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BMA247 Assessment Item 3 - Argumentative EssayGENERATION Y ARE NOT MORE NARCISSISTIC THAN PREVIOUS GENERATIONSIntroductionGeneration Y, also labelled the ‘Me’ generation, were born between 1981 and 2000 (Vanmeter et al. 2013, p.94). They were brought up in a privileged society, are better educated and more technologically adept than any other generation. Research indicates that Generation Y is also more arrogant, narcissistic and has higher expectations (Robbins et al. 2014, p.103). But are these qualities specific to Generation Y? It is proposed that these traits are specific to life-stage rather than generation. The determinants of narcissistic behaviour are found in motivating factors involving the values of that generation, rather than common personality traits. These factors illustrate that Generation Y are no more narcissistic than previous generations.Generation Y values are not narcissisticNarcissism is a personality trait characterised by vanity, self-importance and selfishness (Robbins et al. 2014, p.89). These qualities are determined by the motivational factors which support them such as self-advancement and self-gratification. Terminal values of prosperity and social recognition, and instrumental values such as efficiency and independence reflect these qualities (Ibid, p.94). These values are exhibited by Generation Y to a degree; however, work-life balance, team-work, flexibility and relationship loyalty are also highly valued (Robbins et al. 2014, p.95; Alexander & Sysko, 2012, p.63). Importance is placed on equality, opportunity and goal-achievement (Meier, Stephen & Crocker, 2010, p.69) which are ‘other-focused’ and not consistent with narcissism. A study identifying motivational work factors found that leadership, salary, interesting work and workplace atmosphere were most influential (Meier, Stephen & Crocker, 2010, pp.71-72). These factors are superficially narcissistic but are more deeply motivated by other-focused values. For example, an appreciation of honesty and integrity in ‘leadership’ was considered important (Ibid, p.71), helping others was a primary motivator for ‘interesting work’, and social tolerance and a team-orientation were desirable aspects of the ‘workplace atmosphere’ (Ibid). Evidently, these motivational work factors are driven by a desire to help, work with, and please others.Work-life balance is desirable from an individual perspective, but it is also relevant to the wellbeing of a family. It is motivated by concern for strong relationships and a happy and healthy life with family and friends (Robbins et al. 2014, p.95; Twenge, Campbell & Freeman, 2012), not a concern for self. Generation Y is also team-oriented, as opposed to individualistic (Vanmeter et al. 2013, p.95). A desire to work and collaborate with others demonstrates a personality that is not self-absorbed. Generation Y also seek flexibility because they desire more control over their own working lives. Technology has been a precursor to this mentality because people are now connected at all times, allowing the use of new work models (Robbins et al. 2014, p.95; Meier, Stephen & Crocker, 2010, p.69). In addition, values such as equality demonstrate an interest in the needs of others (Twenge, Campbell & Freeman, 2012). Generation Y evidently possess some narcissistic qualities, but they also exhibit a strong set of other-focused values.The Narcissistic Personality Inventory is the most common measure of narcissism and has not increased since 1982 (Robbins et al. 2014, p.89; Twenge et al. 2008). Despite this, some of the most prominent research on the topic by Twenge indicates that Generation Y is 30 percent more narcissistic than in 1982 (Vanmeter et al. 2013, p.95). However, Twenge’s research was exclusively conducted in a college setting and does not accurately reflect the full population (Ibid). It also indicated that Generation Y has a greater propensity to demonstrate servant leadership, work well on teams, and are less likely to commit ethical violations (Vanmeter et al. 2013, p.96). These qualities are clearly contrary to narcissism. Research is often scarce and contradictory (Deal, Altman & Rogelberg, 2010, 191). It is, therefore, not possible to conclude that narcissism is portrayed by Generation Y more than previous generations. Twenge argues that the research is evidenced further by the increased necessity for ethical codes and processes in businesses to prevent violations (Twenge & Campbell, 2008, p.867). There has been an increase in the recognition of violations and the necessity to internally regulate; however, ethical violations have always occurred. There is no evidence to suggest that there has been an increase in ethical violations as a result of a narcissistic generation entering the workforce. Instead, Generation Y demands greater equality than previous generations due to greater social awareness (Twenge, Campbell & Freeman, 2012). This suggests that Generation Y is even more other-people focused than preceding generations, which is clear evidence against a supposed increase in narcissism. The Age of EntitlementGeneration Y has been named the ‘Age of Entitlement’, encompassing the belief that everyone is equal and should be able to uphold the same lifestyle. This assumption has come about primarily because Generation Y was raised in privileged homes and by child-centric parents (Alexander & Sysko, 2012, p.63). Previous generations upheld that people ought to work for the money they receive. Narcissistic qualities were exhibited differently from Generation Y, but were identifiable in the cohort of workaholics which resulted from this mentality. Today, entitlement to a high standard of living has become an expected government provision. This assumption could be said to have been perpetuated and even increased through the events of the Global Financial Crisis (Deal, Altman & Rogelberg, 2010, p.194). During this time, Generation Y had great difficulty finding employment which led to the notion of governmental responsibility for delivering equal outcomes, as opposed to equal opportunities, for all (Ibid; Hockey 2012, Speech).Another factor influencing the trending assumption of entitlement is the importance of equality to Generation Y. Having grown up with everything, Generation Y now expects that this standard should be accessible to everyone (Meier, Stephen & Crocker, 2010, p.72; Vanmeter et al. 2013, p.95; Alexander & Sysko, 2012, p.65). Generation