A Generational Perspective on the Development of the Political History of Modern Iran
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How Generations Feel When Brands Take a Stand
How Generations Feel When Brands Take a Stand ©Copyright 2018 Quester The Set-Up Quester is in the process of conducting a new joint project with 747 Insights and Collaborata: GENERATION NATION 2019: Defining America’s Gen Z, Millennials, Generation X and Boomers This study provides a comparison of attitudes and behaviors across these four cohorts, to expand upon current intelligence and cut to the core of what it means to be an American in 2019. Aided by technology, media, politics, and more, we can see Generational values shifting at a faster pace than we’ve ever seen before. One of the discussion areas centered around perceptions of whether brands should take a stand on social and political issues … So Let’s Recap Generation Nation - Should Brands Take a Stand? GEN Z MILLENNIALS They probably shouldn’t. It depends. It could cause tension, and employees may not Maybe … if it’s not too agree. extreme But it could be okay if it’s not offensive and they really believe in it. GEN X BOOMERS It’s not really my It’s their right, but they business – they can if might lose business. they want to. They probably shouldn’t do it. Unless But it’s probably not for it’s something really the right reasons. non-controversial. Generation Nation Brand Completion So we asked all of those questions about general brand perspective and Brand thoughts! finished all of the discussions. The Best Laid Plans … And then— one week later … The Reaction So we went back in and talked to about 100 people in each generation. -
A Concept Analysis of Digital Citizenship for Democratic
Theory & Research in Social Education,00:1–43,2016 Copyright © College and University Faculty Assembly of National Council for the Social Studies ISSN 0093-3104 print / 2163-1654 online DOI: 10.1080/00933104.2016.1210549 AConceptAnalysisofDigitalCitizenship for Democratic Citizenship Education in the Internet Age Moonsun Choi The Ohio State University Abstract: Despite the importance of promoting socially responsible citizenship in the Internet age, there is a paucity of research on how digital citizenship or digital citizens might be defined and/or investigated. This study found 4 major categories that construct digital citizenship: Ethics, Media and Information Literacy, Participation/Engagement, and Critical Resistance. Based on these comprehensive and interconnected categories of digital citizenship, the author argues that digital citizenship needs to be understood as a multidimensional and complex concept in connection with an interrelated but non-linear relationship with offline (place-based) civic lives. Keywords: concept analysis, critical resistance, digital citizenship, digital ethics, media and information literacy, participation/engagement Iimagineonecouldsay:“Whydon’tyouleavemealone?!Iwantno part of your Internet, of your technological civilization, of your network society! I just want to live my life!” Well, if this is your position, I have bad news for you. If you do not care about the networks, the networks will care about you, anyway. For as long as you want to live in society, at this time and in this place, you will have to deal with the network society. Because we live in the Internet Galaxy. (Castells, 2001,p.282) Correspondence should be sent to Moonsun Choi, Center on Education and Training for Employment, The Ohio State University, 1900 Kenny Road, Columbus, OH 43210. -
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 . -
What Makes a Leader Effective? U.S. Boomers, Xers, and Millennials Weigh In
WHITE PAPER - News and Insight for Learning, Development and HR Leaders What Makes a Leader Effective? U.S. Boomers, Xers, and Millennials Weigh In By Jennifer J. Deal, Sarah Stawiski, William A. Gentry, and Kristin L. Cullen Contents Introduction 3 Generational Cohorts 4 Survey Results: 5 What Makes a Leader Effective? Developing Leaders for All Generations 11 Conclusion 12 About the Research 13 Endnotes 13 About the Authors 14 Introduction Conventional wisdom suggests Generations at Work in the USA that Baby Boomers, Gen Xers, and Millennials in the United States are Most of the workforce in the U.S. is made up of three fundamentally different from one generations: Baby Boomers (born 1946 to 1963), Gen Xers another. And certainly there are (born 1964 to 1979), and Millennials (born after 1980).1,2,3 real differences—including the The post-war generation was called the Baby Boom way we dress, the way we consume because of the rapid increase in birth rate at the end of information, the music we listen World War II. Baby Boomers weren’t born when WWII to, and ideas about appropriate ended, but experienced post-war prosperity that resulted personal behavior. in middle-class Americans having access to utilities such Many organizational leaders are as central heating, running hot water, household anticipating a substantial upheaval appliances, televisions, and automobiles. Though during in work culture and expectations as their youth Baby Boomers were thought of as being more Millennials enter the workforce anti-authority,4 currently they are typically characterized and more Baby Boomers retire. But as materialistic workaholics who are at the top of the will there need to be wholesale authority structure, and are focused on their own personal changes in how leaders need to fulfillment, acquisition of things, status, and authority.5,6,7 behave to be effective? Generation X is the cohort born in the U.S. -
