ISSUES AND CHALLENGES FACED BY GENERATION X WHILE MANAGING GENERATION Y Introduction - Generation Y, the latest generation to enter the workforce, is making a difference in the world of employment. This young generation is deemed to be the future workforce that carries their own set of, work habits, demands, and expectations (Ng, Lyon and Schweitzer, 2012). In the past few years, there have been numerous of study on the topic of generation differences in the organizational and management literature and how these differences have affected and influenced on the workforce design and management strategies. Much of these discussions involved on these two generations, Generation X and Generation Y. While Generation Y brings new energy and spirit to the workforce, at the same time, it also adds complication to the organization as they are trying hard to understand what motivates and inspires these twenty-something-year-old employees. Gen X as the preceding group - In order to better understand these two cohorts and how the differences have affected the working atmosphere, first, we should understand the preceding age group, Generation X. This generation is usually classified as the generation after the BabyBoomers and born between the year 1961 and 1979 (Justin and Crocker, 2010).This generation is also described as, the most misunderstood, disheartened, and ignored generation. (Nagle, 1999) This generation was brought up through the time when the technological epochs began, the time when computers were commonly used in households. Members of Generation X are claimed sceptical; they grew up at the point of time when both of their parents had become workaholics and only witnessed leading institutions called into question from the massive unemployment rate caused by the U.S. Corporation to the crashed Stock Market in 1987 (Lancaster &Stillman, 2000). Life experiences of Gen X have generated a generation that carries characteristics such as loss of trust in organization and focus on individual achievement. Generation X also treats their personal goals far more important than goals related to work. They are much more likely to leave an organization for a more ambitious and challenging job or a higher salary job. Characteristics of Generation Y Generation -They are usually described as the generation that was born between 1980 and 2000, the Millennials. This generation is widely known to be self-reliant, self-assured, goal-oriented. In spite of the fact that Gen X has witnessed the beginning of the technology era, Gen Y was born into technology (Justin and Crocker, 2010), and they are technologically sophisticated (Swenson, 2008), their knowledge about the digital world is far greater than that of their elders.Because of the availability of the Internet and texting from a young age, they are regarded as the digital natives (Shaw and Fairhurst, 2008). This allowed them to easily adapt to the fast-paced world with immediate access to information. Generation Y is brought up in an environment with freedom and choice; because of the advancement of the technology, they are more educated. Compared with the previous generation, they could be the most productive generation because they are geared toward technology that changes their daily life (Matthewman, 2011). The principles and points of view of these two generations towards an ideal workplace are very different. Generation X regards work as a thing you do to have a life (Nagle, 1999). However, Generation Y gives the impression that they desire a work-life balance in order to define who they are in their career (Justin and Crocker, 2010). Furthermore, half of this generation is brought up in a single-parent family, which this inherent to the individualistic and confident nature of the group. Because Generation Y enters the working class where there are more jobs than people therefore, they are less motivated and develop a short-term career mindset. Because of this, they are often being misunderstood by the older generation and being labelled as unpatriotic, over-confident and capricious. However, Generation Y is more adaptable, efficient, and innovative, and they are fast learners.They tend to be more accepting of differences; therefore, they are more tolerant towards religions, races, and other social differences. Gen Y evaluates people not according to their hierarchical position but by the contributions they make. Getting the job done as a group is more important than battling to climb up the hierarchy ladder (Mackey, 2005). This generation appreciates collaboration and co-worker relationships more than hierarchies. They develop vigorously on innovation. They have the habit of asking, Why not? when top management is reluctant to try their ideas. These traits are quite different from Generation X. Gen Y is confident and often sets high expectations of themselves. Because of their vibrant energy, they tend to set sight on working faster and doing better than other employees. They also have strong demand for recognition and reward from other people. Managing Gen X by Implementing Management Theory Generation Y is the latest and the youngest generation to be in the workplace or about to enter the field of work. They will be a pleasant addition to any organization, but at the same time, organizations must also be mindful that this young generation is entering the workplace with their own thinking and agenda. Gen Y has entered the workplace a few years and has already gained the reputation of being unpatriotic, over-confident and capricious, arguably this is because they are being mismanaged by the managers who are still using the same framework for managing Gen X. This young blood raises the challenge to Generation X managers and team leaders who are responsible in training these young employees so that they can be an asset to the company. For Gen X managers to successfully motivate Gen Y, it is fundamental for them to know what drives these younger employees. By understanding their attitudes and characters, their needs and their wants, it will then be easier to read their behaviour and, thus, able to identify the right ways to motivate them accordingly.

The extract clearly highlights the issues and challenges faced by Generation X while managing Generation Y employees. Assume that you are a senior manager at an organisation of your choice and are experiencing the same problems. Analyse and apply the management functions of planning, organising, leading, and controlling (POLC) in your selected organisation and provide practical institutional examples of how you would use each management function to overcome challenges and ensure stability in the organisation. Your answer should include:

• Definitions of each function
• Analysis and application of each function in a specific department of your selected organisation
• Practical examples of successfully managing Y generation employees, even if you are a manager from the Y generation as well.