Advances In Management Vol. 9 (5) May (2016)
1
Generation Gaps: Changes in the Workplace due to
Differing Generational Values
Carbary Kelly, Fredericks Elizabeth, Mishra Bharat and Mishra Jitendra*
Management Department, Grand Valley State University, 50 Front Ave, SW Grand Rapids Michigan 49504-6424, USA
*[email protected]
Abstract
The purpose of this study is to discuss the
generational gaps that are found in the workplace
today. With multiple generations working together,
and the oldest generation having to work longer and
retire later, generational changes are occurring in the
workplace and for management. There is a lack of
communication and understanding between the
different generations caused through differing values
and goals. Younger generations are also entering
different fields than those that were popular for older
generations. There is a serious new problem in the
workplace, and it has nothing to do with downsizing,
global competition, pointy-haired bosses, stress or
greed. Instead, it is the problem of distinct
generations — the Veterans, the Baby Boomers, Gen
X and Gen Y — working together and often colliding
as their paths cross.
Individuals with different values, different ideas,
different ways of getting things done and different
ways of communicating in the workplace have always
existed. So, why is this becoming a problem now? At
work, generation differences can affect everything
including recruiting, building teams, dealing with
change, motivating, managing, and maintaining and
increasing productivity All of these ideas are
explored, discussed, and evaluated, through looking
at current research on the topic and case studies that
have been conducted not only in the United States but
around the world.
Keywords: Generation gap, workplace, values.
Introduction
Throughout the years, as the population has continued to
both grow and age, it has caused generational changes to
take place in the various aspects of life. With the changes in
the demographics of the world’s population, there have also
been changes in how each group thinks and what they
value. This not only affects the way people behave in their
personal lives, but it also affects the workplace. As
generational changes occur in the workplace, a lack of
communication has caused adisconnect to occur between
the values and goals present among the different age groups
along with newer generations choosing different career
paths.
* Author for Correspondence
In order to understand where these differences stem from,
you need to analyze how each generation is different when
it comes to their beliefs and values. So, it is best to identify
the different groups present in workplace which range from
those born in 1922 to those born in the early 1990’s.
Moving chronologically, the fi.
Generational values in organizationa behaviorMilton Kumar
Generational values in Organizational behavior, Different generations like Traditional, baby boomers, generation X, generation Y, Similarities and dissimilarities of different generational values.
Running head POLICE ETHICS2POLICE ETHICSAbstract (summary).docxcharisellington63520
Running head: POLICE ETHICS
2
POLICE ETHICS
Abstract (summary)
The full text may take 40-60 seconds to translate; larger documents may take longer.
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Obedience, loyalty and seniority may mean something entirely different to Gen Y. Those now in leadership positions can either chafe at the differences, or use the tenets of Emotional Intelligence to meet the needs and desires of this youngest generation. During Sheriff Baca's speech, he used several demonstrated EI leadership styles to emotionally connect with his new deputies and their families: * Visionary: self-confidence; change catalyst; mobilize others to follow a vision * Democratic: team leadership; communication; build commitment through participation * Coaching: emotional self-awareness; builds strengths for the future The Sheriff was fully aware that the young officers he was addressing were not of his generation, but a unique generation. Providing the tools for the Y Generation employee's success in the organization will help ensure additional interest and careers in law enforcement by creating a working environment where mentors (coaching) are honest and clear, stating what specific behaviors are expected and why they are good or bad.
THEY'RE HERE! The face of law enforcement is going to change and be quite different than what we know today. This will be largely due to the influx of the "Y Generation". What does this mean for the profession of law enforcement, which is a traditionally administered in a para-military manner? Policing usually defers decisionmaking to those of higher rank in a top-down management style. Given the norms and perspectives of those now entering our agencies, the "usual" way may no longer be enough.
Obedience, loyalty and seniority may mean something entirely different to Gen Y. Those now in leadership positions can either chafe at the differences, or use the tenets of Emotional Intelligence to meet the needs and desires of this youngest generation. Leadership through Emotional Intelligence 'EI' will be what matters; open communication, teamwork and input from each member of the team may become the hallmark of those organizations that will succeed in the coming decade.
Generation Y
Those entering our workforce are substantially different than those now in charge. Baby Boomers, those born 1946 to 1964, are generally characterized by long work hours, sacrificing family time, and tending to stay with one company or organization for the span of their careers (Gamel, 2001). Generation Y considers work important, but prefers to balance work with personal and family time. They also express a need to be valued for doing the job and can be expected to change jobs numerous times looking for the right fit if not engaged (Gamel, 2001).
According to Cara Spiro in "Workplace Transformation" those now entering the workplace share "...optimism, education, collaborative ability, and open-mindedness." She says the "Y Generation are the hottest commodities on the .
Generational values in organizationa behaviorMilton Kumar
Generational values in Organizational behavior, Different generations like Traditional, baby boomers, generation X, generation Y, Similarities and dissimilarities of different generational values.
Running head POLICE ETHICS2POLICE ETHICSAbstract (summary).docxcharisellington63520
Running head: POLICE ETHICS
2
POLICE ETHICS
Abstract (summary)
The full text may take 40-60 seconds to translate; larger documents may take longer.
