RebeccaAnne Edelman

11/13/2016
CNS 743
When given the task to research on diverse populations I chose to find information on

career counseling with Millennials. This lead to the article, Shifts in Calling: An Emphasis on

Calling for Millennials, by Emily Ehrlich Hammer which focuses on Millennials as agents of

change and trying to find their “calling” in life.

The first reason I chose this group is because they are the future of the work force. It is

important to address their needs now, before they get too far into career paths they find

unsatisfactory. I also chose this group because they are highly stereotyped by the public eye,

creating a divide in work and cultural forces.

Many perceive Millennials as unrealistic, lazy, narcissistic, depressed about average life,

misguided, and the list goes on. However, there are many positive traits about Millennials that

make them ideal workers in society. In doing this, it is key to look past stereotypes and look at

the positive skills Millennials possess. Many turning some of these negative traits into positive

ones. Many of these adjectives can be changed into positive dynamic ones. Is a Millennial lazy

or efficient? Narcissistic or concerned with impression and image? Unrealistic or imaginative

and inventive? Misguided or uncertain? The perception and stereotypes faced by this cultural

group. (Hammer, 2015)

This is what Ehrlich Hammer addresses in her work. She states, “[b]eyond the ideas of

their parents, Millennials have also developed their mannerisms and opinions from the world

around them... These unique points of reference... has also significantly impacted the Millennial

generation as individuals and as a workforce generation“(Hammer, 2015). They are an extremely

diverse, cultural group that is ready to work. This is why Hansen’s ILP theory works when

coupled with this group. They are wanting to be change agents. In this want they do not feel they
can do so through working for corporate America.(Hammer, 2015) Many Millennials view entry

level corporate positions as their way to bod time until they find their true calling in their lives.

“Helping Millennials discover calling in their job is important in the retention of Millennial

employees because as a generation they value meaningful and satisfying work”(Hammer, 2015).

ILP addresses diverse populations and issues related to diversity, race, gender,

spirituality, and socioeconomic status. (Niles, 2013, pg 109) Millennials change “jobs 6.3 times

between the ages of 18 and 25 with few Millennials believing their current positions are a part of

their future career paths” as they want to be more active change makers. (Hammer, 2015) This is

where ILP comes into play. ILP is based on four assumptions; the fourth of which focuses on

career professionals as change agents. This generation wants to go into fields where they can

have a significant impact upon the world. ILP allows them to fully develop integrative thinking

skills and broader areas of knowledge. This allows them to see where they are in relation to their

needs. “This generation wants to go into fields where they can have a significant impact upon the

world” and ILP allows that. (Hammer, 2015)

Works Cited
Hammer, E. E. (2015). Shifts in calling: An emphasis on calling for millennials. American

Journal of Management, 15(4), 22.

Niles, S. G., & Bowlsbey, J. H. (2013). Career Development Interventions in the 21st Century

Student Value Edition (4th ed.). Pearson College Div.