The Snowflake State: An Investigation into Entitlement as a State Construct

Lastner, Matthew M.; Taylor, Erik C.

doi:10.5465/ambpp.2015.201

“…Generation Y is well known for its' negatively loaded stereotypical characteristics such as wishing instant gratification and feedback from managers , being lazy, overconfident, impatient, 'high maintenance', as well as 'emotionally needy' (van der Wal, 2017). Generation Y is highly criticised and has also been labelled the 'Snowflake Generation' (Lastner & Taylor, 2015), signifying that the generation think they are special, but also vulnerable. Due to all the negative associations to the name 'Millennials', the media has discussed a name change of the generation to 'free' them from a negative first impression (The Wall Street Journals, 2017), but as it is not negative in relation to the name, but rather to the generation itself, it is concluded that a name change will not change the perception of Generation Y (Lufkin, 2017).…”

Section: Characteristics Of Generation Ymentioning

confidence: 99%

“…The truth is important to Generation Y, and being technological savvy gives them the skills to quickly do research and find information as they have almost unlimited knowledge easily accessible online. Research has also found that the 'spoilt' and entitled Generation Y (Lastner & Taylor, 2015) is not only expecting a lot, but they are also hard working, has strong technological skills, high standards and take initiative as well as being resourceful . Adding to this, challenging work makes Generation Y thrive, they are innovative and wish to drive organisations forward (Martin, 2005).…”

Section: Characteristics Of Generation Ymentioning

confidence: 99%

The Young Generation Y's Expectations to Ethics at Work in New Zealand

Øevrebøe¹

0

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<p>This thesis is an exploratory study of the young Generation Y’s expectations to ethics at work in New Zealand. Chapter 1 sets out the structure of the thesis and introduces background information as well as the research question. The literature focuses on intergenerational conflicts in the workplace, and sees generations as an aspect of diversity that is often difficult to balance to human resource management. Generation Y has been highly criticised in relation to other generations in academic and popular literature, and are considered entitled, lazy and self-absorbed. The research aims to let Generation Y speak for themselves without stereotyping, while also focusing on the underlying values that drives ethics at work. Chapter 2 discusses literature on the changing nature of work, as well as Generation Y before it moves on to business ethics literature. Ethics research found that values based ethical culture is needed to successfully run an ethical organisation, with ethical leadership playing a significant role. Further, the thesis discusses implications of a more complicated socialisation and prolonged formative phase of Generation Y in comparison to older generations, which makes Generation Y seem different. Scarcity theory discusses the impact that the abundance of human basic needs has on value preference, and it can therefore be argued that because Generation Y’s formative years were during a period of economic and social stability, they value other physiological means and fulfilment such as self-expression more than a basic income. A third argument of differentiating Generation Y from others, found particularly in popular media, is Generation Y’s focus on work with meaning and concern for the environment. Ecological Modernisation Theory advocates involving institutions in environmental concerns, where the focus on potential financial gain by an environmentally ethic organisation has brought the topic to public attention. This heightened focus developed in the period in which Generation Y was socialised, and provides the grounds to argue that it plays a major role for Generation Y’s focus on ethical work. These three theories form the basis of an argument as to how and why Generation Y is perceived as different, and can provide the knowledge needed to understand what the new workforce expect and want from work. Chapter 3 discuss the Q-methodology that was used to investigate these expectations, while Chapter 4 analyses the findings. It found that Generation Y’s expectations centre around three sets of values in relation to ethics at work. This is illustrated with The Achiever, The Ethical Employee, and The Public Conservationist ideal types. People associated with the first set of values want to be the best at what they do, and expect a good work-life balance in order to be able to do the best work they can for their organisation. Though they are hard workers and wish to add value to the organisation, they do not put much focus on ethics at work. In contrast, the second group values strong ethical cultures where managers are expected to set the tone in the workplace, and want to be in an organisation where they feel comfortable and where employee behaviour is regulated. For the final group, the focus is on preserving the environment and giving back to society. They expect to work with intrinsic motivation and see work as a holistic part of their lives due to their passion for what they want to do. Further, the participants agree that money is not the main reasons to work. They wish to have a say with innovative ideas and expect that all employees should be treated decently at work. Chapter 5 discusses the findings in relation to the literature before the thesis is concluded with discussions of limitations, implications and recommendations. This research provides data on the differences and consensus within a generation, whilst providing information that can make it easier to understand today’s young workforce. This thesis adds to academic literature by providing a New Zealand based perspective of Generation Y’s various expectations about ethics at work, where some find it significantly more important than others.</p>

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“…Generation Y is well known for its' negatively loaded stereotypical characteristics such as wishing instant gratification and feedback from managers , being lazy, overconfident, impatient, 'high maintenance', as well as 'emotionally needy' (van der Wal, 2017). Generation Y is highly criticised and has also been labelled the 'Snowflake Generation' (Lastner & Taylor, 2015), signifying that the generation think they are special, but also vulnerable. Due to all the negative associations to the name 'Millennials', the media has discussed a name change of the generation to 'free' them from a negative first impression (The Wall Street Journals, 2017), but as it is not negative in relation to the name, but rather to the generation itself, it is concluded that a name change will not change the perception of Generation Y (Lufkin, 2017).…”

