The Redefinition of Contemporary Adulthood
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You Only Live Twice: Midlife As a Creative Transition Into Our 'Second Act'
University of Pennsylvania ScholarlyCommons Master of Applied Positive Psychology (MAPP) Master of Applied Positive Psychology (MAPP) Capstone Projects Capstones 8-1-2018 You Only Live Twice: Midlife as a Creative Transition Into Our 'Second Act' Erik Otto Driessen University of Pennsylvania, [email protected] Follow this and additional works at: https://repository.upenn.edu/mapp_capstone Part of the Business Commons, Counseling Commons, and the Other Psychology Commons Driessen, Erik Otto, "You Only Live Twice: Midlife as a Creative Transition Into Our 'Second Act'" (2018). Master of Applied Positive Psychology (MAPP) Capstone Projects. 141. https://repository.upenn.edu/mapp_capstone/141 This paper is posted at ScholarlyCommons. https://repository.upenn.edu/mapp_capstone/141 For more information, please contact [email protected]. You Only Live Twice: Midlife as a Creative Transition Into Our 'Second Act' Abstract Our rising life expectancy mandates a re-design of our life span and redefines midlif‘ e’ both technically and conceptually. Lagging behind other life stages in its scientific study, midlife is often connoted with a ‘crisis’ of sorts. Yet historically, midlife represented an apex in life; moreover, conclusive ‘crisis’ evidence has yet to emerge. Some manage to thrive in midlife by maintaining an attitude rooted in The Good Life, a concept tracing back to Aristotelian ethics. Positive psychology, the science of what makes life worth living, has studied The Good Life in modern times and contributed to understanding midlife in well-being terms. Together with neuroscience, positive psychology can help dispel myths regarding midlife, reframing it from the onset of decline into a creative transition for our ‘second act’ based on an enhanced sense of authorship. -
Yarrow Man out I-Xxii 1-312.Indd
CHAPTER 1 American Men on the Sidelines The mass of men lead lives of quiet desperation. What is called resignation is confirmed desperation. — Henry David Thoreau, “Economy” No one knows my struggle, they only see the trouble. — Tupac Shakur, “Thugz Mansion” Twenty to twenty- five million men— the population of Florida or Texas— are on the sidelines of American life.1 They have the same Y chromosomes as the men you see at work, the men who play with their children, go out with their wives or partners, are involved in their communities, and earn a living to save for their children’s education and their families’ retirement. But these “men out” are doing few if any of these things. They are still counted by the U.S. Census, but for all practical purposes they are absent from much of mainstream life. What they do doesn’t register in either the gross domestic product (GDP) or in the glimmer of a child’s eye. They aren’t engaged in their communities or country. Viscerally, we know these sidelined men are out there. But they don’t fit old stereotypes of failure. We haven’t been able to name them or come to grips with who they are. We haven’t identified the problem or its dimensions. Why is this happening? What can we do? We see separate problems like white men who aren’t working, who are angry, whose education ended long before 1 2 Man Out a bachelor’s degree. We see black men whose lives don’t seem to matter. -
From Baby Boomers to Generation Y Millennials: Structure Classes For
From Baby Boomers to Generation Y Millennials: Ideas on How Professors Might Structure Classes for this Media Conscious Generation Marilyn Koeller National University New techniques for matching instructional strategies for the Millennial generation have been researched and discussed in this article. Some comparisons with previous generations have been outlined. These strategies are meant to meet the learning needs of Generation Y Millennial students in order to make their education more meaningful in both the on ground and online teaching and learning environment. Specific examples have been provided for both venues with a focus on the online environment. Hopefully, these strategies will not only support learner centered instruction and interactivity, but will address the communication preferences of Millennials in today’s colleges and universities. INTRODUCTION Four groups were compared in various categories to make the transition to what is valued by the Millennials. Through these comparisons, various instructional strategies will be outlined to produce an effective learning environment for today’s students (Wilson & Gerber, 2008). The Generational Divide The traditionalists generation was born between 1925 and 1945. There were about seventy five million traditionalists. This group was considered loyal to their teachers and authority in general. They valued logic and discipline and teachers used lectures, memorization and one way communication to deliver content in teaching. The instructional strategies used were based on processing information and learning basic skills that were given to students by teachers. There was one right answer that did not allow for change or thinking “outside the box”. It was important for students to learn basic facts and to be able to spell correctly, use correct grammar, and compute without using a calculator (Wilson & Gerber, 2008). -
