Generations X, Y, Z: How Social Networks Form the Concept of the World Without Borders (The Case of Lithuania)
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Preparing for Generation Z in the Workplace
University of South Carolina Scholar Commons Senior Theses Honors College Spring 2020 A New Generation of Workers: Preparing for Generation Z in the Workplace Kendra Harris University of South Carolina - Columbia, [email protected] Follow this and additional works at: https://scholarcommons.sc.edu/senior_theses Part of the Business Administration, Management, and Operations Commons, Organizational Behavior and Theory Commons, and the Training and Development Commons Recommended Citation Harris, Kendra, "A New Generation of Workers: Preparing for Generation Z in the Workplace" (2020). Senior Theses. 335. https://scholarcommons.sc.edu/senior_theses/335 This Thesis is brought to you by the Honors College at Scholar Commons. It has been accepted for inclusion in Senior Theses by an authorized administrator of Scholar Commons. For more information, please contact [email protected]. Harris 1 Thesis Summary A new generational wave has begun to enter the workforce. The oldest members of Generation Z, those approximately at the age of 25 and below, have recently begun their careers. In the past few years, some changes have been made to work environments, like constructing gyms and daycares at workplaces, expanding the options for work at home programs, and firms hosting social events to attract top, young talent. Some of these actions were to appease Generation Y (Millennials), but some, whether the intent was known or not, will be very pleasing and beneficial to Generation Z. However, Generation Y and Z have some key differences which can create new challenges for a firm’ managers and human resource departments. For example, Generation Z desires to complete their work in the correct way to please their managers, so exceptional training would be strongly recommended for Generation Z to be confident in their work. -
Baby Boomers and the Lost Generation: on the Discursive Legitimacy of Generations at Work [email protected]
Rebecca Whiting (Birkbeck, University of London) Baby Boomers and the Lost Generation: On the discursive legitimacy of generations at work [email protected] We present a critical examination of generations within conversations about age at work, focusing on Baby Boomers and the Lost Generation. Whilst not pre-defining these groups, Baby Boomers are broadly seen as a group in mid / later life, the oldest of whom might be expected to be nearing retirement; the Lost Generation are seen as a group of young people unable to secure jobs during the economic downturn. We utilise an empirically innovative e-research approach to untangle ways in which understandings of generations are discursively legitimated via Web 2.0 media. Applying Vaara et al's (2006) notion of strategies of discursive legitimation, we unpack the legitimation of generations overall and these two generations in detail. We analyze how generational categories are constructed and deployed in debates regarding work entitlement and responsibility, found to be major tensions within the battle for discursive legitimacy of these groups. We explore the discursive strategies deployed as different voices seek to establish work entitlement whilst also assigning responsibility within conversations about age at work. For example, while moral justifications are used regarding both groups, the outcomes proposed are rather different. For Baby Boomers, the focus is on personal economic struggle with increased reliance on governmental support postulated. For the Lost Generation, broader societal damage (including social unrest) is forecast if the claim to entitlement is not satisfied. Similarly, responsibility for the issues associated with each generation is variously allocated. -
A Humble Protest a Literary Generation's Quest for The
A HUMBLE PROTEST A LITERARY GENERATION’S QUEST FOR THE HEROIC SELF, 1917 – 1930 DISSERTATION Presented in Partial Fulfillment of the Requirements for the Degree Doctor of Philosophy in the Graduate School of The Ohio State University By Jason A. Powell, M.A. * * * * * The Ohio State University 2008 Dissertation Committee: Approved by Professor Steven Conn, Adviser Professor Paula Baker Professor David Steigerwald _____________________ Adviser Professor George Cotkin History Graduate Program Copyright by Jason Powell 2008 ABSTRACT Through the life and works of novelist John Dos Passos this project reexamines the inter-war cultural phenomenon that we call the Lost Generation. The Great War had destroyed traditional models of heroism for twenties intellectuals such as Ernest Hemingway, Edmund Wilson, Malcolm Cowley, E. E. Cummings, Hart Crane, F. Scott Fitzgerald, and John Dos Passos, compelling them to create a new understanding of what I call the “heroic self.” Through a modernist, experience based, epistemology these writers deemed that the relationship between the heroic individual and the world consisted of a dialectical tension between irony and romance. The ironic interpretation, the view that the world is an antagonistic force out to suppress individual vitality, drove these intellectuals to adopt the Freudian conception of heroism as a revolt against social oppression. The Lost Generation rebelled against these pernicious forces which they believed existed in the forms of militarism, patriotism, progressivism, and absolutism. The -