Cancel
Obedience, loyalty and seniority may mean something entirely different to Gen Y. Those now in leadership positions can either chafe at the differences, or use the tenets of Emotional Intelligence to meet the needs and desires of this youngest generation. During Sheriff Baca's speech, he used several demonstrated EI leadership styles to emotionally connect with his new deputies and their families: * Visionary: self-confidence; change catalyst; mobilize others to follow a vision * Democratic: team leadership; communication; build commitment through participation * Coaching: emotional self-awareness; builds strengths for the future The Sheriff was fully aware that the young officers he was addressing were not of his generation, but a unique generation. Providing the tools for the Y Generation employee's success in the organization will help ensure additional interest and careers in law enforcement by creating a working environment where mentors (coaching) are honest and clear, stating what specific behaviors are expected and why they are good or bad.
THEY'RE HERE! The face of law enforcement is going to change and be quite different than what we know today. This will be largely due to the influx of the "Y Generation". What does this mean for the profession of law enforcement, which is a traditionally administered in a para-military manner? Policing usually defers decisionmaking to those of higher rank in a top-down management style. Given the norms and perspectives of those now entering our agencies, the "usual" way may no longer be enough.
Obedience, loyalty and seniority may mean something entirely different to Gen Y. Those now in leadership positions can either chafe at the differences, or use the tenets of Emotional Intelligence to meet the needs and desires of this youngest generation. Leadership through Emotional Intelligence 'EI' will be what matters; open communication, teamwork and input from each member of the team may become the hallmark of those organizations that will succeed in the coming decade.
Generation Y
Those entering our workforce are substantially different than those now in charge. Baby Boomers, those born 1946 to 1964, are generally characterized by long work hours, sacrificing family time, and tending to stay with one company or organization for the span of their careers (Gamel, 2001). Generation Y considers work important, but prefers to balance work with personal and family time. They also express a need to be valued for doing the job and can be expected to change jobs numerous times looking for the right fit if not engaged (Gamel, 2001).
According to Cara Spiro in "Workplace Transformation" those now entering the workplace share "...optimism, education, collaborative ability, and open-mindedness." She says the "Y Generation are the hottest commodities on the .
IN THIS SUMMARY
A few years ago, Chip Espinoza, Mick Ukleja, and Craig Rusch began to notice a growing frustration among managers and business leaders trying to integrate younger workers into their organizations. Three generations of workers (Builders, Baby Boomers, and Generation X) have been occupying the work force and keeping the status quo for well over a decade. But recently, tension in the workplace has been brewing between the new workers entering the workforce, the Millennials, and the other age groups. Espinoza, Ukleja, and Rusch conducted a two-year study, interviewing hundreds of managers and employees in a variety of work environments. In Managing the Millennials, they illustrate nine points of tension which result from the clashing value systems of the different generations of workers, and nine corresponding competencies required for managers to successfully turn these points of tension into points of connection.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/managing-millennials
Millenials
Student’s Name:
Institutional Affiliation:
Date:
Millenials
Abstract
The study reviews an extensive analysis of focus on Millenials generation particularly in America and the correlation it has with the workplace, their desires, relations, communication career choices, and family consideration. The millennials as born between 1980 and mid-2000s make the greatest of American with one-third of the overall American population by 2013.They thus make the significant part of the economy and need to be studied so as to realize the American dream. Being diverse and so much educated and since they come of age at a hard economic time, hence up to date their life is affected by the recession. The lives of the millennials are based on transformation. The largest percent of millennials are White followed by Hispanics, black with few Asians/Pacific Islanders and other. This essay explores the beliefs, contact and other aspects surrounding Millenials.
Introduction
The basic millennials are generations born between years 1980 and 2000. They are believed to be the biggest in population in the United States history. Sadaghiani & Myers (2010), opine that nation of the time. Particular traits related to their birth which came during the time of recession when Great Depression had affected America and there were difficulties in the economic time. According to Sadaghani & Meyer (2010), Millenials are also characterized to be self –centered lack enthusiasm; disloyal and disrespectful .This distinct trait is necessitated by economic, political and social influences. Their unique traits are poised to change the American economy in terms of how the companies transact in business and how companies employ millennials. This reason, therefore, makes companies strategize their operations in relation to dealing with millennials, therefore, leading to a great impact in a change in the economy. Therefore, with the exploration of millennials’ communication values, their expectations, their interaction with co-workers and how their environment impact on millennials, the large part of American culture will have been explored.
Communication
In terms of communication, millennials have particular ways in which they set information to others and families. They communicate too with the workforce, clients, and the bosses in a discrete way. According to Sadaghiani & Myers (2010), communication is factored as a mode of information sharing, decision making, influence, coordination motivation and documentation in work groups and organizations. Effective communication serves to maintain a link within an organization and organized groups. White (2016) states that due to dynamic changes in employee’s millennials continue to comprise a vast majority, therefore, their impact in the organizational mode of communication is more important. Unlike the old-school legacy communications like emails and intranets millennials have shifted o more mobile friendly tools. This has forced o ...
Difference between Baby Boomers, Generation X and Generation Y and their attitude towards work. How to manage Generation X & Y and what to expect from the three generation
My new paper considers the ever changing generational mix in the workplace and how to maximize people development to impact organizational growth in this environment - whatever the generation!
