MBA 635 Ethics Discussion Question Responses

MBA 635 Ethics Discussion Question Responses: MBA 635 – Ethics, Corporate Culture and Social Responsibility

Please respond to classmates discussion below:

After reading the text, the generation that I most identify with is GenerationY and this is because this generation is known to be positive in their attitude and has certain qualities that differentiate it from the rest. Its personally easy to identify with this generation because they look for transpirancy in the work place and prefer open communication. I personally have not had the opportunity to work with individuals of in the GI or Silent Generation but you can definitely find Baby Boomers and Generation X members more easily in the work place. However, I personally notice generational differences in people outside the work setting and more so in social gatherings. I thinkthough it tends to be unintentional, people produce a a generation gap amoung one another. I am the youngest of 3 children in my household. My sister andbrother are both generation X members. I have noticed a gap among us occationally based off of things such as sense of humor, personal interests, and even something as small as lingo. There are times where they do not understand what I am saying when it comes to jokes although, growing up with them, I understand them better then they do me. Although I am generation Y, my siblings molded me in a sense because I grew up in a setting surrounded by their interests and hobbies. But both generations have good attributes. “Millennials when approaching a task are super ambitious (no offense), motivated, and extremely practical. X-ers value close friends and virtual families more than material success”(Weiss, 2014). 

Integrating a multigenerational workplace can really improve corporate culture because it will helpe individuals work better with one another as well as bring more ideas to the company. The quote “two brains are better than one” comes to mind. The older generation can bring to the table their valuable process-oriented experience as well as old technology and the younger generation also bring to the table newer technology, ambition, enthusiasm, motivation and passion (Weiss, 2014). A stronger team can be built with the integration. To accomplish this, “communication skills and emotional intelligence (managing self, others, and relationships with awareness and sensitivity) are important. One must identify problems, get to know individuals inside their roles and positions, and understand and anticipate expectations of different generations” (Weiss, 2014).


Weiss, J. W. (2014). Business ethics: A stakeholder and issues management approach (6th ed.). San Francisco, CA: Berrett-Koehler Publishers, Inc.

Second classmate discussion response:
After reading the material in the textbook over the five generation’s in today’s workforce, I most identify with Generation Y (born 1982-2003) considering I was born in 1992. Being placed in the middle of this millennial generation, I often hear stereotypical assumptions of “lazy, poor work ethic, little respect for authority, too self-centered and individualistic, no loyalty to employers, lacking social skills, and the most annoying of them all spoiled/ entitled” (Hansen, 2017).  I personally have been facing challenges of being placed in this generation when it comes to finding a job in the workforce. Going to college straight from high school, graduating in 4 years, then going straight into grad school, most employers in the job market are looking for people with schooling as well as job experience. A challenge that a lot of my fellow Generation Y students are dealing with competition with older and more experienced candidates. While some might see the schooling as an advantage down the road, currently I am at a disadvantage in the workforce due to my lack of experience in the field. Being raised by my grandmother, considered a Baby Boomer, we do not always see eye to eye as she is set in her ways and not open to change. I think an advantage that Generation Y has is their willing to hearing out different opinions and openness to change.
            While I am biased being categorized as Generation Y, I think we want to be challenged at work and are motivated by several driving factors such as money but more importantly having a successful balanced life inside and outside of work. I personally feel like every new generation that arises takes harsh criticism and being considered the “baby” in the workforce and how they are entitled. I think Generation Y has heard this for years on end and overall strives to overcome these assumptions by simply proving these stereotypes wrong.
            Being fresh in the workforce, I personally think organizational leaders should jump on the train of hiring Generation Y to help keep their business current. As most businesses evolve so should the employees. Hiring employees that are easy to shape or who are willing to change, makes for a great employee for any company. I think with organizational leaders hiring Generation Y employees, to mix with their existing generation of employees, they could integrate and successfully merge the two. Allowing several generations to work together, I think would be beneficial by instilling old and successful ways in the younger employees, and opening up older generations to new ways of thinking and problem solving.
Hansen, R. S. (2017). Perception vs. Reality: 10 Truths About The Generation Y Workforce. Retrieved March, 2017, from
Weiss, J. (2014). Business ethics: A stakeholder and issues management approach (6th ed.). Oakland, CA: Berrett-Koehler Publishers.)
Course: MBA 635 – Ethics, Corporate Culture and Social Responsibility
School: Southern New Hampshire University
  • : 04/03/2017
  • : 6