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Behavior of Generation Y (Dissertation Review Sample)


The attached sample paper required a writer to randomly select seven articles that would be used to do a thorough comparison on how generation x has influenced the turnover capacity in the entrepreneurial industry as compared to other generations such as generation y.


Tourism --Assignment 2 - Essay - A Literature Review--2000 words
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Tourism --Assignment 2 - Essay - A Literature Review--2000 words
In their conclusion, Davidson (2008) observe that “ hotels have to adapt to new workforce demographics and provide a supporting environment that reflects the value of Gen y employees by adjusting existing career prospects and personalizing image trainee programs”. Based on this claim and as the research topic, this document will review various articles related to this topic on generation y and the workplace in this case the hotel industry and compare them with other generations such as generation x and babyboomers to give more insight into the current demands of the workplace. Though the study mentions generation y, it does so with a purpose of using this generation as an indication of the rest of the hotel industry since they make up the majority as shown.
A lot of written work and studies have been done giving and providing an insight on the issue of high turnover rates. Though the same issues that caused high turnover rates in the past generations may not be the same causing turnover rates currently, there is a worrying trend, especially in the hotel industry where workers shift gears at a high rate. This document evaluates the factors that are contributing to this occurrence and the ways of improving the same. It is critical that such changes be implemented as the hotel industry plays a huge role in the business world. To some, it acts as their source of income, whether through investment or as the workplace. In the various countries where this industry is big, it acts as a major source of revenue. This shows the importance of such an industry, thus any issue affecting it should be critically reviewed.

An analysis of the behavior of generation y is necessary in order to provide an understanding of some of the generational characteristics and how they cause high turnovers. This offers an insight as to why generations show a difference as far as working in the hotel industry is concerned when compared to other jobs. Though generation y is not to be entirely blamed for high turnovers, they contribute in a huge way as they currently make up most of the labor force. Their understanding acts as a clear image of how the rest of the hotel industry looks. This makes it necessary to study their general characteristics. An analysis of their workplace behavior and the rest of the workforce will follow.
Generation y also called Millenials is made up of individuals born between the early 1980s and early 2000s. The characteristics associated with this generation vary from positive ones to negative ones which is the same effect transferred to the hotel industry, leading to high turnover rates (Engelman, 2010). On the negative side, this is a group of individuals characterized as being narcissistic, lazy and bound to jump from one job to another. The transfer of jobs is not different from that of other generations such as generation x when they were young. In the work place, this is a generation that wants flexible job schedules. They want to spend more hours on themselves. From their bosses, generation y wants nonstop feedback and career advice. This generation also gets easily bored. Generation y is also confident, liberal, self-expressive, upbeat and most of the time receptive to new ideas and modes of living. This is one of the various characteristics associated with generation y and help in the understanding of why they behave and act differently when it comes to the workplace and how this compares with other generations and how it can be changed (Engelman, 2010).
Generation y and the rest of the workers in the hotel industry want to be able to learn more from the workplace and be able to develop. The current workforce is structured in such a way that every worker has the ambition to work where they can grow professionally and pursue ongoing learning programs. The moment this is not forthcoming in one sector or in this case the hotel industry, they will jump to another job. Hotel managers should be able to understand this and work towards eliminating this hindrance. Workers, especially the young ones such as those of generation y are seeking information fast from the other employees in order to improve themselves. Using others for their own benefit is a common phenomenon. This means that the more managers and hotel industry stakeholders put in place measures of a good learning environment for their workers and the hotel industry is bound to move forward. This should come in form of having workers come up with suggestions on the areas to make their profession work for them in the hotel industry such as the infusion of training programs in the work place (Babakus, 2008).
More training ensures that workers acquire more skills to thus become beneficial to the industry. The moment workers receive training in their workplaces, they will not go out to look for the same in other sectors. Continous education is also a way of ensuring professional and ongoing learning. This should be put in place in such a way that workers can continue with their education while still at the work place, for example, someone who had a degree is sponsored to pursue a masters degree by the hotel industry they are working for. Such measures are bound to curb high turnover rates (Altarawneh & Al-Kilani, 2010).
Another reason why generation y group deserved more mention and relation with the rest of the work force in the hotel industry in Davidson (2008) is because generation y possesses another characteristic when it comes to the workplace; they crave for responsibility. This is a feeling that is present in all the workers. Every individual in the hotel industry or group will want to feel involved. Workers will easily become easily bored with repeating routines. The current hotel industry is not doing this thus the high turn over rates. Adjusting the workplace in such a way that they are more involved is bound to improve the workplace. Assigning of duties to only specific people or to a certain group of individuals does not help to improve results. Managers and hotel industry stakeholders shoud be notified of this. Delegation does not mean only involving a couple of workers. Everyone wants to take part (Quek, 2011).
When delegating, duties should be assigned in such a way that every worker has something to contribute towards the attainment of goals. This way, the workers will feel more appreciated and are bound to work hard, especially when they are working towards something. Such workers will want to get recognized for their efforts thus assigning them duties and making them feel involved is a sure way of making them love the workplace and thus more retention. There is no one who will leave the workplace in search of another where they are satisfied. Involving everyone is bound to bring better outcomes in the hotel industry (Neill & Davis, 2011).
Expectations are the other employment characteristic which, if evaluated, will offer good results and reduce high turnover rates. As far as expectations are concerned, the current generation of workers in the hotel industry more so the young ones and in this case the majority such as generation y has set high standards for themselves. They are energetic, thus are always aiming to work faster and better than the other workers in the industry. With such a goal, many find that this kind of generation and workers who have the same characteristics are always looking for managers or workplaces interested in their own professional development. Incorporating workers in the company plans in the hotel industry is bound to have a positive impact. Employees will not go looking for other forms of employment if they can get what they want from a given company in this case a working environment in the hotel industry that promote professional development (Quek, 2011).
Feedback is an important aspect in any company or industry. No single entity will survive without it. Generation y, generation x, baby boomers and the rest of the work force and feedback are inseparable (Engelman, 2010). Individuals will be in constant search for job related feedback. Feedback means that any arising issue will be tackled fast. This is the reason why any manager should be keen in ensuring that this aspect is infused into the company policies. People appreciate feedback and they thrive in it. With the current improvement in the technology sector, it is evident just how much people appreciate feedback from the posts on the websites to the text messages. A manager who frequently infuses feedback to his or her employees shows that they are keen on the workforce, which is what workers in the hotel industry individual will be looking for most (Altarawneh & Al-Kilani, 2010).
As far as technology is concerned, a good hotel manager or stakeholders in the industry must remember that the current generation of workers are both tech and web savvy. For early generations such as baby boomers and generation x, technology has become a must and a way of life even in the workplace. There has to be enough technology related equipment to work with. This will mean that for those managers who do not infuse such programs in their workplaces, they are going to miss out on workers who want such a workplace where they can apply and use their technological skills. Including technology and putting it at the forefront of the hotel industry is mandatory. The more traditional ways of communication are not popular any more such as the use of letters. Individuals want to work for companies where new means of communication have been embraced and are in use (Quek, 2011).
The long hours that workers in the hotel industry are subjected to makes their...
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