Communication Disconnect: Generational Stereotypes Between
View metadata, citation and similar papers at core.ac.uk brought to you by CORE provided by Liberty University Digital Commons Communication Disconnect: Generational Stereotypes between Generation X/Y and Baby Boomers in American and Chinese Organizational Communication _____________________________ Presented to the Faculty of Liberty University School of Communication _____________________________________________ In Partial Fulfillment Of the Requirements for the Master of Arts In Communication Studies by Yuxiang Du April 2011 Running head: COMMUNICATION DISCONNET ii Thesis Committee _________________________________________________ Faith E. Mullen, Ph.D., Chair Date _________________________________________________ William L. Mullen, Ph.D., Date _________________________________________________ Cecil V. Kramer, Jr., D. Min. Date Running head: COMMUNICATION DISCONNET iii This thesis is dedicated to My mother, Fanghua Zhang, who taught me everything about love My sister and her husband, Yuyan and David Moore, who showed me how to live a life Huanghuang, my love of seven years and counting Running head: COMMUNICATION DISCONNET iv Abstract This research explores organizational communication between Generation X/Y and the Baby Boomers within the American and Chinese groups using social identity theory. Twenty participants were interviewed about their opinions on this issue. Thematic analysis was used to examine themes in the responses. The themes were organized into six categories: outlining Generation X/Y, outlining Baby Boomers, generational communication, generational stereotypes, cultural influences, and favorable solutions. Two referent elements were used through the whole discussion, social identity and cultural characteristics. The study revealed a strong social identity with all the four generational groups, difficulties in communication and stereotypes because of the identities. Collectivistic elements such as respect, care, harmony, conflict avoidance were spotted from the responses of the Chinese participants. -
Life As a Baby Boomer
Chapter 6 Life as a Baby Boomer Red Diaper Baby At the outset of the classic 60’s film Yellow Submarine, a cartoon Ringo Starr, heads down, hands in his pockets, walking across the screen muttering over and over to himself in a sad resigned voice nothing ever happens to me … nothing ever happens to me… That was me. At least it was a part of me that I was conscious of and I distinctly remember it even now, many years since. It was before the Beatles, including Ringo, the 1950’s had ended and the sixties had literally begun, 1960, 1961,1962, and I and was getting impatient to get on with it, go to high school. The huge fins growing out of ever-longer and longer automobiles were becoming passé, and the custom of buying a brand-new car every single year, trading in of course the old one, was being replaced by an exodus to the suburbs where cars properly belonged. A decade before, the automobile had already pushed out the trolleys in Newark, where I grew up, so that I only knew their obsolete tracks, the way our 1952 green Desoto skidded when we drove on Clinton Avenue. I was born in 1949 the quintessential early baby boomer, now entering the early years of the baby boomers’ grand entry into Medicare and Social Security. It will go on for the next several decades until there are no more to enter, no one left alive born before 1965. One of my first memories is sitting in front of a TV at a neighbor’s house, the one on my block among the first to buy a TV set, it being heavily marketed immediately in the New York area. -
PATTERNS of DISCONTENT: WILL HISTORY REPEAT in IRAN? by Michael Rubin and Patrick Clawson *
PATTERNS OF DISCONTENT: WILL HISTORY REPEAT IN IRAN? By Michael Rubin and Patrick Clawson * While international attention is focused on Iran’s nuclear program and President Mahmoud Ahmadinejad’s bombast, Iranian society itself is facing turbulent times. Increasingly, patterns are re-emerging that mirror events in the years before the Islamic revolution. These include political disillusionment, domestic protest, government failure to match public expectations of economic success, and labor unrest. Nevertheless, the Islamic regime has learned the lessons of the past and is determined not to repeat them, even as political discord crescendos. This essay is derived from the authors’ recent book, Eternal Iran: Continuity and Chaos (Palgrave-Macmillan, 2005). Mahmud Ahmadinejad’s victory in Iran’s Ahmadinejad’s 2003 election as mayor of 2005 Presidential elections shocked both Tehran. Iranians and the West. “Winner in Iran calls The election of Ahmadinejad was only the for Unity; Reformists Reel,” headlined The latest in a series of surprises that Iran has New York Times.1 Most Western produced in recent decades. Indeed, a review governments assumed that former President of Iran's history over the last thirty years and Expediency Council chairman Ali Akbar suggests that Iran excels at surprising its own Hashemi Rafsanjani would win. 2 Many people and the world. This does not mean academics also were surprised. Few paid any that history will be repeated. But it is worth heed to the former blacksmith’s son who rose bearing in mind that nearly three decades to become mayor of Tehran. Brown after the shah's grip on power began to falter, University anthropologist William O. -
