Anick Tolbize. (2008). Generational differences in workplace. Generation Y. http://rtc.umn.edu/docs/2_18_Gen_diff_workplace.

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Having worked throughout high school while continuing to live with parents in a 24/7 digitally connected and globalizing world, Gen Y is the most technically literate, educated, and ethnically diverse generation in history and tends to have more discretionary income. It tends to want intellectual challenge, needs to succeed, seeks those who will further its professional development, strives to make a difference, and measures its own success. Meeting personal goals is likely to matter to Gen Y, as is performing meaningful work that betters the world and working with committed co-workers with shared values. Making a lot of money tends to be less important to Gen Y than contributing to society, parenting well, and enjoying a full and balanced life (Allen, 2004). Gen Y was socialized in a digital world. It is more than technically literate; it is continually wired, plugged in, and connected to digitally streaming information, entertainment, and contacts. It has so mastered technology that multitasking is a habit it takes into the workplace, where it tends to instant message its contacts while doing work (Lewis, 2003). A recent study found Gen Y consuming 31 hours of media (through multi-tasting) within a 24-hour period (Weiss, 2003). Gen Y has been told it can do anything and tends to believe it (Martin, 2004). It has lived with strong social stressors ranging from pressure to excel in school to parental divorce and one-parent homes. It is accustomed to being active in family decisions and is likely to expect to contribute to decisions in employer organizations (Johns, 2003). Overall, Gen Y is inclined to be positive, polite, curious, energetic, and respectful of its parents and grandparents (FrancisSmith, 2004). In the workplace, Gen Y tends to favor an inclusive style of management, dislike slowness, and desire immediate feedback about performance (Francis-Smith, 2004). It is a truly global generation, socially conscious and volunteerminded and positioned to be the most demanding generation. If treated professionally, it is likely to act professionally. Gen Y is likely to perform best when its abilities are identified and matched with challenging work that pushes it fully. Speed, customization, and interactivity -two-way nonpassive engagement--are likely to help keep Gen Y focused (Martin and Tulgan, 2004). Technically able, highly informed and confident, but lacking direction, Gen Y is more likely to "rock the boat" than any prior generation (Johns, 2003).

Ambikai S.Thurasingam, Premagowrie Sivanandan. (2012). Generation Ys perception towards Law and Ethics. GenYs perception on Ethics. http://www.freepatentsonline.com/article/SAM-Advanced-ManagementJournal/140749015.html

In the current era of globalization in which money is everything, Gen Y has placed unrealistically high expectations towards their chosen careers, thus causing laziness and a lack of ethics, moral values and emotional intelligence amongst the Gen Y that have joined the competitive workforce. As such, other core values such as service, respect and change are often difficult to decipher even though they are hidden way deep inside the heart of this generation (Ginchansky, 2011). According to Hansen (2011), Gen Y possesses poor work ethics as they consider the line between work and life is seamless. In other words, there is no difference between work and life as they are one. Thus, this generation prefers work to be fun and flexible because work is the means to enjoy life. Furthermore, Boyd (2010) affirms that Gen Y sees no manipulative implications in its unethical or unconventional methods because everybody engages in these tactics to secure a job. Gen Y is also positioned to be the most demanding generation as compared to the Baby Boomers and Generation X as it is a truly global generation, socially conscious and volunteer-minded (Eisner,

2005). In the workplace, this generation tends to favor an inclusive style of management, dislike slowness and desire immediate feedback about performance (Francis-Smith, 2004). Research claims that postgraduate students have the tendency to cheat more than other graduate students. Furthermore, undergraduate business students allegedly cheat more as compared to non-business undergraduates (McCabe et al., 2006). Consequently, these studies postulate that these students are simply emulating real business practices (Boyd, 2010). This in turn shows a lackadaisical attitude towards the magnitude of conformance to law and ethics. As long as shareholders are earning high returns and CEOs are staying out of jail, is stewardship being side-lined? In their personal lives, do students remain ethical disbelievers whose mindset is denominated in dollars (Boyd & Yilmaz, 2007). Boyd (2010) further states that avowing legality falls short of adopting ethics. Even when students act upon ethical premises, their value drivers may be generationally distinctive.

O. Freestone and V. Mitchell. (date). Geneartion Y attitudes towards Internet related Mis- behaviours. Abstract. https://springerlink3.metapress.com/content/t41474nlj17525jj/resourcesecured/?target=fulltext.pdf&sid=j5lhif31dweg20xfia3qafhq&sh=www.springerlink.com

Generation Y Attitudes Towards E-ethics and Internet-related Misbehaviours

O. Freestone

and V. Mitchell