Only a rebel without a cause thinks that gratification comes in the doing and not in the results. More professional organizations and managers see the doing as a means of achieving results (and thus finding fulfillment and gratification): they set goals, with timelines and measures, and get employees involved in the doing to create teamwork and enthusiasm. James Dean died at the age of 24 and in him we can see a lot of the Gen Z personality traits that employees at work have: they’re highly competitive, love to be challenged, thrive on new ideas and experiences, are thirsty for a degree of independence, and look for lots of feedback about their achievements. They see their jobs as a means to an end and want the authority to try new things. My consulting partner and I teach a course in managing a multi-generational workforce, mostly because managers at our clients are always asking questions about how to get the most of each generation. It’s relatively recent that 4 or 5 generations are working side by side and this challenges managers and supervisors to learn more about what motivates each of them. The baby boomers I was a part of were groomed to work towards results and that’s still the way most businesses operate. Don’t overlook the changing dynamics in the workforce as you seek to balance gratification and results today.
James Dean (1931 – 1955): American actor remembered as a cultural icon of teenage disillusionment and social estrangement
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