1284 Julaug07 Cover.Indd
BIG PICTURE The Next 20 Years: How Customer and Workforce Attitudes Will Evolve Generations are among the most powerful forces in history. Tracking their march through time lends order – and even a measure of predictability – to long-term trends. by Neil Howe and William Strauss URING THE MIDDLE AGES, travelers reported an unusual custom among villagers in central France. Whenever an event of local importance occurred, the elders boxed the D ears of a young child to make sure he remembered that event all his life. Like those medieval villagers, each of us carries deeply felt as- sociations with various events in our lives. For Americans, Pearl Harbor, the Kennedy and King assassinations, the Challenger explosion, and 9/11 are burned into our consciousness; it is im- possible to forget what we were doing at the time. As we grow older, we realize that the sum total of such events has in many ways made us who we are. Exactly how they affected us is related Matt Vincent Matt to how old we were when they occurred. hbr.org | July–August 2007 | Harvard Business Review 41 11284284 Howe.inddHowe.indd 4141 66/7/07/7/07 99:07:08:07:08 AAMM MANAGING FOR THE LONG TERM | BIG PICTURE | The Next 20 Years This is what constitutes a generation: launched a “consciousness revolution” what public events they witnessed in It is shaped by events or circumstances to demand that their war-hero elders adolescence, and what social mission according to which phase of life its mem- live up to higher moral standards. -
Trend Hacking: How to Make Trends Work #IRL
MARCH 22, 2018 Trend Hacking: How to Make Trends Work #IRL PRESENTED BY Scarlett Rosier / Co-Founder & Director of Operations, Rhyme & Reason Design Heather Daniel / TMP Business Development, Rhyme & Reason Design 9 seconds 8 seconds What does this mean for marketing? Squirrel Engagement is elusive Everyone wants a unicorn Budgets are made from shoestring Womp Womp Fret not. We’re here to help you hack the trends for real life application. Going Viral DEFINITION: Any technique that induces websites or users to pass on a marketing message to other sites or users, creating a potentially exponential growth in the message’s visibility and effect. TREND #1 GOING VIRAL - EXAMPLE 1 Oreo’s You can still dunk in the dark tweet GOING VIRAL - EXAMPLE 2 JJ Watt’s Hurricane Harvey Relief GOING VIRAL - EXAMPLE 3 KFC’s Twitter following of 11 “herbs & spices” GOING VIRAL - EXAMPLE 4 Spotify’s 2018 Goals campaign: BY THE NUMBERS: • Five billion items of content are posted each day on Facebook • 1% of Twitter messages are shared more than seven times • 95% of news people see on Twitter comes directly from its original source or from one degree of separation • Internet popularity is mostly driven by a handful of one- to-one-million blasts not by a million one-to-one shares SOURCE: http://time.com/4672540/go-viral-on-internet/ https://www.forbes.com/sites/robertwynne/2017/07/31/why-its-so-hard-to-go-viral/#348737e60623 Hack it WE ALL CAN’T BE KARDASHIANS… AND THAT’S REALLY OKAY. Social Media Algorithms, they are a-changing • Facebook diminishes posts shown by marketers • Engagement bait tactics are getting the hook PRO TIP: Use your organization’s nimble size to your advantage Experiential Marketing Experiential Marketing DEFINITION: A marketing strategy that directly engages consumers and invites and encourages them to participate in the evolution of a brand or brand experience. -
Gen Z in the Workforce: Nuance and Success
GEN Z IN THE WORKFORCE: NUANCE AND SUCCESS Zachary N. Clark Dr. Kathleen Howley Director of Student Activities & Assessment Deputy Vice Chancellor for Academic & Student Affairs Indiana University of Pennsylvania Pennsylvania State System of Higher Education Overview In this session, you will: Acquire an overview of the different generations of Americans currently serving in the workforce, including Baby Boomers, Generation X, Millennials, and Generation Z. Explore key differences and similarities in these generations across core belief structures, including understandings of society, education, leadership, technology, and more. Identify recommendations and best practices, reinforced with research, to help find success in the multigenerational workplace, including in the first post-educational work experience. Evaluate through deep reflection how participants define student success, while also collaborating with peers to identify ‘one piece of advice’ for trustees and presidents to ensure worthwhile experiences at our universities and to support post-graduation success. Things to Keep in Mind Generational studies are not exact, and have clear limitations. These pieces of information highlight national trends, as shown in sociological and educational research. Not every member of a particular generation of college student will be a cookie-cutter image to their peers. While engaging in discussion today, keep statements broad enough so as to respect the privacy and guard the identities of individuals (students, faculty, staff, administrators, -