Presentation
AIM Leadership Development Conference Sheraton New Orleans Hotel April 23‐24, 2015 This event is made possible through a Merck educational grant and with support from our partners at South Central Public Health Partnership and the Louisiana Public Health Institute. Thank YOU! Diane Thielfoldt Learning Strategist and Co‐ Founder The Learning Café 2 Leading a Multigenerational Workforce AIM Leadership Development Conference Diane Thielfoldt The Learning Cafe ©2015 The Learning Café meet the 4 generation workforce Silent Boomers Gen X Millennials 1933 - 1945 1946 - 1964 1965 - 1976 1977 - 1998 Cuspers 1960 - 1968 “Each generation has a shared history, common biases, and core beliefs.” 4 ©2015 The Learning Café shifting demographics Silents are past the traditional retirement age of 65. the labor force of those 65 to 75 is growing at a rate of 80% Silents are the most likely generation to read a daily newspaper and watch the news on television. 5 ©2015 The Learning Café shifting demographics Baby Boomers were the largest generation of children born in the US. The last 4.5 million Baby Boomers turned 50. 75 million Baby Boomers are redefining consumerism during the “Golden Years.” Boomers @65 AARP 6 ©2015 The Learning Café shifting demographics 65 % of Gen X is currently employed in full-time jobs. Gen X is the emerging management class in American Companies. Gen X is firmly in position as the leader of American parenting philosophy. 7 ©2015 The Learning Café shifting demographics The Millennials are now officially the largest and most influential adult population in American history. 8 ©2015 The Learning Café shifting demographics Professionals interact 85% with at least 3 other generations at work. -
Mormondom's Lost Generation: the Novelists of the 1940S
BYU Studies Quarterly Volume 18 Issue 1 Article 7 1-1-1978 Mormondom's Lost Generation: The Novelists of the 1940s Edward A. Geary Follow this and additional works at: https://scholarsarchive.byu.edu/byusq Recommended Citation Geary, Edward A. (1978) "Mormondom's Lost Generation: The Novelists of the 1940s," BYU Studies Quarterly: Vol. 18 : Iss. 1 , Article 7. Available at: https://scholarsarchive.byu.edu/byusq/vol18/iss1/7 This Article is brought to you for free and open access by the Journals at BYU ScholarsArchive. It has been accepted for inclusion in BYU Studies Quarterly by an authorized editor of BYU ScholarsArchive. For more information, please contact [email protected], [email protected]. Geary: Mormondom's Lost Generation: The Novelists of the 1940s mormondomsMormondoms lost generation the novelists of the 1940s edward A geary wallace stegner in his essay on the writer in the american west laments that westerners have been unable to get beyond the celebration of the heroic and mythic frontier he says we cannot find apparently a present andanclanci living society that is truly ours and that contains the material of a deep commit- ment instead we must live in exile and write of anguishesanguislanguisheshes not our own or content ourselves with the bland troubles the remembered vioviolenceslences the already endured hardships of a regional success story without an aftermath 1L but perhaps this tendency is characteristic of regional literature in general not just of western regional literature faulkner has his heroic -
Generations 2.0: Rebooting Generations in the Workplace
Generations 2.0: Rebooting Generations in the Workplace Generations 2.0: Rebooting Generations in the Workplace Mountain States Employers Council Evan Abbott Guess When? “Pupils entering school cannot write well. Their thoughts are immature, they are miserably expressed, and they do not know how to spell.” Guess Who? “The children now love luxury. They have bad manners, contempt for authority. They show disrespect for elders and love chatter in place of exercise. Children are now tyrants, not the servants of their households. They no longer rise when elders enter the room. They contradict their parents and tyrannize their teachers.” 1 Generations 2.0: Rebooting Generations in the Workplace Overview The Next Generations 1.0 Generations 2.0 Applications Workforce • Generations • Work Ethic and • Labor Market • Workplace Construct Commitment • Baby Boomers, • Work practices • Key Concepts • Communication Xers & & Technology Millennials Gen 1.0: What Do You Know? Silent Baby Generation Boomers Generation Millennials X Generational Peer group = a group whose members share a common historical location and have similar experiences Generation Born Raised Silent 1923-1946 30s, 40s, 50s Baby Boomers 1946-1963 50s, 60s, 70s Generation X 1963-1980 70s, 80s, 90s Millennials 1980-2000 90s - today 2 Generations 2.0: Rebooting Generations in the Workplace Adversity Family Influences Diversity Organizations Economy Technology Gen 2.0 FACT Silent Baby Generation Boomers or Generation Millennials X FICTION 3 Generations 2.0: Rebooting Generations in the Workplace Values Attitudes Beliefs Experiences Expectations Behaviors Communication & Technology Silent Generation X Baby Boomers Millennials Work Ethic Silent Baby Boomers Generation X Millenials 4 Generations 2.0: Rebooting Generations in the Workplace What’s Next? Silent Baby Generation Boomers Generation Millennials X The Next Workforce: Boomers No Longer in their “Prime” Move of the Median Here to stay . -
