Please answer all three questions in 2nd photo

CASE. PwC PwC is certainly not the first group to attempt a large- The finding that millennials value leisure time dovetails scale study of millennial attitudes. Such studies face nicely with PwC's own results. Their study showed that 95 an inherent challenge, however. Researchers have to be percent of millennials believed that work-life balance was able to separate the effects of generation membership important to them. Moreover, 25 percent of millennials millennial, Generation X, or baby boomer---from the were disappointed in the work-life balance that PwC was effect of stage of life-being twenty-something, thirty- affording them. From a loyalty perspective, those 25 percent something, or forty/fifty-something, Suppose a given can be viewed as "retention risks"-employees who may study showed that 25-year-olds were especially attracted decide to turn over because they no longer want to stay to firms that offered paid time off for volunteering. Is with PwC. In response, PwC organized a top-down initia- the explanation for that finding that millennials value tive where managers were encouraged to work with their volunteering more than previous generations, or that employees to chart out a work schedule that suited them. twenty-somethings value it more than older employ. The good news is that PwC now understands what drives ces? That's a critical distinction because millennials will loyalty among millennials. The bad news is that future remain members of their generation for their lifespan, interns will soon be members of the next generation! whereas twenty-somethings will eventually turn into 1. Compare the findings described above for mil- thirty-somethings. lennials to your own views on millennial charac- One study, published in Journal of Management, did an teristics. What surprises you about the findings? especially good job of teasing apart generation member- What doesn't surprise you? ship and stage of life. The study drew from an annual 2. If you think about the three types of commitment- survey of 15,000 high school seniors--thereby hold- affective, continuance, and normative-which do ing stage of life constant. Respondents were classified you think is most changed among millennials? In as baby boomers if they were born between 1946 and what way? 1964, as Generation X if they were born between 1965 1 remain members of their generation for their lifespan, interns will soon be members of the next generation! whereas twenty-somethings will eventually turn into 1. Compare the findings described above for mil- thirty-somethings. lennials to your own views on millennial charac- One study, published in Journal of Management, did an teristics. What surprises you about the findings? especially good job of teasing apart generation member- What doesn't surprise you? ship and stage of life. The study drew from an annual survey of 15,000 high school seniors--thereby hold- 2. If you think about the three types of commitment- affective, continuance, and normative-which do ing stage of life constant. Respondents were classified as baby boomers if they were born between 1946 and you think is most changed among millennials? In 1964, as Generation X if they were born between 1965 what way? and 1981, and as millennials if they were born between 3. Consider all the initiatives and programs PwC 1982 and 1999. What did the study uncover? One find- uses to inspire employee loyalty. Do most of ing was that millennials valued leisure time more than those seek to move the needle" on affective either Generation X or baby boomers, being more likely commitment, continuance commitment, or nor- to value "A job that leaves a lot of time for other things mative commitment? in your life." Somewhat surprisingly given existing ste- Sources: C. Groden, "Five Things You Can Do to Attract Millennial reotypes, there were few differences across generations Talent, Fortune, March 15, 2016; R. Levering. "The 100 Best in valuing intrinsic rewards ("A job that is interesting to Companies to Work For" Fortune, March 15, 2016, M. Moskowitz, do"), altruistic rewards ("A job that gives you an oppor- and R. Levering. "The 100 Best Companies to Work For." Fortune, March 15, 2015: P. Thaliner, "Where Hours Aren't Everything." Great tunity to be directly helpful to others"), or social rewards Place to Work, March 29, 2016. https://www.greatplacetowork. ("A job that gives you a chance to make friends"). com/blog/130-where-hours-aren-t-everything?highlightWyJwd2 Millennials were less focused on extrinsic rewards ("A MILCJwd2Mncy Jd; J.M. Twenge, S.M. Campbell, B.J. Hoffman, and C.E. Lance, "Generational Differences in Work Values: Leisure and job that provides you with a chance to earn a good deal Extrinsic Values Increasing, Social and intrinsic Values Decreasing of money") than Generation X, but more focused on Journal of Management 36, pp. 1117-42, and C. Zillman, "Hot New such things than baby boomers. Perk: Paying Down Student Loans." Fortune, March 15, 2016