Austin Benn - How to deal with a multi-generational workforceJade Webster
This whitepaper outlines the different working styles of each generation and how to ensure they work effectively together. Austin Benn are a specialist sales and marketing recruitment agency based in London - www.austinbenn.co.uk
AFRICAResearch Paper AssignmentInstructionsOverview.docxSALU18
AFRICA
Research Paper Assignment
Instructions
Overview
In developing your expertise in transnational
organized crime (TOC) you will be writing a series of research papers. All
together the writing contained in all these papers combined would be quite
significant project! You will find that in some modules, the research papers
mimic our readings with respect to subject matter and some modules, the
research papers do not mimic the reading. Again, the goal of these research
papers is to stretch the depth and breadth of your knowledge. You should feel
well prepared to teach a course in TOCs after completing this course. The
research papers and PowerPoints you create could serve as the basis for such
class. Additionally, you will find that this course and the course CJUS701
Comparative Criminal Justice Systems complement each other very well.
Instructions
·
Each
research paper should be a minimum of 6 to 8 pages.
·
The
vast difference in page count is because some countries and/or crime/topics are
quite easy to study and some countries and/or crime/topics have very limited
information.
·
In
some instances, there will be a plethora of information and you must use
skilled writing to maintain proper page count.
·
Please
keep in mind that this is doctoral level analysis and writing – you are to take
the hard-earned road – the road less travelled – the scholarly road in forming
your paper.
·
The
paper must use current APA style, and the page count does not include the title
page, abstract, reference section, or any extra material.
·
The
minimum elements of the paper are listed below.
·
You
must use a
minimum
of 8 recent (some
countries/crimes/topics may have more recent research articles than others),
relevant, and academic (peer review journals preferred and professional
journals allowed if used judiciously) sources, at least 2 sources being the
Holy Bible, and one recent (some countries/crime/topics have more recent than
others) news article. Books may be used
but are considered “additional: sources beyond the stated minimums. You may use
.gov sources as your recent, relevant, and academic sources if the writing is
academic in nature (authored works). You may also use United Nations and
Whitehouse.gov documents as academic documents.
·
Again,
this paper must reflect graduate level research and writing style. If you need to go over the maximum page count
you must obtain professor permission in advance! Please reference the Research
Paper Rubric when creating your research paper.
These are minimum guidelines – you may expand the
topics covered in your papers.
1)
Begin
your paper with a
brief
analysis of the following elements:
a.
Country
analysis
i.
Introduction
to the country
ii.
People
and society of the country
iii.
What
is the basic government structure?
2)
Analyze
the nature of organized crime in the assigned area (you may narrow the scope of
your analysis through your introduction or thesis stat.
Adversarial ProceedingsCritically discuss with your classmates t.docxSALU18
Adversarial Proceedings
Critically discuss with your classmates the claim that adversarial proceedings can be distinguished as relying more on the government’s ability to prove guilt (following specific rules of criminal procedure the defendant’s guilt whereas the inquisitorial process spends more time on investigations to determine if the defendant truly committed the crime).
.
African-American Literature An introduction to major African-Americ.docxSALU18
African-American Literature: An introduction to major African-American writers from the earliest expressions to the present. An examination of the cultural milieu from which the writing arose, the ideological stance of each writer studied, and the styles and structure of the works considered
8 wks
.
African American Women and Healthcare I want to explain how heal.docxSALU18
African American Women and Healthcare
I want to explain how healthcare is perceived in the African American community especially amongst women and if their concerns and apprehension are justified. The paper must include a title page, introduction section, abstract section, literature review section, methods section, results section, discussion section, and a signature page. I will attach some samples that were given to me.
.
Advocacy & Legislation in Early Childhood EducationAdvocacy & Le.docxSALU18
Advocacy & Legislation in Early Childhood Education
Advocacy & Legislation in Early Childhood Education
Advocating for Early Childhood Education
Rasmussen College
COURSE#: EEC 4910
Doreen Anzalone
July 15, 2019
Advocating for Early Childhood Education
· What is advocacy?
Advocacy is how we support our children. We as teachers give advice for our children or we listen. We let the children and families know that we believe in them and we will be there for them. Teachers, admin, staff can advocate for children as long as they are in school. Advocates are also trained people and they are not lawyers. One of their responsibility is to stay up to date with the regulations of the educational laws.
· Why is advocacy important to early childhood education?
Its important to help the families because they might be vulnerable in society. We as teachers need to make sure our children and families are being heard. We as teachers need to make sure their wishes and views are being considered when it’s about their child or family. Its because we are helping the family make life decisions about their children and even their family life. Its also important to make sure we are not judging the family or having or our own personal opinions about what is going on when we are helping advocate for the family, we need to make sure we are stating the facts for the family.
· What is your role as an early childhood educator in making legislative changes?
