate these values in a workplace and, because of this appreciation, employers and recruiters should consider them for attrition and recruitment purposes. This thesis also examines why the assumption that Millennials are job hoppers who would rather work for themselves than an established corporation is unfounded. Finally, this thesis finds that the risk aversion trait Millennials possess affects their potential for decision making regarding their career that this trait can be used by organizations to market communication positions to this generation.
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