"Millennials", perceptions and workforces

From wikipedia.com:

Generation Y in the workforce

The Millennials are sometimes called the "Trophy Generation", or "Trophy Kids,"^[25] a term that reflects the trend in competitive sports, as well as many other aspects of life, where "no one loses" and everyone gets a "Thanks for Participating" trophy and symbolizing a perceived sense of entitlement. It has been reported that this is an issue in corporate environments."^[25] Some employers are concerned that Millennials have too great expectations from the workplace and desire to shape their jobs to fit their lives rather than adapt their lives to the workplace.^[26] To better understand this mindset, many large firms are currently studying this conflict and are trying to devise new programs to help older employees understand Millennials, while at the same time making Millennials more comfortable. For example, Goldman Sachs conducts training programs that use actors to portray Millennials who assertively seek more feedback, responsibility, and involvement in decision making. After the performance, employees discuss and debate the generational differences they have seen played out "^[25]

There are three (suggested) core elements that drive the ambitions of Generation Y in the workplace^[27] :

Impact--Making a difference is a strong motivational force behind Gen Y's efforts. Though salary and benefits continue to dominate the no. 1 and 2 on the importance list, making an impact ranks no 3.

Communication--The instant communication framework Gen Y developed through extensive computer usage has led to a need for more professional feedback than that of past generations.^[28] Communication platforms such as SMS, e-mail, video chat, and blogging have engendered a mindset that necessitates constantcommunication with others. That mindset has carried over into the workplace.

Flexibility--The divide between work and life is continually growing narrower as more people shift from the bricks-and-mortar to a remote workplace. The rate of remote office workers has increased significantly in the past two years.^[29]

This explains a lot of the problems discussed widely (on the web, in books, via surveys, etc.) about younger generations not being as useful in a working environment as previous generations.

But, instead of focusing on personal responsibility, and what we-"The Millennials"-can do to work out this problem, a lot of my fellow "Millennials" are focusing on who is to blame for the problem existing in the first place. Which (ironically) also gives an example of what the problem is all about in the first place.

Holding seminars and lectures, for older generations to have them better understand "Millennial" mindsets seems a bit extreme.., but maybe it is the small step needed for future generation-acceptance? Personally I've experienced what is explained in the excerpt above, about elders not understanding "Millennial" thought-processes, and the conflicts that can arise from such misunderstandings, both in the workplace and elsewhere.

We ("Millennials") were brought up with the goals of cultural tolerance, open-mindedness and having a positive outlook on multiculturism. Not being highly regarded as positive traits by everyone in older generations, they falcely portray a lot of "Millennials" as what I would call "social deviants".

I do not have any solutions, but I try my best as an individual to evaluate, and adapt on what I'm "programmed" to do, think and say. Everything does not have to have an ultimate answer/solution. The best way to cope, is to do what man has always done.., re-evaluate knowledge and adapt!