Section: Characteristics Of Generation Ymentioning

confidence: 99%

“…The truth is important to Generation Y, and being technological savvy gives them the skills to quickly do research and find information as they have almost unlimited knowledge easily accessible online. Research has also found that the 'spoilt' and entitled Generation Y (Lastner & Taylor, 2015) is not only expecting a lot, but they are also hard working, has strong technological skills, high standards and take initiative as well as being resourceful . Adding to this, challenging work makes Generation Y thrive, they are innovative and wish to drive organisations forward (Martin, 2005).…”

Section: Characteristics Of Generation Ymentioning

confidence: 99%

The Young Generation Y's Expectations to Ethics at Work in New Zealand

Øevrebøe¹

0

View full text Add to dashboard Cite

<p>This thesis is an exploratory study of the young Generation Y’s expectations to ethics at work in New Zealand. Chapter 1 sets out the structure of the thesis and introduces background information as well as the research question. The literature focuses on intergenerational conflicts in the workplace, and sees generations as an aspect of diversity that is often difficult to balance to human resource management. Generation Y has been highly criticised in relation to other generations in academic and popular literature, and are considered entitled, lazy and self-absorbed. The research aims to let Generation Y speak for themselves without stereotyping, while also focusing on the underlying values that drives ethics at work. Chapter 2 discusses literature on the changing nature of work, as well as Generation Y before it moves on to business ethics literature. Ethics research found that values based ethical culture is needed to successfully run an ethical organisation, with ethical leadership playing a significant role. Further, the thesis discusses implications of a more complicated socialisation and prolonged formative phase of Generation Y in comparison to older generations, which makes Generation Y seem different. Scarcity theory discusses the impact that the abundance of human basic needs has on value preference, and it can therefore be argued that because Generation Y’s formative years were during a period of economic and social stability, they value other physiological means and fulfilment such as self-expression more than a basic income. A third argument of differentiating Generation Y from others, found particularly in popular media, is Generation Y’s focus on work with meaning and concern for the environment. Ecological Modernisation Theory advocates involving institutions in environmental concerns, where the focus on potential financial gain by an environmentally ethic organisation has brought the topic to public attention. This heightened focus developed in the period in which Generation Y was socialised, and provides the grounds to argue that it plays a major role for Generation Y’s focus on ethical work. These three theories form the basis of an argument as to how and why Generation Y is perceived as different, and can provide the knowledge needed to understand what the new workforce expect and want from work. Chapter 3 discuss the Q-methodology that was used to investigate these expectations, while Chapter 4 analyses the findings. It found that Generation Y’s expectations centre around three sets of values in relation to ethics at work. This is illustrated with The Achiever, The Ethical Employee, and The Public Conservationist ideal types. People associated with the first set of values want to be the best at what they do, and expect a good work-life balance in order to be able to do the best work they can for their organisation. Though they are hard workers and wish to add value to the organisation, they do not put much focus on ethics at work. In contrast, the second group values strong ethical cultures where managers are expected to set the tone in the workplace, and want to be in an organisation where they feel comfortable and where employee behaviour is regulated. For the final group, the focus is on preserving the environment and giving back to society. They expect to work with intrinsic motivation and see work as a holistic part of their lives due to their passion for what they want to do. Further, the participants agree that money is not the main reasons to work. They wish to have a say with innovative ideas and expect that all employees should be treated decently at work. Chapter 5 discusses the findings in relation to the literature before the thesis is concluded with discussions of limitations, implications and recommendations. This research provides data on the differences and consensus within a generation, whilst providing information that can make it easier to understand today’s young workforce. This thesis adds to academic literature by providing a New Zealand based perspective of Generation Y’s various expectations about ethics at work, where some find it significantly more important than others.</p>

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Freedom of speech in universities: between competence and geopolitics

Ternovaya,

Mironova

2024

jour

0

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Academic freedoms, including freedom of speech, were one of the fundamental pillars of the university system. They allowed the European medieval society to consolidate and form nation-states. But in their competition, freedom of speech was seen by the authorities as an obstacle to achieving world leadership. With the end of the Cold War, the perception of freedom of speech changed, on the one hand enhancing the freedom of movement of students, but on the other hand limiting it to a utilitarian approach to learning.

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The Snowflake State: An Investigation into Entitlement as a State Construct

Cited by 3 publications

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The Young Generation Y's Expectations to Ethics at Work in New Zealand

The Young Generation Y's Expectations to Ethics at Work in New Zealand

The Young Generation Y's Expectations to Ethics at Work in New Zealand

Freedom of speech in universities: between competence and geopolitics

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