Our role is to be able to email them or decide how to get a hold of them and let them know our questions, comments or suggestions on things that need to be changed, updated. We need to let them know so we can support our school, children, and families. It is our role as educators to stay aware of the laws. The Federal laws we need to make sure we are aware of the
· Family Education Rights & Poverty Act
· The No Child Left Behind
· Individuals with Disabilities Education Act
With these laws and many more they need to hear from schools in the United States. The federal laws mean we need to address the issues. These issues usually involve infringement of the student’s rights and they are to protect the rights. The state laws depend on the state you are in. The state laws this is where you would go if you have a problem or need to voice about
· Teacher Retirement
· Teacher evaluations
· Charter schools
· State Testing requirements
· The required learning standards
· Much more
Your school board is also a great place to help with policies and regulations and any revisions that need to be done.
· What ethical issues must early childhood education professionals consider related to advocacy and why do those issues exit?
In NAEYC the code of Ethical Conduct and in their it describes how any educator is required to act and what they do and not to do. At times as an educator as staff we tend to do what is the simplest or sometimes, we want to please others but when it comes to this, we must remember to follow our responsi.
Advertising is one of the most common forms of visual persuasion we .docxSALU18
Advertising is one of the most common forms of visual persuasion we encounter in everyday life. The influence of advertising in our society is persuasive and subtle. Part of its power comes from our habit of internalizing the intended messages of words and images without thinking deeply about them. Once we begin decoding the ways in which advertisements are constructed, once we view them critically, we can understand how, or if, they work as arguments. We may then make better decisions about whether to buy products and what factors convinced us or failed to convince us.
What are the different forms of advertising?
Modern media comes in many different formats, including print media (books, magazines, newspapers), television, movies, video games, music, cell phones, various kinds of software, and the Internet. Each type of media involves both content and also a device or object through which that content is delivered.
TEAM TASK:
As a team you are going to Review Chapter 4: Visual Rhetoric: Thinking About Images as Arguments. You will
be assigned a Section of the Chapter (written, visual, unfit, political, caricature, photography-maps graphs charts ) and as a Team you willResearch
the content of that Chapter Area (you will see topic page overlap ) and implement the following:
You will look at and interpret a media campaign or advertisement. Focus on social or ethical aspects * Seek to find one or more of the FALLACY TYPES identified Chapter 9 pages 363- 380. Include this information in your findings. Consider and incorporate as many of the following 16 categories :
The objectives: What role does the ad play in the economy?
The audience: Is it targeted to a group that could be considered vulnerable?
Effectiveness: Does it promote something that is socially desirable?
Role in marketing mix: What role does the ad play in the economy?
Image, product differentiation and branding: Is the ad misleading?
Other promotion factors
The unique selling proposition.
The basis for the appeal(s).
How would you make improvements?
The creative philosophy
The slogan
Secondary or supporting points or claims
The tone or mood and manner: Is the ad misleading?
Type of presenter
The motivational appeal: Does it promote something that is socially desirable?
Executional style
Each TEAM will develop a
15 minute class presentation
about their researched area. You have
options to use
power points, maps, videos, and other resources that will help educate your audience about your research.
Your Presentation should include:
A Power Point, the media piece or some type of visual presentation~~
A Question and Answer {Q & A} & Interactive session, quiz,.
Adult Health 1 Study GuideSensory Unit Chapters 63 & 64.docxSALU18
Adult Health 1 Study Guide
Sensory Unit
Chapters 63 & 64
Remember that assigned textbook readings should be supplemental to reviewing & studying the Powerpoint presentations. Answers to these study guide questions can be obtained from the textbook chapters, Powerpoint presentations, as well as class lectures & in-class activities.
Chapter 63: Assessment & Management of Patients with Eye & Vision Disorders
Conditions to Know
: Glaucoma, Cataracts, Retinal Detachment, Macular Degeneration, Conjunctivitis, Eye trauma
· Know the basic structures & functions of the eye – lens, pupil, iris, cornea, conjunctiva, retina, and sclera
· Questions to ask patients regarding issues with the eyes/vision – Chart 63-1
· Snellen Chart is used to assess visual acuity – 20/20 is considered perfect vision (patient can read line 20 of chart while standing 20 feet away) – this is tested in each eye
1. What are some of the most common causes of blindness?
2. What is responsible for the damage to the optic nerve in patients diagnosed with glaucoma?
3. Glaucoma can lead to what primary complication if not treated properly?
4. What are the differences between open-angle & closed-angle glaucoma?
5. What are the primary signs & symptoms of glaucoma?
6. What are the primary treatment goals for patients with glaucoma?
7. What is the first line treatment of glaucoma? What medication teaching points would you want to include in your patient education?
8. What are some common risk factors for the development of cataracts? See Chart 63-7.
9. What are the primary signs & symptoms of cataracts?
10. The most common treatment for cataracts is outpatient surgery, in which the lens affected by the cataract is replaced with a man-made one. Explain the pre and post-operative nursing management & education that is needed for patients undergoing cataract surgery. See Chart 63-8.
11. Retinal detachment is considered a medical emergency. What happens during retinal detachment?
12. What are some symptoms of retinal detachment?
13. Macular degeneration is the most common cause of vision loss in people > 60 years old. What is macular degeneration?
14. What are some risk factors for dry macular degeneration?
15. What are some signs and symptoms of macular degeneration?
16. Nursing management for patients diagnosed with macular degeneration focus on safety & supportive measures. What are some accommodations we should make or educate patients on regarding how to help improve their vision & ADLs when they have this condition?