The Post-80S Generation in Beijing: Collective Memory and Generational Identity
SANDRA VALéRIE CONSTANTIN. The post-80s generation in Beijing 5 DOI: 10.2478/ijas-2013-0001 Sandra Valérie ConStantin UniVerSitY oF GeneVa The post-80s generation in Beijing: collective memory and generational identity Abstract This article questions the relevance of the notion of generation to describe the cohort who lives in Beijing and who was born in the 1980s and early 1990s, after the implementation of the reforms and opening-up policy in China. The analysis relies on 627 questionnaires collected in Beijing in 2010. The sample was stratified by age and sex, and, based on quotas; it was split into five age groups (18-26 year-olds, 33-41 year-olds, 48-56 year-olds, 63-71 year-olds and 78-86 year-olds). The respondents were questioned on their perception of turning points and socio-historical changes that occurred during their lifetime. After having analysed the data in a comparative perspective, we came to conclusion that the word generation is suitable to describe the young people from Beijing born in the 1980s and early 1990s not only because they do share autobiographical and collective historical memories, but also because these memories have by and large taken place between their adolescence and entry into adulthood (supporting the hypothesis of the existence of a reminiscence bump). Keywords: China, collective memory, generation, identity, life course, youth Theoretical framework Individual life course and History are strongly imbedded. Since the middle of the last century, sociologists have been seeking to understand the mechanics of this embedded-ness on micro-, meso-, and macro-socioeconomic levels. -
THE PROBLEM of GENERATIONS As to Be Capable of Choosing Rationally the Form of Government Most Suitable for Himself
HOW THE PROBLEM STANDS AT THE MOMENT 277 forms of historical being. But if the ultimate human relationships are changed, the existence of man as we have come to understand it must cease altogether-culture, creativeness, tradition must all disappear, or must at least appear in a totally different light. Hume actually experimented with the idea of a modification of such ultimate data. Suppose, he said, the type of succession of human generations to be completely altered to resemble that of CHAPTER VII a butterfly or caterpillar, so that the older generation disappears at one stroke and the new one is born all at once. Further, suppose man to be of such a high degree of mental development THE PROBLEM OF GENERATIONS as to be capable of choosing rationally the form of government most suitable for himself. (This, of course, was the main problem I. HOW THE PROBLEM STANDS AT THE MOMENT of Hume's time.) These conditions given, he said, it would be both possible and proper for each generation, without reference A. THE POSITIVIST FORMULATION OF THE PROBLEM to the ways of its ancestors, to choose afresh its own particular form of state. Only because mankind is as it is-generation follow• of investigation into his problem. All too often it falls to ing generation in a continuous stream, so that whenever one THEhis lotfirsttotaskdealofwiththe sociologiststray problemsis to toreviewwhichtheallgeneralthe sciencesstate person dies off, another is b-9rn to replace him-do we find it in turn have made their individual contribution without anyone necessary to preserve the continuity of our forms of government. -
Talking About Whose Generation?
issue 6 | 2010 Complimentary article reprint Talking About Whose Generation? why western generational models can’t account for a global workforce By daVid hole, le zhong and jeff SChwartz > PhotograPhy By daVid ClugSton This publication contains general information only, and none of Deloitte Touche Tohmatsu, its member firms, or its and their affiliates are, by means of this publication, render- ing accounting, business, financial, investment, legal, tax, or other professional advice or services. This publication is not a substitute for such professional advice or services, nor should it be used as a basis for any decision or action that may affect your finances or your business. Before making any decision or taking any action that may affect your finances or your business, you should consult a qualified professional adviser. None of Deloitte Touche Tohmatsu, its member firms, or its and their respective affiliates shall be responsible for any loss whatsoever sustained by any person who relies on this publication. About Deloitte Deloitte refers to one or more of Deloitte Touche Tohmatsu, a Swiss Verein, and its network of member firms, each of which is a legally separate and independent entity. Please see www.deloitte.com/about for a detailed description of the legal structure of Deloitte Touche Tohmatsu and its member firms. Copyright © 2010 Deloitte Development LLC. All rights reserved. 84 Talking About Whose Generation? Why Western generational models can’t account for a global workforce By DaviD Hole, le ZHong anD Jeff ScHwartZ > pHotograpHy By DaviD clugSton Deloitte Review deloittereview.com talking about Whose gener ation? 85 it is 8 pm in shanghai, and Kan, a marketing manager for a large global retailer has just gotten off of another call with a headhunter. -
