FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W3143374311> ?p ?o ?g. }

• W3143374311 abstract "Today’s workplace is undergoing dramatic shifts due to the growth of Millennials within the workforce and the insertion of their ideals, values, and identity in organizations. This paper explores the workplace profile of Millennials, their use of technology, their workplace engagement, and the ultimate impact they have on organizational success. Group life is never without change, merely differences in the amount and type of change (Lewin, 1947a, p.308). All groups, systems, and organizations exist in a world that is continuously impacted by circumstances, internal or external, that drive change (Brown & Eisenhardt, 1997; Burnes, 2004; Marshak, 2006). Changes in personnel, resources, leadership, the economy, goals, business models, laws, consumer behavior, environment, and competition can trigger change in an organization. Tomorrow’s success for today’s companies depends on how these companies develop and respond to change on a global scale. Companies that embrace Millennials, born between 1982 and 2000 (Howe & Strauss, 1991), as an active part of their organization’s development are most positioned for tomorrow’s success. Organizational development (OD) has emerged as the field of study that examines change in organizations through a variety of frameworks and theories (Burke, 2008; Marshak, 2006). Although many of the OD frameworks and theories compete for status, the body of knowledge that defines OD seeks to explore universal principles through which groups, systems, and organizations succeed or fail (Burke, 2008; Marshak, 2006; Maurer, 2006). The purpose of this paper is to advocate that companies in which Millennials are embraced as an active part of the organization’s development are most positioned for future success. Organizational Development OD is synonymous with change management, with most OD practitioners engaged in the strategic planning of an organization, directing change (Marshak, 2006; Schein, 2008). For many practitioners, the work of OD builds on Lewin’s model for a planned approach to change that consists of three steps: unfreezing, movement, and refreezing (Burke, 2008). Unfreezing is considered the ratification of complacency and the realization that change is needed in an organization (Burke, 2008; Burnes, 2004; Lewin, 1947b). The unfreezing of an organization produces the initial behavioral conditions of a group that are necessary for the second step of the model, movement (Burnes, 2004; Burke, 2008; Lewin, 1947b). Movement is change, as it requires the learning, identification, and evaluation of new forces (attitudes, skills, knowledge, and or attributes) that will thrive in the changed environment (Burnes, 2004; Burke, 2008). Once these new forces are established, the third step of the model, refreezing, becomes possible. Refreezing (or freezing) is the sustention and the stabilization of a change in culture, standards, strategies, and practices of an organization (Burnes, 2004; Burke, 2008; Lewin, 1947b). However, there are varying perspectives in OD on change and its management (Burnes, 2004; Choi & Ruona, 2011). There are several alternative constructs on change management, one dominating perspective being a culture-excellence construct (Burnes, 2004)." @default.
• W3143374311 created "2021-04-13" @default.
• W3143374311 creator A5020582252 @default.
• W3143374311 creator A5035330679 @default.
• W3143374311 creator A5036128375 @default.
• W3143374311 creator A5091608055 @default.
• W3143374311 date "2015-01-01" @default.
• W3143374311 modified "2023-09-23" @default.
• W3143374311 title "Millennials in the Workplace" @default.
• W3143374311 cites W1568156258 @default.
• W3143374311 cites W1825411932 @default.
• W3143374311 cites W1976931552 @default.
• W3143374311 cites W1993685698 @default.
• W3143374311 cites W2035734180 @default.
• W3143374311 cites W2039176603 @default.
• W3143374311 cites W2042318893 @default.
• W3143374311 cites W2045126447 @default.
• W3143374311 cites W2047122857 @default.
• W3143374311 cites W2055485175 @default.
• W3143374311 cites W2080317642 @default.
• W3143374311 cites W2088265830 @default.
• W3143374311 cites W2092059487 @default.
• W3143374311 cites W2102091416 @default.
• W3143374311 cites W2106520962 @default.
• W3143374311 cites W2163899854 @default.
• W3143374311 cites W2167270745 @default.
• W3143374311 cites W2477209142 @default.
• W3143374311 cites W2810902807 @default.
• W3143374311 cites W3123044995 @default.
• W3143374311 cites W315889309 @default.
• W3143374311 cites W600340863 @default.
• W3143374311 cites W607693361 @default.