17. Conjunctivitis is also called “pink eye”. What are the different types of conjunctivitis and what are some symptoms of this condition? Are any of these types considered contagious?
18. What are some teaching points to include when educating a patient diagnosed with viral conjunctivitis? See Chart 63-11.
19. Explain the emergency nursing treatment needed when a patient presents with eye trauma.
Chapter 64: Assessment & Manag.
Advertising Campaign Management Part 3Jennifer Sundstrom-F.docxSALU18
Advertising Campaign Management
Part 3
Jennifer Sundstrom-Fitzgerald
1
Learning Objectives
Analyze advertising campaign parameters
Identify how a creative brief facilitates effective advertising
Describe the implications of advertising management in the global arena
2
Advertising Campaign Parameters
Advertising goals
Media selection
Tagline
Consistency
Positioning
Campaign duration
Effective advertising campaigns require careful planning and attention to specific parameters including Advertising goals, media selection, tagline, consistency, positioning and campaign duration. We will review each parameter beginning with goals.
3
Advertising Goals
A primary goal of advertising is to build brand awareness among existing and new customers. The creative should inform and persuade them to make purchases and build brand loyalty.
4
Build brand awareness
Inform, persuade, support marketing efforts
Encourage purchase decisions
Building Brand Awareness
Successful brands possess two characteristics. Top-of-mind are brands a consumer mentions first when asked about brands in a particular product category – these are brands in our Evoked Set. Top choice is the brand within a product category that consumers prefer the most. So top choice requires top-of-mind. Brand equity, which is the level of brand strength perceived by consumers, leads to top-of-mind and top choice brands.
This is also applicable on the B2B side when business people are faced with modified rebuy situations. A common dilemma I had was for every Fox Graduation Ceremony, there are three per year, and the need for graduation program booklets. There was a printer who I always wanted to hire because I enjoyed working with them, they always had fair prices and delivered high-quality programs in a timely manner. However, due to non-profit regulations, I had to bid the job to at least three vendors. So my top-of-mind, first choice brand was always included but I had to add two other vendors as well. Tell story about Bill DeVece and misspelled student names and how wonderful he was in fixing these issues.
5
Brand image begins with awareness
Consumers recognize the brand
Brand equity leads to top-of-mind and top choice
B2B important in modified rebuy situations
Building Brand Awareness
Successful brands possess:
Top-of-mind
Top choice
The 10 Most Valuable Brands in the World per 2018 study
Coca Cola brand is a good example of a brand with these characteristics. Here is a recent list of a top 10 most valuable and recognized list of global brands. (click link)
6
Goal to Persuade
Dare to be Devoted Campaign
Every Kiss Begins with Kay Campaign
Another common goal of advertising is to persuade consumers that a particular brand is superior to others and should be their top choice. Both of these brands, owned by the same parent company (Signet), do extensive advertising, but only Kay Jewelers has successfully used the same slogan, “Every Kiss Begins w.
IN THIS SUMMARY
A few years ago, Chip Espinoza, Mick Ukleja, and Craig Rusch began to notice a growing frustration among managers and business leaders trying to integrate younger workers into their organizations. Three generations of workers (Builders, Baby Boomers, and Generation X) have been occupying the work force and keeping the status quo for well over a decade. But recently, tension in the workplace has been brewing between the new workers entering the workforce, the Millennials, and the other age groups. Espinoza, Ukleja, and Rusch conducted a two-year study, interviewing hundreds of managers and employees in a variety of work environments. In Managing the Millennials, they illustrate nine points of tension which result from the clashing value systems of the different generations of workers, and nine corresponding competencies required for managers to successfully turn these points of tension into points of connection.
SUBSCRIBE TODAY
http://www.bizsum.com/summaries/managing-millennials
Millenials
Student’s Name:
Institutional Affiliation:
Date:
Millenials
Abstract
The study reviews an extensive analysis of focus on Millenials generation particularly in America and the correlation it has with the workplace, their desires, relations, communication career choices, and family consideration. The millennials as born between 1980 and mid-2000s make the greatest of American with one-third of the overall American population by 2013.They thus make the significant part of the economy and need to be studied so as to realize the American dream. Being diverse and so much educated and since they come of age at a hard economic time, hence up to date their life is affected by the recession. The lives of the millennials are based on transformation. The largest percent of millennials are White followed by Hispanics, black with few Asians/Pacific Islanders and other. This essay explores the beliefs, contact and other aspects surrounding Millenials.
Introduction
The basic millennials are generations born between years 1980 and 2000. They are believed to be the biggest in population in the United States history. Sadaghiani & Myers (2010), opine that nation of the time. Particular traits related to their birth which came during the time of recession when Great Depression had affected America and there were difficulties in the economic time. According to Sadaghani & Meyer (2010), Millenials are also characterized to be self –centered lack enthusiasm; disloyal and disrespectful .This distinct trait is necessitated by economic, political and social influences. Their unique traits are poised to change the American economy in terms of how the companies transact in business and how companies employ millennials. This reason, therefore, makes companies strategize their operations in relation to dealing with millennials, therefore, leading to a great impact in a change in the economy. Therefore, with the exploration of millennials’ communication values, their expectations, their interaction with co-workers and how their environment impact on millennials, the large part of American culture will have been explored.