Educating the Net Generation Diana G
Educating the Net Generation Diana G. Oblinger and James L. Oblinger, Editors Chapter 1: Introduction by Diana Oblinger, EDUCAUSE, and James Oblinger, North Carolina State University Chapter 2: Is It Age or IT: First Steps Toward Understanding the Net Generation by Diana Oblinger, EDUCAUSE, and James Oblinger, North Carolina State University • Introduction • Implications • Asking the Right Questions • Endnotes • Acknowledgments • About the Authors Chapter 3: Technology and Learning Expectations of the Net Generation by Gregory Roberts, University of Pittsburgh–Johnstown • Introduction • Technology Expectations of the Net Generation • Learning Expectations of the Net Generation • Conclusion • Endnotes • About the Author Chapter 4: Using Technology as a Learning Tool, Not Just the Cool New Thing by Ben McNeely, North Carolina State University • Growing Up with Technology • How the Net Gen Learns • Cut-and-Paste Culture • Challenges for Higher Education • The Next Generation • About the Author Chapter 5: The Student’s Perspective by Carie Windham, North Carolina State University • Introduction • Meet Generation Y Not • Filling the Attention Deficit • Reaching the Net Generation in a Traditional Classroom • A Virtual Education: Crafting the Online Classroom • E-Life: The Net Gen on Campus • Outlook for the Future • Endnotes • About the Author ISBN 0-9672853-2-1 © 2005 EDUCAUSE. Available electronically at www.educause.edu/educatingthenetgen/ Chapter 6: Preparing the Academy of Today for the Learner of Tomorrow by Joel Hartman, Patsy Moskal, -
Millennials Are the Least Wealthy, but Most Optimistic, Generation
OPPORTUNITY AND OWNE RSHIP INITIATIVE Millennials Are the Least Wealthy, but Most Optimistic, Generation Emma Kalish April 2016 Millennials are optimistic about the future, but should they be? Between 1983 and 2010, average net worth per US household increased $250,000; over the same period, that average net worth for adults ages 20–28 increased only $1,700 (Steuerle et al. 2013). Many households today are wealthier than their parents were at the same age; will this pattern continue for today’s younger generations? Some 53 percent of families across generations report that they are better off financially than their parents. Millennials, however, are less likely than both the silent generation (now ages 69 and older) and baby boomers (now ages 50–68) to think they are better off than their parents (figure 1). One explanation for this pattern may be that younger generations are no longer successively wealthier than prior generations. Households headed by people who were 47 or older in 2010 had between 76 and 149 percent more wealth than households headed by people of the same age in 1983. In contrast, households headed by people ages 20–28 had only 5 percent more wealth than households headed by 20- to 28-year-olds in 1983, and households headed by people ages 29–37 had 21 percent less wealth than households headed by 29- to 37-year-olds in 1983 (Steuerle et al. 2013). Of course, the young have many more years to live and, while millennials may have reason to be less optimistic about their futures than prior generations, only 25 percent of them believe they will be worse off than their parents. -
The Interaction Between Multigenerational Advisors
THE ADVISING WORKPLACE: GENERATIONAL DIFFERENCES AND CHALLENGES Margaret (Peg) J. Steele [email protected] Virginia N. Gordon [email protected] The Ohio State University NACADA 2004 SESSION’S PURPOSE To examine how generational differences influence our communication patterns, attitudes, and behaviors in the advising workplace. We will: • Provide an overview of the characteristics of different generations now working as academic advisors and how our histories, experiences, and values influence how we interact. • Discuss how advisors can use this knowledge to work together more effectively and how to incorporate generational preferences into our workplace and training programs. NACADA 2004 FOUR GENERATIONS IN THE ADVISING WORKPLACE • TRADITIONALISTS – 1934-1945 (59-70 yrs. old) • BABY BOOMERS – 1946–1964 (58-40 yrs. old) • GENERATION X – 1965-1980 (39-24) • MILLENNIALS – 1981-2000 (23-4) Lancaster & Stillman, 2002 NACADA 2004 CUSPER, THE FRIENDLY GHOST A “cusper” is a person positioned between two generations. Types of Cuspers: • Traditionalist/Baby Boomer (born 1940- 1945) • Baby Boomer/Generation Xer (born 1960- 1965 • Generation Xer/Millennial (born 1975-1980) “Because Cuspers stand in the gap between the two sides, they become naturals at mediating, translating and mentoring.” Lancaster & Stillman, 2002 NACADA 2004 QUALIFIER!! The generational descriptions used in this presentation are from the literature and are only intended to be general guidelines. “A generational identity is a state of mind shaped by many events and influences.” Only you can define into what generation you fit. Lancaster & Stillman, 2002 NACADA 2004 NACADA ADVISING ADMINISTRATORS WORKPLACE SURVEY • Respondents: 69% Boomers (58-40 yrs. old) 24% Gen Xers (39-24 yrs.