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Like we learned in our previous readings, a macro culture is known as the dominant culture of a specific society which can be defined regionally or nationally. A micro-culture shows different variations within that macro culture, such as age, gender, location, etc. Within companies, the leaders and founders are the ones who help create and develop the culture. Once these are set, they are tweaked or re-emphasized throughout the years. Millennials are known for pushing boundaries, speaking up for what they believe in, and advocating for change. When dealing with a company culture that has been set for years, millennials may try to change specific things in the culture for the better. Most of the time, it’s coming from a place of passion and concern, rather than a place of “just because.” While millennials may be seen as trying to “shake things up” within their current organizations, they’re also being choosier in which organizations they’re joining in the first place. This could lead to a gap in the organization’s team and workforce. With millennials and newer generations leading this new movement, it is causing some organizations to drastically revamp their culture or be severely understaffed.
Schein, E. H. (2006). Organizational Culture and Leadership. Hoboken: Wiley.
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