Y are also more socially tolerant than any previous generation (Robbins et al. 2014, p.103), which demonstrates that people are less concerned with individual and cultural differences. Evidently, the goal of equality for all people does not align with the narcissistic mindset. The entitlement mentality is also motivated by money, loyalty to relationships and the need to meet expectations imposed by family and society (Alexander & Sysko, 2012, p.65). Money as a motivating factor appears to comprise an individualistic goal intrinsic to narcissism. However, research indicates that when examining this deeper, the goal of equality is the primary motivator (Ibid; Twenge, 2010). It is interesting to note that these three factors are extrinsic in the sense that they are derived from cultural pressures not intrinsic to Generation Y. This suggests that the determinant of these motivators is society, and that other generations are also motivated by these factors. While an entitlement mentality may be a quality inherent in narcissism, it is evident that the motivation behind it is other-people driven rather than self-driven. Narcissism is not generation specificAll generations are motivated by the goal of life fulfilment which manifests itself in different ways for each cohort. ‘Me’ generation terminology suggests a perfect alignment with the terminal values of a narcissism (Robbins et al. 2014, p.95). However, Generation Y’s objectives are no more self-oriented than previous generations at the same life-stage. Older generations exhibited narcissism through different characteristics. Baby Boomers entering the workforce during the 1970’s and 1980’s were motivated by material success and achievement (Ibid), and Traditionalists were driven by the goal of a comfortable life (Ibid). These factors are arguably just as, if not more, narcissistic than those of Generation Y. Distinct generational experiences shape the ethical ideologies of that generation and the way they will behave in the workforce (Vanmeter et al. 2013, p.93). Therefore, if Generation Y is narcissistic, it would appear that this trait has been formed from specific life experiences. These experiences are shaped by the society in which they are brought up, suggesting that society fosters narcissism. A conclusion might then be drawn that all generations have some narcissistic qualities. Further evidence to support this is that there remains a cultural distaste and dislike of people who are arrogant and self-absorbed. This is a cross-generational mentality; it is not generation specific. Research suggests that narcissistic qualities are identifiable in every generation during the life-stage in which they enter the workforce (Robbins et al. 2014, p.103; Deal, Altman & Rogelberg, 2010, p.191). Older generations have always had a tendency to view the younger generation as self-centred. However, ethical ideologies can change over time and follow a pattern of decreasing narcissism over time. When the ideology of one generation is different to that of another, people view theirs as superior (Ibid, p.192). These are often directed toward the life-stage at which the younger generation enters the workforce, because during this time the new demands and changing values, behaviours and work ethics of the incoming generation result in unease. They are not generation specific, rather, they are life-stage specific.ConclusionGeneration Y are not more narcissistic than preceding generations because narcissistic qualities are evident in all generations through differing generation-specific characteristics. Where narcissistic qualities exist, they are exhibited in greater prominence in earlier stages of life and decrease over time. Narcissism is, therefore, present in all generations during the life-stage in which people enter the workforce. Employers must be prepared to appropriately manage these characteristics by first researching and coming to a full understanding of specific Generation Y behaviours (Alexander & Sysko, 2012, p.67). This allows predictions to be made that can guide management processes and style. Training in ethical decision making is an effective method for instituting an ethical organisational culture and employee mentality (Vanmeter et al. 2013, p.105; Deal, Altman & Rogelberg, 2010, p.197). This could be directed by a mentoring program with experienced employees to demonstrate good work practices and a congruent execution of these across all hierarchical levels (Ibid). It is important to counter narcissistic qualities through the use of programs and a culture that cares for others and discourages self-centred behaviour during this life-stage (Twenge & Campbell, 2008).ReferencesAlexander, C & Sysko, J 2012, ‘A Study of the Cognitive Determinants of Generation Y’s Entitlement Mentality’,?Academy of Educational Leadership Journal,?vol. 16, no. 2, pp. 63-68. Deal, J, Altman, D & Rogelberg, S 2010, ‘Millennials at work: What we know and what we need to do (if anything)’,?Journal of Business and Psychology,?vol. 25, no. 2, pp. 191-199. Hockey, J (MP) 2012, The End of The Age of Entitlement, Speech, Address to the Institute of Economic Affairs, London, 17 April. Meier, J, Stephen, F & Crocker, M 2010, ‘Generation Y in the Workforce: Managerial Challenges’, The Journal of Human Resource and Adult Learning, vol. 6, no. 1.Robbins, S, Judge, T, Millett, B, Boyle, M 2014, Organisational Behaviour, 7th edn, Pearson Australia, Frenchs Forest, NSW.Twenge, J 2010, ‘A Review of the Empirical Evidence on Generational Differences in Work Attitudes’, Journal of Business & Psychology, vol. 25, no. 2, pp. 201-210.Twenge, J & Campbell, S 2008, ‘Generational differences in psychological traits and their impact on the workplace’,?Journal of Managerial Psychology,?vol. 23, no. 8, pp. 862-877.Twenge, J, Campbell, W & Freeman, E 2012, ‘Generational differences in young adults' life goals, concern for others, and civic orientation, 1966–2009’,?Journal of personality and social psychology,?vol. 102, no. 5, pp. 1045-1062.Twenge, J, Konrath, S, Foster, J, Campbell, W & Bushman, B 2008, ‘Egos inflating over time: a cross-temporal meta-analysis of the Narcissistic personality inventory’,Journal of Personality, vol. 76, no. 4, pp. 875-902.Vanmeter, R, Grisaffe, D, Chonko, L & Roberts, J 2013, ‘Generation Y's ethical ideology and its potential workplace implications’,?Journal of Business Ethics,?vol. 117, no. 1, pp. 93-109. ................
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