Understanding strategies to prepare Millennials for leadership roles in commercial banks is critical to ensure organizational stability and success and to avoid knowledge gaps and leadership deficiencies created by large numbers of retiring Baby Boomers. Guided by learning network theory and generational theory, the purpose of this multiple case study was to explore the strategies that 3 bank managers in North Carolina and South Carolina used to prepare Millennials for leadership. These 3 bank managers had a minimum of 2 years of experience leading teams of employees which included Millennials. The study included semistructured interviews to elicit detailed narratives from the bank managers on their experiences in preparing Millennials for leadership roles. Additional data included a review of public and private documents containing developmental activities and leadership program details used with Millennials. All data were analyzed and coded to identify recurring themes. Methodological triangulation was used to identify 5 key strategies used by managers to help prepare Millennials for leadership including structured development processes, generational alignment and engagement, coaching and mentoring, leveraging technology, and communications. Bank managers could use these findings to implement successful strategies to help Millennials prepare for leadership roles. Doing so promotes positive social change by identifying these strategies for bank managers to prepare key talent for leadership roles within organizations.

This paper provides a comprehensive analysis of Millennials' beliefs and attitudes and how that will affect their conception of the employer-employee psychological contract. This analysis should provide a greater understanding of how the childhoods of Millennials have affected their attitudes for life and career aspirations. Further, it explores retention strategies for workplace culture, management style, and growth and advancement.

A new generation of recent graduates and young workers, the Millennials, have started entering the workforce within the last ten years and work alongside older generations, such as Generation Xers and Baby Boomers. The limited research on Millennials suggests that Millennials are significantly different from their predecessors. The lack of robust or academic findings on the subject of Millennials and their impact in the workplace form the motivation for this research. To give clarity and cohesion on the topic of Millennials and to guide the analysis, it was necessary to develop a comprehensive taxonomy, or model, of Millennials’ traits. Two aspects of the model were investigated through the use of interviews. The results of the study do not support the existence of all of the numerous and distinct traits that Millennial have, as suggested by the literature; however, the results do support a subset of the traits. Compared to other current generations and to other recent generations of youths, the results suggest that Millennials have a greater sense of entitlement, have more unrealistic expectations, and need a greater amount of management involvement, such as supervision, structure, and feedback. Some factors outside of the model were found during the course of conducting the study. These factors may have impacted the results and possibly resulted in a false rejection of the propositions of this study. This exploratory research takes a step towards getting a better understanding of Millennials by providing a comprehensive taxonomy of Millennials’ traits and some academic findings for future research to build upon. A more rigorous study with a strengthened field methodology may better explore the impact of various factors on the results of intergenerational and Millennial investigations.

A new generation of recent graduates and young workers, the Millennials, have started entering the workforce within the last ten years and work alongside older generations, such as Generation Xers and Baby Boomers. The limited research on Millennials suggests that Millennials are significantly different from their predecessors. The lack of robust or academic findings on the subject of Millennials and their impact in the workplace form the motivation for this research. To give clarity and cohesion on the topic of Millennials and to guide the analysis, it was necessary to develop a comprehensive taxonomy, or model, of Millennials’ traits. Two aspects of the model were investigated through the use of interviews. The results of the study do not support the existence of all of the numerous and distinct traits that Millennial have, as suggested by the literature; however, the results do support a subset of the traits. Compared to other current generations and to other recent generations of youths, the results suggest that Millennials have a greater sense of entitlement, have more unrealistic expectations, and need a greater amount of management involvement, such as supervision, structure, and feedback. Some factors outside of the model were found during the course of conducting the study. These factors may have impacted the results and possibly resulted in a false rejection of the propositions of this study. This exploratory research takes a step towards getting a better understanding of Millennials by providing a comprehensive taxonomy of Millennials’ traits and some academic findings for future research to build upon. A more rigorous study with a strengthened field methodology may better explore the impact of various factors on the results of intergenerational and Millennial investigations.

A lot of effort is put into diversity by organizations today, but the diversity question mainly focuses on gender, ethnicity, cultural and beliefs (Robertson, et al., (2017), while one of the most daunting diversity challenges has been proven to be diversity between generations, which often goes overlooked and unaddressed. A new generation represent an increasing share of the work force and many of them are already today positioned in leading positions, aspiring for leadership positions or aiming to reach for management positions to be able to do difference. Organizations that understand how to successfully address generational conflict and leverage each generation’s strengths will be better able to keep employees motivated and productive amidst the social and economical changes.   This study aims to explore the leadership preferences and motivation factors for the Millennial Generation, in order to unlock their potential and be able to bridge this knowledge gap. The preferences were examined through a survey, targeting a study group of millennial knowledge workers with various backgrounds from different companies to be able to dismiss possible bias reflecting different cultures. The survey was performed by adopting items from the Multifactor Leadership Questionnaire (MLQ), based on Bass’ (1985) Transactional – Transformational leadership theory and the Career Orientation Inventory (COI) reflecting Schein’s (1985) theory about career anchors.   The survey was delivered through several channels and in the end a sample group of 105 Millennial knowledge workers were included in further analysis. An Explorative Factor Analysis (EFA) was conducted to determine the underlying structure among the variables in the analysis. Since this research is based on previous studies (Blom, 2010), the methodology is chosen as a confirmatory approach with Confirmatory Factor Analysis (CFA) to show how well the model fits the data. A Structural Equation Modelling (SEM) is performed to evaluate the relationship between the variables from Leadership Questionnaire (MLQ) for Transactional and Transformation Leadership theory and Career Orientation Inventory for Career anchors.   Findings by Blom, (2010) reveal that the Millennial knowledge workers prefer leadership dimensions that involve intellectual stimulation and charisma, which correspond to a transformational leadership style compared to a transactional leadership style. This type of leadership focus on the change in individuals and creates valuable and positive changes, which inspires towards both common and individual goals. Similar results were obtained in our study and the relation with motivating factors shows that the sample group with higly educated people in the knowledge sector are motivated by having meaningful purpose with their job. They also wish to reach administrative positions in their companies and are interested by the thought of create and manage their own business. The interrelation between these factors determines the degree of satisfaction which is directly linked to the relationship between motivation and productivity. This is why it shall be one of the highest priorities of each organisation to find how to motivate their employees on an individual level, it is directly connected to productivity. Key words: Millennials, Transformational Leadership, Transactional Leadership, Career Anchors, knowledge workers

