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Are B-schools producing Narcissists?
By siliconindia | Thursday, 23 June, 2011
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Bangalore: According to a recent survey, it has been found that business students possess a significantly higher level of narcissism than psychology students. Narcissists look forward to find a significantly successful career. They look forward to get promotions and pay rise effortlessly and can be arrogant and haughty with no empathy to others.
This finding was highlighted in a recent issue of the Journal and Psychology dedicated to Generation Y, which are also known as âmillenials,â entering the work environment. So, the question arises that when these millennials are employed, what will they be like as employees? Without doubt, this attitude could be dangerous for organization.
The study was conducted by Sean Lyons of Guelph University, Linda Schweitzer of Carleton University, and Ed Ng of California State Polytechnic University. They surveyed about 24,000 undergraduates between the age group of 18 to 27 in order to find out about their career expectations. Their report is titled, âNew Generation, Great Expectations: A Field Study of the Millenial Generation,â itâs about understanding the minds of the millennials, so that it encourages the managers to recruit and manage strategies with a different approach.
According to the survey, it has been found that about 71 per cent of respondents would accept a less-than-ideal job as a career starter, from this 68.5 per cent expected to be promoted within the first 16 months. On an average, they expected a salary of about 43,000 US dollars and also assumed that their pay will increase to about 70,000 US dollars after five years. Regarding this, Professor Lyons explained, âWith these high expectations for pay increases and advancement, clearly there is an assumption that the entry-level position is merely an entry point to bigger and better things. I donât see an attitude among the people weâve interviewed that suggests that putting in time and paying dues is something theyâre willing to do for a prolonged period of time.â No relationship was found between the performance as measured by GPA and the stated expectations, from this the authors concluded that the stereotypes of millenials are entitled and impatient.
If the organization wants young employees to stick around, the authors advises that they should offer smaller raises throughout the year instead of giving one larger raise at the end of the year. The authors further added, âthe secret to successfully managing the Millennials may lie in using the same strategies their parents used to raise them. This may mean providing them with lots of support, coddling, and giving them a sense of belonging, but without turning the workplace into a âdaycareâ.â
The study was mainly focused on giving advice to managers based on the survey results, however, Professor Lyons said that this is not a crisis, so much as an indicator that we need to be more open to viewing the work world through the perspectives of others. The millennial perspective has a great potential, it has its positive trends too like working well in teams, encouraging open communication with supervisors and being tech-savvy. It is an opportunity to learn, it is like a learning process between the young employee and the business, a lot more value can be gained from it.
Considering the well-documented and profoundly negative implications of narcissism for workplace environments, this finding suggests a need for future research on the impact of increasing narcissism in business students and on successful intervention strategies.
This finding was highlighted in a recent issue of the Journal and Psychology dedicated to Generation Y, which are also known as âmillenials,â entering the work environment. So, the question arises that when these millennials are employed, what will they be like as employees? Without doubt, this attitude could be dangerous for organization.
The study was conducted by Sean Lyons of Guelph University, Linda Schweitzer of Carleton University, and Ed Ng of California State Polytechnic University. They surveyed about 24,000 undergraduates between the age group of 18 to 27 in order to find out about their career expectations. Their report is titled, âNew Generation, Great Expectations: A Field Study of the Millenial Generation,â itâs about understanding the minds of the millennials, so that it encourages the managers to recruit and manage strategies with a different approach.
According to the survey, it has been found that about 71 per cent of respondents would accept a less-than-ideal job as a career starter, from this 68.5 per cent expected to be promoted within the first 16 months. On an average, they expected a salary of about 43,000 US dollars and also assumed that their pay will increase to about 70,000 US dollars after five years. Regarding this, Professor Lyons explained, âWith these high expectations for pay increases and advancement, clearly there is an assumption that the entry-level position is merely an entry point to bigger and better things. I donât see an attitude among the people weâve interviewed that suggests that putting in time and paying dues is something theyâre willing to do for a prolonged period of time.â No relationship was found between the performance as measured by GPA and the stated expectations, from this the authors concluded that the stereotypes of millenials are entitled and impatient.
If the organization wants young employees to stick around, the authors advises that they should offer smaller raises throughout the year instead of giving one larger raise at the end of the year. The authors further added, âthe secret to successfully managing the Millennials may lie in using the same strategies their parents used to raise them. This may mean providing them with lots of support, coddling, and giving them a sense of belonging, but without turning the workplace into a âdaycareâ.â
The study was mainly focused on giving advice to managers based on the survey results, however, Professor Lyons said that this is not a crisis, so much as an indicator that we need to be more open to viewing the work world through the perspectives of others. The millennial perspective has a great potential, it has its positive trends too like working well in teams, encouraging open communication with supervisors and being tech-savvy. It is an opportunity to learn, it is like a learning process between the young employee and the business, a lot more value can be gained from it.
Considering the well-documented and profoundly negative implications of narcissism for workplace environments, this finding suggests a need for future research on the impact of increasing narcissism in business students and on successful intervention strategies.
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