Editing Millennials (section)

==Workplace attitudes==
In 2008, author Ron Alsop called the millennials "Trophy Kids",<ref name="Alsop08">{{cite book|last=Alsop|first=Ron|url=https://books.google.com/books?id=ta6Jb47xoZQC|title=The Trophy Kids Grow Up: How the Millennial Generation is Shaking Up the Workplace|publisher=Jossey-Bass|year=2008|isbn=978-0-470-22954-5|access-date=6 April 2014}}</ref> a term that reflects a trend in competitive sports, as well as many other aspects of life, where mere participation is frequently enough for a reward. It has been reported that this is an issue in corporate environments.<ref name="Alsop08" /> Some employers are concerned that millennials have too great expectations from the workplace.<ref name="WSJ_Trophy_Kids">{{cite news|last=Alsop|first=Ron|date=21 October 2008|title=The Trophy Kids Go to Work|work=The Wall Street Journal|url=http://sec.online.wsj.com/article/SB122455219391652725.html|access-date=24 October 2008}}</ref> Some studies predict they will switch jobs frequently, holding many more jobs than Gen Xers due to their great expectations.<ref>Kunreuther, Frances; Kim, Helen & Rodriguez, Robby (2008). ''Working Across Generations'', San Francisco, CA. {{ISBN|978-0-470-19548-2}}.</ref> Psychologist Jean Twenge reports data suggesting there are differences between older and younger millennials regarding workplace expectations, with younger millennials being "more practical" and "more attracted to industries with steady work and are more likely to say they are willing to work overtime" which Twenge attributes to younger millennials coming of age following the financial crisis of 2007–2008.<ref name="NYMAG">{{cite news|last1=Singal|first1=Jesse|date=24 April 2017|title=Don't Call Me a Millennial – I'm an Old Millennial|publisher=New York Magazine|url=https://nymag.com/scienceofus/2017/04/two-types-of-millennials.html|access-date=3 May 2017}}</ref>

In 2010 the ''[[Journal of Business and Psychology]]'', contributors Myers and Sadaghiani find millennials "expect close relationships and frequent feedback from supervisors" to be a main point of differentiation.<ref name="Myers and Sadaghiani">{{cite journal|last1=Myers|first1=Karen K.|last2=Sadaghiani|first2=Kamyab|title=Millennials in the Workplace: A Communication Perspective on Millennials' Organizational Relationships and Performance|journal=Journal of Business and Psychology|date=1 January 2010|volume=25|issue=2|pages=225–238|doi=10.1007/s10869-010-9172-7|pmid=20502509|jstor=40605781|pmc=2868990}}</ref> Multiple studies observe millennials' associating job satisfaction with free flow of information, strong connectivity to supervisors, and more immediate feedback.<ref name="Myers and Sadaghiani" /> Hershatter and Epstein, researchers from [[Emory University]], argue many of these traits can be linked to millennials entering the educational system on the cusp of academic reform, which created a much more structured educational system.<ref name="Hershatter and Epstein">{{cite journal|last1=Hershatter|first1=Andrea|last2=Epstein|first2=Molly|title=Millennials and the World of Work: An Organization and Management Perspective|journal=Journal of Business and Psychology|date=1 January 2010|volume=25|issue=2|pages=211–223|doi=10.1007/s10869-010-9160-y|jstor=40605780|s2cid=145517471}}</ref> Some argue in the wake of these reforms, such as the [[No Child Left Behind Act]], millennials have increasingly sought the aid of mentors and advisers, leading to 66% of millennials seeking a [[Flat organization|flat work]] environment.<ref name="Hershatter and Epstein" />

Hershatter and Epstein also stress a growing importance on work-life balance. Studies show nearly one-third of students' top priority is to "balance personal and professional life".<ref name="Hershatter and Epstein" /> The Brain Drain Study shows nearly 9 out of 10 millennials place an importance on work-life balance, with additional surveys demonstrating the generation to favor familial over corporate values.<ref name="Hershatter and Epstein" /> Studies also show a preference for work-life balance, which contrasts to the Baby Boomers' work-centric attitude.<ref name="Myers and Sadaghiani" />