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, -
'True Gen': Generation Z and Its Implication for Companies
‘True Gen’: Generation Z and its implications for companies The influence of Gen Z—the first generation of true digital natives—is expanding. Tracy Francis and Fernanda Hoefel NOVEMEBER 2018 • CONSUMER PACKAGED GOODS © FG Trade/Getty Images Long before the term “influencer” was coined, us, Gen Z is “True Gen.” In contrast, the previous young people played that social role by creating generation—the millennials, sometimes called the and interpreting trends. Now a new generation of “me generation”—got its start in an era of economic influencers has come on the scene. Members of prosperity and focuses on the self. Its members Gen Z—loosely, people born from 1995 to 2010— are more idealistic, more confrontational, and less are true digital natives: from earliest youth, they willing to accept diverse points of view. have been exposed to the internet, to social networks, and to mobile systems. That context Such behaviors influence the way Gen Zers view has produced a hypercognitive generation very consumption and their relationships with brands. comfortable with collecting and cross-referencing Companies should be attuned to three implications many sources of information and with integrating for this generation: consumption as access rather virtual and offline experiences. than possession, consumption as an expression of individual identity, and consumption as a matter As global connectivity soars, generational shifts of ethical concern. Coupled with technological could come to play a more important role in setting advances, this generational shift is transforming behavior than socioeconomic differences do. Young the consumer landscape in a way that cuts across people have become a potent influence on people all socioeconomic brackets and extends beyond of all ages and incomes, as well as on the way those Gen Z, permeating the whole demographic pyramid. -
Managing in a Multigenerational Workplace Presenter
Managing in a Multigenerational Workplace Presenter Debbie Jongkind, RD, LDN, CWC, PCC As Vice President of Global Coaching Services at Workplace Options, Debbie Jongkind leads a multigenerational team of health and wellness coaches who deliver services to employees worldwide. Debbie is a registered dietitian and a professional certified coach. She enjoys her role as lead faculty with the Live Well Wellness Global Coach Training Program, where she has the opportunity to develop curriculum and to train and mentor coaches. Learning Objectives • Identify common differences between generations • Determine ways to motivate each generation • Effectively communicate across generations • Create a plan to manage multiple generations successfully Do You Know the Answer? • What does “YOLO” mean? • Name all four Beatles. • On Tinder, what would you do if you really liked someone? • Who can turn the world on with a smile? • What show had the character Aunt Bea? • What is a Periscope? Source: EllenTV.com — “Baby Boomers vs. Millennials” Survey Which generation characterizes you? A. Traditionalists (also called Veterans/Silent) (1900 – 1945) B. Baby Boomers (1946 – 1964) C. Generation X (1965 – 1980) D. Generation Y/Millenials (1981 – 1999) E. Generation Z (also called Gen2020) (after 1997) F. Cusper – a person considered to have been born on a cusp between significant generations Chart Comparing the 5 Generations Traditionalists Boomers Gen X Millennials Gen Z 72+ years 53 – 71 years 37 – 52 years 18 – 36 years 0 – 17 years John Glenn, Oprah Winfrey, -
Structures of the Self: a Study of the Female Life Cycle Through Autobiographies of Representative French Women Authors
