Question

the case :

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1. Compare the findings described above for Millennials to your own views on Millennial characteristics. What surprises you about the findings? What doesn't surprise you?

2.   If you think about the three types of commitment—affective, continuance, and normative—which do you think is most changed among Millennials (or twenty-somethings)? In what way? 

3.   Consider all the initiatives and programs PwC uses to inspire employee loyalty. Do most of those seek to “move the needle” on affective commitment, continuance commitment, or normative commitment? 

4.   Which type of organizational commitment (affective, continuance, or normative) do you think is most important to the majority of employees? Which do you think is most important to you?

Answer 1

1:-

Millennials are people born between 1982 and 1999. In my opinion, Millennials are people who look after money, spend money wisely, and save money for their future. In addition, I had learned that Millennials like to spend more time with their children as they are the first generation to grow up in the daycare.

The commitment involved is related to emotional attachment to the organization. Continuous commitment refers to commitment because of the limited opportunities available in the job market. A general commitment means a personal responsibility because the person feels that the organization has helped them by providing a job when needed.

In my view, the most significant change in a thousand years is a joint commitment. Thousands of years find no obligation to the employer. Millennials think about their growth, the balance of work, and their time. Millennials appreciate it, and they want to use their time wisely. The result is considered a way to make money. As mentioned earlier, Millennials are the first generation to see their mothers work. From then on, they learned that they needed to spend more time with their family. Commitment is subject to change due to work ethic.

As the study findings show that about 25% of Millennials are at risk of being identified, the company is devising plans to change employee commitments. The company has plans to involve employees to improve job satisfaction.

2:-

In my understanding, I believe that continuance commitment is the most changed amongst millennials.

Here is what I feel and what has caused the change:

Affective commitment is the aspect of how willing the employee is to stay at their organization. Once they are aligned with the overall objectives and organizational goals, Millennials feel the right fit in the team and have work satisfaction, have the affective commitment, and then show behaviors that are in line with the organization.

Normative commitment is the employee feeling that they should stay at the company. It means leaving the job would have a disastrous impact, and they will have guilt about the possibility of going. The skills, knowledge, and expertise will create gaps and impact the overall organization. Although millennials have a more selfish approach and keep looking at career progression, those who align with their job might stay back on normative commitment factors.

Hence I feel continuance commitment is the most impacted, and here is my understanding:

• Continuance commitment is the need to stay back in the organization. Possible reasons include lack of work alternatives or remuneration cost of shifting jobs. Millennials and with the boom of a startup have less attention span, and commitment & hence tend to move jobs once they find better workplaces or higher pay scale.

Millennials willing to find better workplaces don't feel the need to stay at an organization with a fear that the salary and fringe benefits won't improve. They are ready to move to workplaces that offer more engagement and satisfaction with work.

Generational gaps do exist in the market, and such continuance commitment was seen higher amongst previous generations.

The organization having an excellent pay scale and having an engagement strategy is not sufficient. The key drivers must be present in the organization. It is a challenge for an organization to create and keep creating various engagement approaches so that the millennial generation feels aligned.

Companies need to ensure that performance is being managed as it is an essential driver for a millennial. Timing, frequency, and feedback of performance reviews matter a lot.

The reputation and credibility of the employer also work as a great challenge and engagement threat for the motivation of millennials.

3:-

Projects and Initiatives

Exclusive prizes boost the specialists with essentially monetary payments. Associations structure their innovation and cycles altogether. At each touchpoint of the representative association relationship, laborers get rewards that they are worth very much and assemble a great deal of efficiency. The complete prizes program fundamentally centers around the laborer's ability and occupation fulfillment. Laborers are reimbursed in the sheer scope of how, in any case, these are significantly characterized into the resulting groups.

Financial advantages:

This is the fundamental driver for the partnership representative's relationship with the firm. Laborers need a cutthroat compensation structure that is clear and all-around illustrated with the worker's abilities.

Non-money related prizes:

Representatives wish optional benefits, which can be for some time run or pertinent to people identified with the person in question. This reinforces the bond with the association.

Perceiving the work:

Spot acknowledgment, appreciating greatness inspires the specialist to broaden their endeavors and energize peers simultaneously

Adaptability:

Various offices are given to frame the balance between serious and fun activities simpler for the specialist. Studies1 have shown that laborers with admittance to adaptable work plans will, in general, be a ton cheerful, submitted, and drew in with their positions, which winds up in accumulated development, quality, usefulness, and development.

Opportunities:

Representatives chase after development and elective freedoms, pivotal for a made profession. The firm will offer spaces to get the hang of, prepare, develop, temporary jobs, and option different encounters. The accompanying chart shows some of the viewpoints which might be focused on while arranging rewards structure under each measurement (not thorough)

Drives

Worker compensation represents a critical portion of costs planned by the partner associations. With the robust work climate and ordinary compensation, the board has been confronting pleasant difficulties inside general society and individual areas. Thus, this winds up in loads of issues which will {affect|have a partner impact on} the exhibition of an association and even reason existential dangers. A study has incontestable that the cash reward that was contemplated to be necessary|a vital} issue by associations isn't as significant. upheld a 2002 study of one,500 specialists (all things considered) directed by Viscount Nelson Motivation, Inc, San Diego, California, the positions of laborer inspirations in descendent request ar as follows:

1) A learning movement

2) Versatile working hours

3) Verbal recognition

4) Accrued position

5) Autonomy

6) Time with their supervisor

7) Break day from work

8) Public applause

9) Alternative of task

0) Written applause

Current prizes the executives appear and create inside the setting of overseeing change. It doesn't simply recognize and redound the individuals who added to the association; truth be told, it's a chosen activity subject of organization vital targets and qualities standpoint transformation. Somewhat, the chic prizes the board gets through the classes of 'cash' and substance, which shows that circuitous monetary profit and a couple of nonmonetary pay are viewed as fundamental inside the award structure style. Nowadays, organizations, for the most part, have a total prize administration program that considers their laborers' objectives. this can be fundamental for the program to be applicable and acknowledged by the laborers.