Communication
In terms of communication, millennials have particular ways in which they set information to others and families. They communicate too with the workforce, clients, and the bosses in a discrete way. According to Sadaghiani & Myers (2010), communication is factored as a mode of information sharing, decision making, influence, coordination motivation and documentation in work groups and organizations. Effective communication serves to maintain a link within an organization and organized groups. White (2016) states that due to dynamic changes in employee’s millennials continue to comprise a vast majority, therefore, their impact in the organizational mode of communication is more important. Unlike the old-school legacy communications like emails and intranets millennials have shifted o more mobile friendly tools. This has forced o ...
Difference between Baby Boomers, Generation X and Generation Y and their attitude towards work. How to manage Generation X & Y and what to expect from the three generation
My new paper considers the ever changing generational mix in the workplace and how to maximize people development to impact organizational growth in this environment - whatever the generation!
Austin Benn - How to deal with a multi-generational workforceJade Webster
This whitepaper outlines the different working styles of each generation and how to ensure they work effectively together. Austin Benn are a specialist sales and marketing recruitment agency based in London - www.austinbenn.co.uk
AFRICAResearch Paper AssignmentInstructionsOverview.docxSALU18
AFRICA
Research Paper Assignment
Instructions
Overview
In developing your expertise in transnational
organized crime (TOC) you will be writing a series of research papers. All
together the writing contained in all these papers combined would be quite
significant project! You will find that in some modules, the research papers
mimic our readings with respect to subject matter and some modules, the
research papers do not mimic the reading. Again, the goal of these research
papers is to stretch the depth and breadth of your knowledge. You should feel
well prepared to teach a course in TOCs after completing this course. The
research papers and PowerPoints you create could serve as the basis for such
class. Additionally, you will find that this course and the course CJUS701
Comparative Criminal Justice Systems complement each other very well.
Instructions
·
Each
research paper should be a minimum of 6 to 8 pages.
·
The
vast difference in page count is because some countries and/or crime/topics are
quite easy to study and some countries and/or crime/topics have very limited
information.
·
In
some instances, there will be a plethora of information and you must use
skilled writing to maintain proper page count.
·
Please
keep in mind that this is doctoral level analysis and writing – you are to take
the hard-earned road – the road less travelled – the scholarly road in forming
your paper.
·
The
paper must use current APA style, and the page count does not include the title
page, abstract, reference section, or any extra material.
·
The
minimum elements of the paper are listed below.
·
You
must use a
minimum
of 8 recent (some
countries/crimes/topics may have more recent research articles than others),
relevant, and academic (peer review journals preferred and professional
journals allowed if used judiciously) sources, at least 2 sources being the
Holy Bible, and one recent (some countries/crime/topics have more recent than
others) news article. Books may be used
but are considered “additional: sources beyond the stated minimums. You may use
.gov sources as your recent, relevant, and academic sources if the writing is
academic in nature (authored works). You may also use United Nations and
Whitehouse.gov documents as academic documents.
·
Again,
this paper must reflect graduate level research and writing style. If you need to go over the maximum page count
you must obtain professor permission in advance! Please reference the Research
Paper Rubric when creating your research paper.
These are minimum guidelines – you may expand the
topics covered in your papers.
1)
Begin
your paper with a
brief
analysis of the following elements:
a.
Country
analysis
i.
Introduction
to the country
ii.
People
and society of the country
iii.
What
is the basic government structure?
2)
Analyze
the nature of organized crime in the assigned area (you may narrow the scope of
your analysis through your introduction or thesis stat.
Adversarial ProceedingsCritically discuss with your classmates t.docxSALU18
Adversarial Proceedings
Critically discuss with your classmates the claim that adversarial proceedings can be distinguished as relying more on the government’s ability to prove guilt (following specific rules of criminal procedure the defendant’s guilt whereas the inquisitorial process spends more time on investigations to determine if the defendant truly committed the crime).
.
African-American Literature An introduction to major African-Americ.docxSALU18
African-American Literature: An introduction to major African-American writers from the earliest expressions to the present. An examination of the cultural milieu from which the writing arose, the ideological stance of each writer studied, and the styles and structure of the works considered
8 wks
.
African American Women and Healthcare I want to explain how heal.docxSALU18
African American Women and Healthcare
I want to explain how healthcare is perceived in the African American community especially amongst women and if their concerns and apprehension are justified. The paper must include a title page, introduction section, abstract section, literature review section, methods section, results section, discussion section, and a signature page. I will attach some samples that were given to me.
.
Advocacy & Legislation in Early Childhood EducationAdvocacy & Le.docxSALU18
Advocacy & Legislation in Early Childhood Education
Advocacy & Legislation in Early Childhood Education
Advocating for Early Childhood Education
Rasmussen College
COURSE#: EEC 4910
Doreen Anzalone
July 15, 2019
Advocating for Early Childhood Education
· What is advocacy?
Advocacy is how we support our children. We as teachers give advice for our children or we listen. We let the children and families know that we believe in them and we will be there for them. Teachers, admin, staff can advocate for children as long as they are in school. Advocates are also trained people and they are not lawyers. One of their responsibility is to stay up to date with the regulations of the educational laws.
· Why is advocacy important to early childhood education?
