Cómo fortalecer el compromiso laboral en los “Millennials”

The introduction of digital tools, innovation and communication channels, are bastions that the “Y” or “Millennials” generation usually modifies. This generation is focused on belonging to companies that have a series of policies aimed at welfare and talent development, seeking access to benefits outside the traditional, such as telecommuting, flexible hours, informality among others. Precisely, the challenge to transform companies into modern companies lies in fostering an environment that generates motivation and is open to change, where participation is allowed, listening, and then questioning and formulating strategies that contribute to strengthening the labor commitment of the “Y” or “Millennials” generation, taking into account the development of a series of factors that may be attractive to it, such as culture, which frames the forms of behavior; the quality of life, which generates well-being in the employee, the development of projects, which allows companies to be updated and grow in innovation; knowledge management, which makes it possible to be at the forefront of new learning and information-related paradigms; teamwork, which arouses cooperative and collaborative synergy within the organization; leadership, which makes possible the creation and oxygenation of business strategies; communication, which allows the adequate flow of information among the members of the company, among others

• Autores: Lopera Pérez, Angela María
• Fecha de publicación: 2020
• Institución: Universidad de San Buenaventura
• Repositorio: Repositorio USB
• Idioma: spa
• OAI Identifier: oai:bibliotecadigital.usb.edu.co:10819/7963
• Acceso en línea: http://hdl.handle.net/10819/7963
• Palabra clave: Compromiso laboral; Componentes organizacionales; Millennials; Motivación; Organización; Retención; Work commitment; Organizational components; Generation; Youth; Organization; Retention; Motivación del empleado
• License: Atribución-NoComercial-SinDerivadas 2.5 Colombia