The “GI” Generation
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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 . -
Intergenerational Fairness
House of Commons Work and Pensions Committee Intergenerational fairness Third Report of Session 2016–17 HC 59 House of Commons Work and Pensions Committee Intergenerational fairness Third Report of Session 2016–17 Report, together with formal minutes relating to the report Ordered by the House of Commons to be printed 2 November 2016 HC 59 Published on 6 November 2016 by authority of the House of Commons Work and Pensions Committee The Work and Pensions Committee is appointed by the House of Commons to examine the expenditure, administration, and policy of the Office of the Department for Work and Pensions and its associated public bodies. Current membership Frank Field MP (Labour, Birkenhead) (Chair) Heidi Allen MP (Conservative, South Cambridgeshire) Mhairi Black MP (Scottish National Party, Paisley and Renfrewshire South) Ms Karen Buck MP (Labour, Westminster North) James Cartlidge MP (Conservative, South Suffolk) Neil Coyle MP (Labour, Bermondsey and Old Southwark) John Glen MP (Conservative, Salisbury) Richard Graham MP (Conservative, Gloucester) Luke Hall MP (Conservative, Thornbury and Yate) Steve McCabe MP (Labour, Birmingham, Selly Oak) Craig Mackinlay MP (Conservative, South Thanet) Powers The Committee is one of the departmental select committees, the powers of which are set out in House of Commons Standing Orders, principally in SO No 152. These are available on the internet via www.parliament.uk. Publication Committee reports are published on the publications page of the Committee’s website and in print by Order of the House. Evidence relating to this report is published on the inquiry page of the Committee’s website. Committee staff The current staff of the Committee are Adam Mellows-Facer (Clerk), Margaret McKinnon (Second Clerk), Ian Hart (Committee Specialist), Libby McEnhill (Committee Specialist), Rod McInnes (Committee Specialist), Alison Pickard (Senior Committee Assistant), and Jessica Bridges-Palmer (Media Officer). -
Citizen First, Designer Second Pdf, Epub, Ebook
CITIZEN FIRST, DESIGNER SECOND PDF, EPUB, EBOOK Rejane Dal Bello | 216 pages | 10 Dec 2020 | Counter-Print | 9781838186500 | English | Bletchingley, United Kingdom Citizen First, Designer Second PDF Book Rewards Redemption Businesses in the Accelerated Rewards Tier may redeem points for i cash back to a First Citizens checking or savings account or credit card statement credits, ii credit towards a First Citizens personal loan or mortgage principal, iii Pay Me Back statement credits, iv travel rewards, including airline tickets, hotel, car rentals, cruises and tours, v retail gift cards and certificates and vi merchandise and vii donations. A similar argument is that experience with capitalism promotes democratization as economic freedom creates pressures for political freedom. Reward dollars expiring during the year will be cleared from your Program Account on the last day of the month in which they expire. External Websites. The discounts and offers are friendly as well. Since , the title of "Honored veteran of the factory's work" has been awarded, since "Factory Prize Laureate" and "Honorary Labor Dynasty of the Plant". Yes, there is… By far, the easiest way to get a passport is through ancestry. Earn points by making everyday purchases and pay no annual rewards program fee. For the patriot and lover of our nation's history, get our founding documents framed and in your home. Zlatoust Machine-Building Plant was founded in as an enterprise specializing in the manufacture of small arms. Open a Business Savings account. Reward dollars expiring during the year will be cleared from the Program Account on the last day of the month in which they expire. -
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. -
Fiscal Policy Issues in the Aging Societies
Public Disclosure Authorized DISCUSSION PAPER MFM Global Practice Public Disclosure Authorized No. 1 March 2015 Zeljko Bogetic Harun Onder Public Disclosure Authorized Anil Onal Emilia Skrok Anita Schwartz Hernan Winkler Public Disclosure Authorized MFM DISCUSSION PAPER NO. 1 Abstract Aging may be one of the most far-reaching processes defining the economic, fiscal, and social changes societies are likely to experience over the next 40 years. The demographic consequences of aging will have a dramatic impact on labor markets, economic growth, social structures—and government budgets. These issues have gained urgency after the second largest global recession in the past 100 years. Based on a broad comparative analysis of countries that include the EU and non-EU European and Central Asian countries, as well as several case studies and model simulations, the paper seeks to provide broad answers—tailored in part to distinct groups of countries according to their aging-fiscal profiles–– to major questions facing governments’ budgets in aging societies: What are the fiscal-aging profiles of Western European, emerging European, and Central Asian countries? In other words, how good or bad is their fiscal situation—“initial conditions”—in view of their emerging aging-related problems? What kind of public spending pressures are likely to emerge in the coming decades, and what will be their relative importance? How do countries compare in terms of the possible impacts of aging on growth and long-term debt sustainability? What can be learned from -
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. -
The Silent Generation
The Silent Generation By Sean Bock and Fletcher Wilson Definition ● This generation started in the mid 1920s, and ended in the 1940s. It was characterized by their immense focus on work rather than activism. While there were civil rights leaders, the members of the silent generation were largely focused on the economy and work. Population ● In December, 2015 there was approximately 28.32 million people born in the silent generation that were still alive ● Today they’re from 72-92 years of age Historical Events ● The Great Depression ○ The immense hardships this generation grew up in created a hardworking group who were very motivated to succeed ● World War Two ○ This immense violence made the veterans of the war focused on family life, which resulted in the creation of a very large families, and the massive Baby Boomer generation Political Views ● In the 2012 election most people in the silent generation were conservatives and leaned right ● They don’t have much trust in the government ● There is a slight difference, but more of the silent generation believe immigration is a problem. ● Out of the 5 generations, they believe the least in same sex marriage. Work Force ● This generation grew up in the Great Depression and the recover from it, making them a very hard working labor force ● The current median household income for the Silent Generation is $40,378 ● However the work force size is beginning to decrease as this generation is retiring ● Child labor Marriage ● Over half the population in the Silent Generation were/are married Women in the work force ● This generation has the lowest level of female employment, around 88% ● During this time period women were not generally supposed to maintain jobs, although some did during World War Two, when the male workforce was diminished in size ● This number is currently higher now than when they were younger, as retirement becomes more common Entertainment ● There were many movies that inspired them (ex. -