The Generation Gap: a Comparison of the Negative Portrayals of Hippies and Generation Xers
University of Northern Iowa UNI ScholarWorks Presidential Scholars Theses (1990 – 2006) Honors Program 1995 The generation gap: A comparison of the negative portrayals of hippies and Generation Xers Greg Becker University of Northern Iowa Let us know how access to this document benefits ouy Copyright ©1995 Greg Becker Follow this and additional works at: https://scholarworks.uni.edu/pst Part of the History Commons Recommended Citation Becker, Greg, "The generation gap: A comparison of the negative portrayals of hippies and Generation Xers" (1995). Presidential Scholars Theses (1990 – 2006). 39. https://scholarworks.uni.edu/pst/39 This Open Access Presidential Scholars Thesis is brought to you for free and open access by the Honors Program at UNI ScholarWorks. It has been accepted for inclusion in Presidential Scholars Theses (1990 – 2006) by an authorized administrator of UNI ScholarWorks. For more information, please contact [email protected]. The Generation Gap: A comparison of the negative portrayals of Hippies and Generation Xers Presented by: Greg Becker March 15, 1995 Presidential Scholars Senior Project Generation Gap 1 ABSTRACT The term "generation gap" is usually used to describe a situation in which a division develops between generations. The tension results from one generation, usually the younger generation, possessing a set of values and beliefs that are consistently different from the values and beliefs of another generation, usually the older generation. A comparison of newspaper articles concerning both Hippies and Generation Xers was conducted to illustrate the contention that generational conflict occurs in a cyclical pattern with each successive generation. The older generation usually portrays the younger generation in a negative manner. -
When Generations Collide
When Generations Collide By Dennis Doverspike and Alison O’Malley I’m not tryin’ to cause a big sensation, I’m just talkin’ ‘bout My Generation (from The Who’s My Generation, written by Peter Townshend, copyright 1965 Fabulous Music) Acknowledgements of the existence of a “generation gap” (i.e. a difference in attitudes or values between generations) appear to be as old as oral history. Many Roman and Greek myths rely upon the concept of titanic struggles between parents and their children. In the United States during the 1960s, the concept of a generation gap was often used to explain a variety of intergenerational conflicts. So, the image of generations—as many as four possible generations—competing in the workplace in the 2000s is one that has attracted both popular and scientific interest. It has led to dramatic statements, which lead to accompanying vivid images of the generations colliding or clashing in a battle for dominance of the workplace. Dramatic imagery aside, the prevailing argument has been that managers in organizations, including human resource managers, must find ways to deal with this diversity of generational cultures. In theory, human resource managers and others can deal with this generational diversity by 1) understanding the differences between generations and then 2) crafting various strategies based upon the identified differences for responding to the needs and values of the different generations. Of course, this also means dealing with the conflicting demands of the generations. This article presents two competing theories regarding generational differences. The first theory, generational cultures, holds that historical events shape the unique culture of a generation. -
The Millennial Generation: Common Experience Guiding Them Into
2 Abstract The Millennial Generation, those born from 1980-2000, see the world from a different viewpoint. This distinctive cohort has structured their lives in a different manner than preceding generations. The introduction and influence of social, political, and technological changes over the past few decades have structured Millennials’ unique and sometimes unclear characteristics and behaviors. Dividing and defining people by their birth years can seem like a subjective generalization. However, Howe and Strauss (2000) argue that shared experiences during formative years within a cohort result in a distinctive generational bond resulting in common attitudes and behaviors. Millennials have been labeled as one of the most overprotected and enabled generations in history, and mentors are uncertain