Its important to help the families because they might be vulnerable in society. We as teachers need to make sure our children and families are being heard. We as teachers need to make sure their wishes and views are being considered when it’s about their child or family. Its because we are helping the family make life decisions about their children and even their family life. Its also important to make sure we are not judging the family or having or our own personal opinions about what is going on when we are helping advocate for the family, we need to make sure we are stating the facts for the family.
· What is your role as an early childhood educator in making legislative changes?
Our role is to be able to email them or decide how to get a hold of them and let them know our questions, comments or suggestions on things that need to be changed, updated. We need to let them know so we can support our school, children, and families. It is our role as educators to stay aware of the laws. The Federal laws we need to make sure we are aware of the
· Family Education Rights & Poverty Act
· The No Child Left Behind
· Individuals with Disabilities Education Act
With these laws and many more they need to hear from schools in the United States. The federal laws mean we need to address the issues. These issues usually involve infringement of the student’s rights and they are to protect the rights. The state laws depend on the state you are in. The state laws this is where you would go if you have a problem or need to voice about
· Teacher Retirement
· Teacher evaluations
· Charter schools
· State Testing requirements
· The required learning standards
· Much more
Your school board is also a great place to help with policies and regulations and any revisions that need to be done.
· What ethical issues must early childhood education professionals consider related to advocacy and why do those issues exit?
In NAEYC the code of Ethical Conduct and in their it describes how any educator is required to act and what they do and not to do. At times as an educator as staff we tend to do what is the simplest or sometimes, we want to please others but when it comes to this, we must remember to follow our responsi.
Advertising is one of the most common forms of visual persuasion we .docxSALU18
Advertising is one of the most common forms of visual persuasion we encounter in everyday life. The influence of advertising in our society is persuasive and subtle. Part of its power comes from our habit of internalizing the intended messages of words and images without thinking deeply about them. Once we begin decoding the ways in which advertisements are constructed, once we view them critically, we can understand how, or if, they work as arguments. We may then make better decisions about whether to buy products and what factors convinced us or failed to convince us.
What are the different forms of advertising?
Modern media comes in many different formats, including print media (books, magazines, newspapers), television, movies, video games, music, cell phones, various kinds of software, and the Internet. Each type of media involves both content and also a device or object through which that content is delivered.
TEAM TASK:
As a team you are going to Review Chapter 4: Visual Rhetoric: Thinking About Images as Arguments. You will
be assigned a Section of the Chapter (written, visual, unfit, political, caricature, photography-maps graphs charts ) and as a Team you willResearch
the content of that Chapter Area (you will see topic page overlap ) and implement the following:
You will look at and interpret a media campaign or advertisement. Focus on social or ethical aspects * Seek to find one or more of the FALLACY TYPES identified Chapter 9 pages 363- 380. Include this information in your findings. Consider and incorporate as many of the following 16 categories :
The objectives: What role does the ad play in the economy?
The audience: Is it targeted to a group that could be considered vulnerable?
Effectiveness: Does it promote something that is socially desirable?
Role in marketing mix: What role does the ad play in the economy?
Image, product differentiation and branding: Is the ad misleading?
Other promotion factors
The unique selling proposition.
The basis for the appeal(s).
How would you make improvements?
The creative philosophy
The slogan
Secondary or supporting points or claims
The tone or mood and manner: Is the ad misleading?
Type of presenter
The motivational appeal: Does it promote something that is socially desirable?
Executional style
Each TEAM will develop a
15 minute class presentation
about their researched area. You have
options to use
power points, maps, videos, and other resources that will help educate your audience about your research.
Your Presentation should include:
A Power Point, the media piece or some type of visual presentation~~
A Question and Answer {Q & A} & Interactive session, quiz,.
Adult Health 1 Study GuideSensory Unit Chapters 63 & 64.docxSALU18
Adult Health 1 Study Guide
Sensory Unit
Chapters 63 & 64
Remember that assigned textbook readings should be supplemental to reviewing & studying the Powerpoint presentations. Answers to these study guide questions can be obtained from the textbook chapters, Powerpoint presentations, as well as class lectures & in-class activities.
Chapter 63: Assessment & Management of Patients with Eye & Vision Disorders
Conditions to Know
: Glaucoma, Cataracts, Retinal Detachment, Macular Degeneration, Conjunctivitis, Eye trauma
· Know the basic structures & functions of the eye – lens, pupil, iris, cornea, conjunctiva, retina, and sclera
· Questions to ask patients regarding issues with the eyes/vision – Chart 63-1
· Snellen Chart is used to assess visual acuity – 20/20 is considered perfect vision (patient can read line 20 of chart while standing 20 feet away) – this is tested in each eye
1. What are some of the most common causes of blindness?
2. What is responsible for the damage to the optic nerve in patients diagnosed with glaucoma?
3. Glaucoma can lead to what primary complication if not treated properly?
4. What are the differences between open-angle & closed-angle glaucoma?
5. What are the primary signs & symptoms of glaucoma?
6. What are the primary treatment goals for patients with glaucoma?
7. What is the first line treatment of glaucoma? What medication teaching points would you want to include in your patient education?
