The entitled stereotype of Gen-Y

So if you haven't heard the words "entitlement" and Gen-Y" in the same sentence, you've obviously been working somewhere very far away, or living under a rock.

Researchers and career experts say that the ubiquity of job hopping, particularly for Gen-Y (those born after 1979), is partially being driven by their reluctance to painstakingly pay their dues.

This has given way to the coining of Gen-Y as "entitled," a nebulous term that I have always had trouble defining.

My best estimation of what people mean when they label someone as "entitled" is that they've had their first interaction with a 20something who waltzes in and inquires about applying for the marketing manager position that just opened up, when she has barely clocked six months on the job.

It's a sense that I deserve this, even though I haven't paid my dues to get it.

But would a guy who had the same chutzpah—I mean confidence—be characterized as a real "go-getter" or "entitled?"

Think about this way. Would legendary business leaders such as Stephen Schwarzman, the Chairman and co-founder of the Blackstone Group, Jack Welch, the former Chairman and CEO of General Electric, or Bill Gates, the Chairman and co-founder of Microsoft, be perceived as entitled or just confident if they were starting out in 2007?

But let's put gender aside for a moment and pay lip service to the fact that what has been labeled the Achilles' heel of Gen-Y might actually be beneficial for employers.

Research by Bharath M. Josiam, a University of North Texas associate professor in the School of Merchandising and Hospitality Management, found that while a previous generation may have felt that that promotions aren't worth the headaches or hassles, Gen-Y hospitality students believe the advantages of a job promotion outweigh the disadvantages

For employers, the storyline here only seems to read as positive — an aspiring, enthusiastic, hard-working crop of workers is at their fingertips.

"Employers should be heartened that (Gen-Y hospitality) students on the whole are not slackers," Josiam says. "They have a positive attitude toward work, a low level of promotion cynicism and a strong work ethic."

What's wrong with feeling entitled to a position that you worked hard for or intend to work very hard in? Isn't that what they just called "earned" or "ambitious" in previous generations?

Part of this post originally appeard on WomensWallStreet.com.

How I've been finding my best mentors

Successful entrepreneurship usually includes a group of trusted mentors, according to Ben Casnocha, author of, My Start up Life. But now that I've spent a few months in corporate life, it's clear to me that having a group of mentors is important whether you work for yourself or for someone else. However the majority of people I know are not great at seeking out and developing these relationships. What I have learned in the past few months is it's easier than you think! Here are three things I have done that have helped me develop very rewarding relationships with mentors.

1. Find the right network

For twentysomethings, the easiest place to look is in your parent's network. Take advantage of it because they've been developing these connections for years. Ask your parents if any of their friends or colleagues work in a field you are interested in.

If you are not lucky enough to have well connected parents, all is not lost. Networking groups are everywhere these days. MeetUp.com gives you a way to find people with similar interests. Or you can start a niche blog and comment on blog posts from field-related experts. Leave a few insightful comments and your foot is in the door to contacting them.

2. Reach out

Once you have made the first connection, the next step is simple. Reach out with a short email. Ask for a few pieces of advice. Assuming your contact replies, continue the conversation for a few days. Finally, ask if she is interested in meeting up for a quick lunch. Despite the ease of connecting online, face to face interaction can make a big difference in how quickly you make your mentor feel connected with you. At the very least, try to have a relatively long phone conversation to get to know each other.

Read the rest at the Brazen Careerist.