Loyola University Chicago Loyola eCommons Dissertations Theses and Dissertations 1987 Structures of the Self: A Study of the Female Life Cycle through Autobiographies of Representative French Women Authors Sonia Aladjem Loyola University Chicago Follow this and additional works at: https://ecommons.luc.edu/luc_diss Part of the Sociology Commons Recommended Citation Aladjem, Sonia, "Structures of the Self: A Study of the Female Life Cycle through Autobiographies of Representative French Women Authors" (1987). Dissertations. 2535. https://ecommons.luc.edu/luc_diss/2535 This Dissertation is brought to you for free and open access by the Theses and Dissertations at Loyola eCommons. It has been accepted for inclusion in Dissertations by an authorized administrator of Loyola eCommons. For more information, please contact [email protected]. This work is licensed under a Creative Commons Attribution-Noncommercial-No Derivative Works 3.0 License. Copyright © 1987 Sonia Aladjem STRUCTURES OF THE SELF: A STUDY OF THE FEMALE LIFE CYCLE THROUGH AUTOBIOGRAPHIES OF REPRESENTATIVE FRENCH WOMEN AUTHORS by Sonia Aladjem A Dissertation Submitted to the Faculty of the Graduate School of Loyola University of Chicago in Partial Fulfillment of the Requirements for the Degree of Doctor of Philosophy October 1987 Copyright by Sonia Aladjem, 1987 All Rights Reserved ACKNOWLEDGMENTS No piece of work is the result of only one person's efforts. It is usually achieved through a combination of hard work and the support, the guidance and the encouragement of others. Or, as sociologists would put it, a dissertation is social. For help in achieving the goal which this dissertation represents, I am specially grateful to the chair of my dissertation committee, Kathleen Mccourt, who believed in the value of my ideas for an interdisciplinary study and encouraged me from the time these ideas crystallized throughout all phases of the research. -
Four Generations Working Together in the Workforce and in Higher Education
East Tennessee State University Digital Commons @ East Tennessee State University Electronic Theses and Dissertations Student Works 5-2011 Four Generations Working Together in the Workforce and in Higher Education. Lisa Anne Speer East Tennessee State University Follow this and additional works at: https://dc.etsu.edu/etd Part of the Educational Sociology Commons Recommended Citation Speer, Lisa Anne, "Four Generations Working Together in the Workforce and in Higher Education." (2011). Electronic Theses and Dissertations. Paper 1244. https://dc.etsu.edu/etd/1244 This Dissertation - Open Access is brought to you for free and open access by the Student Works at Digital Commons @ East Tennessee State University. It has been accepted for inclusion in Electronic Theses and Dissertations by an authorized administrator of Digital Commons @ East Tennessee State University. For more information, please contact [email protected]. Four Generations Working Together in the Workforce and in Higher Education __________________ A dissertation presented to the faculty of the Department of Educational Leadership and Policy Analysis East Tennessee State University In partial fulfillment of the requirements for the degree Doctor of Education __________________ by Lisa Hemmert Speer May 2011 __________________ Dr. Catherine Glascock, Chair Dr. Cecil Blankenship Dr. Louise Mackay Dr. Terrence Tollefson Keywords: baby boomers, diversity, generation X, generation Y, lifelong learning, traditionalists, qualitative research ABSTRACT Four Generations Working Together in the Workforce and in Higher Education by Lisa Hemmert Speer The purpose of this study was to help the reader hear and begin to understand each of the 4 generations, resulting in an awareness of how each generation perceived the world in general, and specifically its perception of work in an academic setting. -
Creating a Workplace That Works for Everyone Practical/Legal Solutions for Attracting and Retaining Inclusive Workforces
CREATING A WORKPLACE THAT WORKS FOR EVERYONE PRACTICAL/LEGAL SOLUTIONS FOR ATTRACTING AND RETAINING INCLUSIVE WORKFORCES Chris Gantt-Sorenson Perry MacLennan 2019 State SHRM Conference | September 26, 2019 OVERVIEW • Workplace Flexibility • Generational Differences • Marijuana 2 WHY WORKPLACE FLEXIBILITY? • Retaining skilled workers or highly trained workers that are difficult to replace. Economy at full employment – tough to find skilled employees. Millennials like to change jobs and move around. • Recruit a more diverse and inclusive workforce – important particularly to working mothers. • Recruit from a broader variety of talent rather than just those that are able to work your company’s set hours. • Rigid work culture encourages homogeneous workforce • Building loyalty and morale with grateful workforce 3 WHAT FLEXIBILITY? • Different workers need different schedules – Women/ Working parents – Disabled – Employees nearing retirement – succession and reduced schedule – Young Professionals – flex-time or compressed schedule 4 FLEXIBILITY ALREADY LEGALLY REQUIRED IN THESE INSTANCES… • FMLA – Reduced Schedule / Alternative Position – Leave • ADA – Reasonable accommodation could be Flex time, Time away, Alternative employment position • Worker’s Compensation – Light Duty / Alternative employment • Pregnancy / Nursing Mother – Lactation/ Nursing Mother – Numerous Accommodations • So why not make it available to everyone and reduce administrative efforts? 5 SOLUTIONS / IDEAS • Variable work schedules • Part-Time • Telecommuniting/Working