The Young Labeled ‘Entitlement Generation’

June 28th, 2005 Stewart Posted in Uncategorized |

Early Millennials who are now entering the workforce are getting a new label. (I should mention that I came up with the same label a couple of weeks ago — not that it’s original or anything.) One quote in particular that I like:

“It’s true they’re not eager to bury themselves in a cubicle and take orders from bosses for the next 40 years, and why should they?” asks Jeffrey Arnett, a University of Maryland psychologist who’s written a book on “emerging adulthood,” the period between age 18 and 25. “They have a healthy skepticism of the commitment their employers have to them and the commitment they owe to their employers.”

Lately, I’ve been running into older librarians who believe that Gen Xers and Millennials will learn to have greater commitment to their employers as they grow older. Nothing in the literature would confirm this attitude; in fact, quite the opposite.

Xers, in particular, tend toward entrepreneurship, and Mils believe it is better to demonstrate their skills and flexibility by switching jobs frequently, rather than sticking with one job for many years. The overall perception from both groups is that longevity in any one workplace often leads to burnout, which Mils have seen in their own parents. Since Xers believe they won’t be allowed to retire, and Mils have no concept of retirement, the incentives for company loyalty are all short-term and superficial — salary instead of 401K, flexible scheduling instead of earned vacation, etc. — and they will leave any job for one that offers better salary and perks, regardless of potential for long-term growth and financial security.

As suggested by the article, many employers are going to have to find new ways of working with younger employees. In academic libraries, this shift may mean a second look at faculty status for librarians.