Aim The aim of the study is to test the relationship between augmented reality and the Swedish millennials’ purchase intention of shopping goods. Methods A survey was distributed online to Swedish millennials (born between the years of 1982 and 2000). Non-probability sampling was conducted in order to collect primary data by making use of convenience and snowball sampling. A total amount of 408 valid responses were collected which were analysed by correlation, linear regression and moderation regression analyses. Results The variables related to augmented reality (product perception, risk perception, augmented reality experience, hedonic experience and utilitarian experience) were found to be significantly related to the consumers’ purchase intention. The relationship between product perception and purchase intention was found to be moderated by the online experience with augmented reality. However, no proof was found that perceived risk when shopping online is moderated by using augmented reality. Conclusion Augmented reality can be used as a tool to enhance the consumers’ perception of the offered product and therewith raise the online purchase intention of Swedish millennials for shopping goods. The efficiency and informative aspects that augmented reality can provide are especially appreciated. Therefore, this study can recommend online retailers to introduce an augmented reality strategy in order to raise Swedish millennials’ purchase intention of shopping goods and therewith increase the sales numbers.

An undergraduate student’s level of engagement in non-academic activities has demonstrated to be a robust predictor of their success in higher education. Previous research indicates positive outcomes associated with student engagement including social benefits and sense of community gained by the students. Little is known about what motivates millennial students to join these activities and what students gain through these types of experiences. This study explores motivations and experiences of 11 undergraduate millennial students involved with student-run organizations at the University Of Victoria. The findings of the study suggest that today’s students are motivated to become engaged in non-academic activities due to professional and social benefits, encouragement from others, and personal interests. Additionally, through their participation, students have a better experience in university and learn about ideas of leadership and leadership skills. The findings from this study provide insight on how universities can create programs and policies to foster student engagement and student success. / Graduate

This Master´s Thesis focuses on the sharing economy and more importantly, on one of the main pioneers of this phenomenon, which is Uber. Uber is presented as a typical example when describing possibilities and problems connected with the sharing economy. The thesis is divided into two main parts - the theoretical part and the practical part. The theoretical part deals with theoretical terms that are essential for a better understanding of the second, practical, part. It involves a complex description of the term sharing economy and its main driving force - Millennials (Generation Y). Furthermore, there are described terms such as marketing environmental analysis and marketing mix analysis, which are put into practice and presented on Uber in the latter part of this thesis. This thesis focuses on marketing activities of Uber in the Czech Republic and that also includes a questionnaire survey. The main goal of this thesis is to describe current marketing activities of Uber in the Czech Republic, to present findings about brand awareness of Uber in the Czech Republic and its customer satisfaction and consequently, to make recommendations on possible marketing activities, that could help Uber in the Czech Republic to meet its objectives and/or unfold its potential. The partial objective of this thesis is to put together a complex set of characteristics of the sharing economy.

Over the past couple of decades, women have conquered most obstacles in their effort to scale the mountains of leadership and management, seemingly only to fall at the last hurdle by purposefully derailing and mistreating each other. As a large percentage of the workforce in the Western hemisphere is composed of women, the likelihood of experiencing a female superior throughout their career is very high for both men and women, giving rise to the threat of dealing with the Queen Bee Syndrome. The antecedent aim of this master thesis paper is to explore the reasons that give rise to and legitimize the so-called Queen Bee phenomenon, which describes a usually senior female holding a higher leadership-position, who actively opposes the rise of other females in male-dominated organizations, in connection to the Millennial Generation. For this purpose, the methodology approach of Grounded Theory was chosen, first and foremost establishing a theoretical framework comprising literature gathered from academic journals, professional and specific print and sources, as well as relevant writings from contemporary and topical media channels, such as the New York Times newspaper, or the Harvard Business Review. Second, a qualitative empirical study was conducted, for which several women from both the Millennial and its predecessor generation were interviewed, in order to explore opinions on perceived biases against female leaders and managers which, among other things may lead to typical Queen Bee behavior, its provenances, and their implications for business women and organizations. The gained insights are culminating in the emergence of a new theory, according to which female Millennials’ inherent narcissistic tendencies may not hinder them to pursue much-needed mentoring relationships with other females and even suggest the possibility of a diminishment of the dreaded female bully-boss paradigm.

The main objective of this Thesis is to explain the importance of a Brand as a part of the Marketing Strategy on a growing Smart Phones market. Theoretical part analyzes four basic Marketing Strategies and their effect on a Brand Perception. The rest of the theoretical part is focused on Customer-based Brand Equity concept and brand building itself. Analytic part introduces current Smart Phone Market and analyzes marketing strategies of leading manufacturers on the Czech market. Based on the Survey and Depth Interviews, the author reveals the importance of Smart Phone Brand for Millennials, who are defined as young consumers born from 1984 to 1996. Based on the research, author recommends the marketing strategy which should help manufactures to build a strong Brand and gain Millennials loyalty.