There is also a contention that the major differences are found solely between millennials and Generation X. Researchers from the [[University of Missouri]] and The [[University of Tennessee]] conducted a study based on measurement equivalence to determine if such a difference does in fact exist.<ref name="MWEP">{{cite journal|last1=Meriac|first1=John P.|last2=Woehr|first2=David J.|last3=Banister|first3=Christina|title=Generational Differences in Work Ethic: An Examination of Measurement Equivalence Across Three Cohorts|journal=Journal of Business and Psychology|date=1 January 2010|volume=25|issue=2|pages=315–324|doi=10.1007/s10869-010-9164-7|jstor=40605789|s2cid=144303965}}</ref> The study looked at 1,860 participants who had completed the Multidimensional Work Ethic Profile (MWEP), a survey aimed at measuring identification with work-ethic characteristics, across a 12-year period spanning from 1996 to 2008.<ref name="MWEP" /> The results of the findings suggest the main difference in work ethic sentiments arose between the two most recent generational cohorts, Generation X and millennials, with relatively small variances between the two generations and their predecessor, the Baby Boomers.<ref name="MWEP" />

[[File:FEMA - 24081 - Photograph by George Armstrong taken on 04-27-2006 in Mississippi.jpg|thumb|left|Volunteers assisting with recovery on the Gulf Coast after [[Hurricane Katrina]]]]A meta study conducted by researchers from The [[George Washington University]] and The [[U.S. Army]] Research Institute for the Behavioral and Social Sciences questions the validity of workplace differences across any generational cohort. According to the researchers, disagreement in which events to include when assigning generational cohorts, as well as varied opinions on which age ranges to include in each generational category are the main drivers behind their skepticism.<ref name="Workplace Meta Study">{{cite journal|last1=Costanza|first1=David P.|last2=Badger|first2=Jessica M.|last3=Fraser|first3=Rebecca L.|last4=Severt|first4=Jamie B.|last5=Gade|first5=Paul A.|title=Generational Differences in Work-Related Attitudes: A Meta-analysis|journal=Journal of Business and Psychology|date=1 January 2012|volume=27|issue=4|pages=375–394|doi=10.1007/s10869-012-9259-4|jstor=41682990|s2cid=143594067}}</ref> The analysis of 20 research reports focusing on the three work-related factors of job satisfaction, organizational commitment and intent to turn over proved any variation was too small to discount the impact of employee tenure and aging of individuals.<ref name="Workplace Meta Study" /> Newer research shows that millennials change jobs for the same reasons as other generations—namely, more money and a more innovative work environment. They look for versatility and flexibility in the workplace, and strive for a strong work–life balance in their jobs<ref>{{cite web|first=Karen|last=Roberts|url=http://www.lwdirect.com/millennial-workers-want-free-meals-and-flex-time/|title=Millennial Workers Want Free Meals and Flex Time|date=8 April 2015}}</ref> and have similar career aspirations to other generations, valuing financial security and a diverse workplace just as much as their older colleagues.<ref>{{cite web|url=http://public.dhe.ibm.com/common/ssi/ecm/gb/en/gbe03649usen/GBE03649USEN.PDF|title=Myths, Exaggerations and Uncomfortable Truths – The Real Story Behind Millennials in the Workplace|website=Public.DHE.IBM.com|publisher=[[IBM]]|access-date=27 February 2015|archive-url=https://web.archive.org/web/20171004080534/http://public.dhe.ibm.com/common/ssi/ecm/gb/en/gbe03649usen/GBE03649USEN.PDF|archive-date=4 October 2017|url-status=dead}}</ref>

Data also suggests millennials are driving a shift towards the public service sector. In 2010, Myers and Sadaghiani published research in the ''Journal of Business and Psychology'' stating heightened participation in the [[Peace Corps]] and [[AmeriCorps]] as a result of millennials, with volunteering being at all-time highs.<ref name="Myers and Sadaghiani" /> Volunteer activity between 2007 and 2008 show the millennial age group experienced almost three-times the increase of the overall population, which is consistent with a survey of 130 college upperclassmen depicting an emphasis on altruism in their upbringing.<ref name="Myers and Sadaghiani" /> This has led, according to a Harvard University Institute of Politics, six out of ten millennials to consider a career in public service.<ref name="Myers and Sadaghiani" />

The 2014 Brookings publication shows a generational adherence to corporate social responsibility, with the National Society of High School Scholars (NSHSS) 2013 survey and Universum's 2011 survey, depicting a preference to work for companies engaged in the betterment of society.<ref name="Brookings">{{cite web|last1=Winograd|first1=Morley|last2=Hais|first2=Michael|date=28 May 2014|title=How Millennials Could Upend Wall Street and Corporate America|url=https://www.brookings.edu/research/how-millennials-could-upend-wall-street-and-corporate-america/|publisher=Brookings Institution}}</ref> Millennials' shift in attitudes has led to data depicting 64% of millennials would take a 60% pay cut to pursue a career path aligned with their passions, and financial institutions have fallen out of favor with banks comprising 40% of the generation's least liked brands.<ref name="Brookings" />