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 -
Generational Accounts and Generational Balance
GENERATIONAL ACCOUNTS AND GENERATIONAL BALANCE GENERATIONAL ACCOUNTS AND GENERATIONAL BALANCE: AN ASSESSMENT PETER DIAMOND * Abstract - Generational accounting is accounting as part of normative presented by Auerbach, Gokhale, and consideration of government activity. A Kotlikoff for normative consideration of second strand is the use of generational government and positive analysis of accounting in a positive theory of individuals. Generational balance is individual behavior. A third strand is the presented as a normative criterion and a presentation of generational balance as useful target for political economy. This both a normative criterion and a useful assessment distinguishes cost and utility target for political economy. Relative to bases for such calculations and concludes all of these is also an attack on the that the cost basis is interesting and conventional deficit (in its standard more useful—easier to get straight variations) as a useful tool for economic conceptually and consistent with a analysis. In this assessment, I draw on residual calculation of the impact on the previous reviews by Baker (1995), future generations. Generational Cutler (1993) and Haveman (1994). balance as currently calculated does not seem good by itself for identifying either equitable policies or good ones. THREE PARALLELS It is useful to start with calculations that bear some partial resemblance to gener- ational accounts and that have some familiarity. The three to be discussed are INTRODUCTION the projections for Old-Age, Survivors, The development of generational and Disability Insurance (OASDI) and accounting in the joint and separate Medicare, the calculations of the writings of Auerbach, Gokhale, and incidence of taxes, and the calculations Kotlikoff (for example, 1991, 1994, of federal government impact by state. -
Millennials on Millennials” Shopping Insights Report
FALL 2018 MILLENNIALS ON MILLENNIALS U.S. SHOPPING INSIGHTS IN A NEW ERA Copyright © 2018 The Nielsen Company (US), LLC. WELCOME The fast-moving consumer goods (FMCG) market is facing a variety of growth challenges. As large consumer segments age, a new group is GATES HELMS gaining relevance. SENIOR ANALYST Making up 26% of U.S. shopping households, Millennials are the future front-runners in generational spending power. As Millennials, we are the most diverse generational segment to date from an ethnic and racial perspective, and as a result, our perspectives about consumer spending, shopping channels, information transparency, social responsibility and health consciousness are as unique as NICHOLAS KAUFMAN we are individually. SENIOR ANALYST Generalizing and trending the variety of perspectives and life stages present among Millennials can be a challenging task for FMCG companies. As a part of this dynamic generation, we feel uniquely positioned to analyze the data and provide insight into the distinct consumer behaviors of U.S. Millennials. NEERAL MEHTA Focusing on data-driven insights and adding in personal perspectives provides a necessary rich comprehension that can influence the decisions ANALYST of advertisers, manufacturers and retailers. This report provides FMCG organizations with critical knowledge they need as they compete for our attention and our dollars. Within this report, generations are defined as follows: • Greatest Generation: born before 1946 • Baby Boomers: born between 1946 and 1964 NATASHA SAYLOR • Generation X: born between 1965 and 1976 CLIENT MANAGER • Millennials: born between 1977 and 1995, or consumers under 35 as of 2017. This is different from the Millennials on Millennials report on TV and digital news consumption, which categorizes Millennials as 21-37. -
Handbook of Research on Overcoming Digital Divides: Constructing an Equitable and Competitive Information Society
Handbook of Research on Overcoming Digital Divides: Constructing an Equitable and Competitive Information Society Enrico Ferro Istituto Superiore Mario Boella (ISMB), Italy Yogesh Kumar Dwivedi Swansea University, UK J. Ramon Gil-Garcia Centro de Investigación Docencia Económicas, Mexico Michael D. Williams Swansea University, UK Volume I INFORMATION SCIENCE REFERENCE Hershey • New York Director of Editorial Content: Kristin Klinger Senior Managing Editor: Jamie Snavely Assistant Managing Editor: Michael Brehm Publishing Assistant: Sean Woznicki Typesetter: Kurt Smith, Sean Woznicki Cover Design: Lisa Tosheff Printed at: Yurchak Printing Inc. Published in the United States of America by Information Science Reference (an imprint of IGI Global) 701 E. Chocolate Avenue Hershey PA 17033 Tel: 717-533-8845 Fax: 717-533-8661 E-mail: [email protected] Web site: http://www.igi-global.com/reference Copyright © 2010 by IGI Global. All rights reserved. No part of this publication may be reproduced, stored or distributed in any form or by any means, electronic or mechanical, including photocopying, without written permission from the publisher. Product or company names used in this set are for identification purposes only. Inclusion of the names of the products or companies does not indicate a claim of ownership by IGI Global of the trademark or registered trademark. Library of Congress Cataloging-in-Publication Data Handbook of research on overcoming digital divides : constructing an equitable and competitive information society / Enrico Ferro ... [et al.], editors. p. cm. Includes bibliographical references and index. Summary: "This book presents a comprehensive, integrative, and global view of what has been called the digital divide"-- Provided by publisher.