• W3143374311 cites W610701417 @default.
• W3143374311 hasPublicationYear "2015" @default.
• W3143374311 type Work @default.
• W3143374311 sameAs 3143374311 @default.
• W3143374311 citedByCount "0" @default.
• W3143374311 crossrefType "journal-article" @default.
• W3143374311 hasAuthorship W3143374311A5020582252 @default.
• W3143374311 hasAuthorship W3143374311A5035330679 @default.
• W3143374311 hasAuthorship W3143374311A5036128375 @default.
• W3143374311 hasAuthorship W3143374311A5091608055 @default.
• W3143374311 hasConcept C121332964 @default.
• W3143374311 hasConcept C136197465 @default.
• W3143374311 hasConcept C144024400 @default.
• W3143374311 hasConcept C144133560 @default.
• W3143374311 hasConcept C154945302 @default.
• W3143374311 hasConcept C162324750 @default.
• W3143374311 hasConcept C162853370 @default.
• W3143374311 hasConcept C17744445 @default.
• W3143374311 hasConcept C187736073 @default.
• W3143374311 hasConcept C18903297 @default.
• W3143374311 hasConcept C199539241 @default.
• W3143374311 hasConcept C24890656 @default.
• W3143374311 hasConcept C2778139618 @default.
• W3143374311 hasConcept C2778355321 @default.
• W3143374311 hasConcept C39549134 @default.
• W3143374311 hasConcept C41008148 @default.
• W3143374311 hasConcept C86803240 @default.
• W3143374311 hasConcept C91306197 @default.
• W3143374311 hasConceptScore W3143374311C121332964 @default.
• W3143374311 hasConceptScore W3143374311C136197465 @default.
• W3143374311 hasConceptScore W3143374311C144024400 @default.
• W3143374311 hasConceptScore W3143374311C144133560 @default.
• W3143374311 hasConceptScore W3143374311C154945302 @default.
• W3143374311 hasConceptScore W3143374311C162324750 @default.
• W3143374311 hasConceptScore W3143374311C162853370 @default.
• W3143374311 hasConceptScore W3143374311C17744445 @default.
• W3143374311 hasConceptScore W3143374311C187736073 @default.
• W3143374311 hasConceptScore W3143374311C18903297 @default.
• W3143374311 hasConceptScore W3143374311C199539241 @default.
• W3143374311 hasConceptScore W3143374311C24890656 @default.
• W3143374311 hasConceptScore W3143374311C2778139618 @default.
• W3143374311 hasConceptScore W3143374311C2778355321 @default.
• W3143374311 hasConceptScore W3143374311C39549134 @default.
• W3143374311 hasConceptScore W3143374311C41008148 @default.
• W3143374311 hasConceptScore W3143374311C86803240 @default.
• W3143374311 hasConceptScore W3143374311C91306197 @default.
• W3143374311 hasLocation W31433743111 @default.
• W3143374311 hasOpenAccess W3143374311 @default.
• W3143374311 hasPrimaryLocation W31433743111 @default.
• W3143374311 hasRelatedWork W102209355 @default.
• W3143374311 hasRelatedWork W129835745 @default.
• W3143374311 hasRelatedWork W1544610126 @default.
• W3143374311 hasRelatedWork W156968696 @default.
• W3143374311 hasRelatedWork W1582245124 @default.
• W3143374311 hasRelatedWork W1767680440 @default.
• W3143374311 hasRelatedWork W2095508880 @default.
• W3143374311 hasRelatedWork W2120145471 @default.
• W3143374311 hasRelatedWork W2342941603 @default.
• W3143374311 hasRelatedWork W2347502744 @default.
• W3143374311 hasRelatedWork W2437320589 @default.
• W3143374311 hasRelatedWork W2597952791 @default.
• W3143374311 hasRelatedWork W2604847098 @default.
• W3143374311 hasRelatedWork W263223665 @default.
• W3143374311 hasRelatedWork W2896069630 @default.
• W3143374311 hasRelatedWork W2909075024 @default.
• W3143374311 hasRelatedWork W3159679071 @default.
• W3143374311 hasRelatedWork W3178832819 @default.
• W3143374311 hasRelatedWork W81032967 @default.

• next