how to beneficially nurture this generation as they transition into adulthood (Lykins & Pace, 2013: Twenge et al.). Generations are shaped by the dynamic interplay of history and popular culture, which can form a lens for understanding a generation’s collective nature (Mannheim, 1928). To determine what the future holds for the Millennial Generation as they transition into adulthood, one should closely examine their formative experiences and construct a socio-psychological portrait (Ng, Schweitzer, & Lyons, 2010). By clarifying the process that formed their adulthood, we gain a clearer understanding of what it means to them to be an emerging adult in the Millennial generation. The purpose of this qualitative study was to explore the Millennial Generation’s perceptions of how their formative experiences have affected their transition into adulthood. It was my intention through this phenomenological study to view the Millennial Generation’s 3 common formative experiences through the lens of the Theory of Generations, Theory of the Emergent Adult, and the Gestalt Theory and link their unresolved familiarities to their current behaviors and mindset as they emerge into adulthood. -
How Generation Z Influences Multi-Generational
HOW GENERATION Z INFLUENCES MULTI-GENERATIONAL PROJECT TEAM DYNAMICS AND ENGAGEMENT by Karah Sprouse _______________________ Dissertation Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration ______________________ Liberty University, School of Business May 2021 ii Abstract This research study sought to explore and provide deeper understanding of how Generation Z, the newest, youngest workforce generation, is influencing intergenerational project team dynamics and is best engaged toward successful performance. To provide insight to this inquiry and fill an existing gap in the academic and professional literature surrounding Generation Z, a qualitative, single-site case study research method and design was selected. Accordingly, the researcher conducted interviews containing semi-structured, open-ended questions based on the literature’s prevailing components of team dynamics and engagement with seven Generation Z project professionals and ten project professionals representing older generations who currently serve on teams with Generation Z members at a global technology organization located in the southeastern United States. Together these 17 project team professionals provided a holistic, insightful account of how this youngest generation of professionals is impacting intergenerational project team dynamics and is best motivated and engaged. Accordingly, participant interview responses revealed 11 salient themes that provided deeper understanding of the business problem guiding this inquiry. Findings are particularly applicable to the field of project management, which is heavily comprised of project teams working together to accomplish strategic deliverables for business organizations and their customers. Furthermore, these findings help provide insight to strategic business organizations and leaders to effectively develop this next generation of professionals as they increasingly represent their employee population. -
Testing the Measurement Invariance of Data from the Utrecht Work
University of Texas at Tyler Scholar Works at UT Tyler Human Resource Development Theses and Human Resource Development Dissertations Fall 12-11-2017 TESTING THE MEASUREMENT INVARIANCE OF DATA FROM THE UTRECHT WORK ENGAGEMENT SCALE BY GENERATIONAL COHORT FOR EMPLOYEES IN THE LEISURE AND HOSPITALITY INDUSTRY Greggory Keiffer University of Texas at Tyler Follow this and additional works at: https://scholarworks.uttyler.edu/hrd_grad Part of the Hospitality Administration and Management Commons, Human Resources Management Commons, and the Management Sciences and Quantitative Methods Commons Recommended Citation Keiffer, Greggory, "TESTING THE MEASUREMENT INVARIANCE OF DATA FROM THE UTRECHT WORK ENGAGEMENT SCALE BY GENERATIONAL COHORT FOR EMPLOYEES IN THE LEISURE AND HOSPITALITY INDUSTRY" (2017). Human Resource Development Theses and Dissertations. Paper 24. http://hdl.handle.net/10950/624 This Dissertation is brought to you for free and open access by the Human Resource Development at Scholar Works at UT Tyler. It has been accepted for inclusion in Human Resource Development Theses and Dissertations by an authorized administrator of Scholar Works at UT Tyler. For more information, please contact [email protected]. TESTING THE MEASUREMENT INVARIANCE OF DATA FROM THE UTRECHT WORK ENGAGEMENT SCALE BY GENERATIONAL COHORT FOR EMPLOYEES IN THE LEISURE AND HOSPITALITY INDUSTRY by GREGGORY LEE KEIFFER A dissertation proposal submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy Department of Human Resource Development Kim Nimon, Ph.D., Committee Chair College of Business and Technology The University of Texas at Tyler November 2017 The University of Texas at Tyler Tyler, Texas This is to certify that the Doctoral Dissertation of GREGGORY LEE KEIFFER has been approved for the dissertation requirement on November 16, 2017 for the Doctor of Philosophy degree © Copyright 2017 by Greggory Lee Keiffer All rights reserved.