8. What are some common risk factors for the development of cataracts? See Chart 63-7.
9. What are the primary signs & symptoms of cataracts?
10. The most common treatment for cataracts is outpatient surgery, in which the lens affected by the cataract is replaced with a man-made one. Explain the pre and post-operative nursing management & education that is needed for patients undergoing cataract surgery. See Chart 63-8.
11. Retinal detachment is considered a medical emergency. What happens during retinal detachment?
12. What are some symptoms of retinal detachment?
13. Macular degeneration is the most common cause of vision loss in people > 60 years old. What is macular degeneration?
14. What are some risk factors for dry macular degeneration?
15. What are some signs and symptoms of macular degeneration?
16. Nursing management for patients diagnosed with macular degeneration focus on safety & supportive measures. What are some accommodations we should make or educate patients on regarding how to help improve their vision & ADLs when they have this condition?
17. Conjunctivitis is also called “pink eye”. What are the different types of conjunctivitis and what are some symptoms of this condition? Are any of these types considered contagious?
18. What are some teaching points to include when educating a patient diagnosed with viral conjunctivitis? See Chart 63-11.
19. Explain the emergency nursing treatment needed when a patient presents with eye trauma.
Chapter 64: Assessment & Manag.
Advertising Campaign Management Part 3Jennifer Sundstrom-F.docxSALU18
Advertising Campaign Management
Part 3
Jennifer Sundstrom-Fitzgerald
1
Learning Objectives
Analyze advertising campaign parameters
Identify how a creative brief facilitates effective advertising
Describe the implications of advertising management in the global arena
2
Advertising Campaign Parameters
Advertising goals
Media selection
Tagline
Consistency
Positioning
Campaign duration
Effective advertising campaigns require careful planning and attention to specific parameters including Advertising goals, media selection, tagline, consistency, positioning and campaign duration. We will review each parameter beginning with goals.
3
Advertising Goals
A primary goal of advertising is to build brand awareness among existing and new customers. The creative should inform and persuade them to make purchases and build brand loyalty.
4
Build brand awareness
Inform, persuade, support marketing efforts
Encourage purchase decisions
Building Brand Awareness
Successful brands possess two characteristics. Top-of-mind are brands a consumer mentions first when asked about brands in a particular product category – these are brands in our Evoked Set. Top choice is the brand within a product category that consumers prefer the most. So top choice requires top-of-mind. Brand equity, which is the level of brand strength perceived by consumers, leads to top-of-mind and top choice brands.
This is also applicable on the B2B side when business people are faced with modified rebuy situations. A common dilemma I had was for every Fox Graduation Ceremony, there are three per year, and the need for graduation program booklets. There was a printer who I always wanted to hire because I enjoyed working with them, they always had fair prices and delivered high-quality programs in a timely manner. However, due to non-profit regulations, I had to bid the job to at least three vendors. So my top-of-mind, first choice brand was always included but I had to add two other vendors as well. Tell story about Bill DeVece and misspelled student names and how wonderful he was in fixing these issues.
5
Brand image begins with awareness
Consumers recognize the brand
Brand equity leads to top-of-mind and top choice
B2B important in modified rebuy situations
Building Brand Awareness
Successful brands possess:
Top-of-mind
Top choice
The 10 Most Valuable Brands in the World per 2018 study
Coca Cola brand is a good example of a brand with these characteristics. Here is a recent list of a top 10 most valuable and recognized list of global brands. (click link)
6
Goal to Persuade
Dare to be Devoted Campaign
Every Kiss Begins with Kay Campaign
Another common goal of advertising is to persuade consumers that a particular brand is superior to others and should be their top choice. Both of these brands, owned by the same parent company (Signet), do extensive advertising, but only Kay Jewelers has successfully used the same slogan, “Every Kiss Begins w.
Adopt-a-Plant Project guidelinesOverviewThe purpose of this.docxSALU18
Adopt-a-Plant Project guidelines
Overview:
The purpose of this project is for you to choose a plant, conduct online research into the biology of the plant, and communicate what you have learned. You will be preparing an annotated bibliography on the plant you choose. The entire project is worth 50 points
Annotated Bibliography (50 points)
You will prepare an annotated bibliography with a list of the top 10 most interesting facts about your plant.
· Each fact should be paraphrased (i.e. written in your own words, no quotations allowed).
· Then tell me why this is interesting to you – make connections to your life or to currents issues in our world.
· Finally, give a full citation and tell me why you think this is a reliable, trustworthy source. Use this libguide to help you come up with reasons why your source is trustworthy.
· At least one of your sources should be from a peer-reviewed, science journal article.
Here is an example:
Fact 1: Taxol is a chemotherapy agent derived from the bark of the Pacific Yew Tree. The chemical itself is derived from a fungal endophtye within the bark. I thought this was very interesting, because the Pacific Yew tree is native to the state of Washington, and my aunt Jane received Taxol while undergoing chemotherapy for ovarian cancer. I also thought it was interesting because of the mutualistic relationship between the plant and the fungus.Citation: Plant natural products from cultured multipotent cells
Roberts, Susan; Kolewe, Martin. Nature Biotechnology28.11 (Nov 2010): 1175-6.
This is a reliable source because it is published in a peer-reviewed science journal article, written by two PhDs that are providing a review of the current literature on the topic
To complete the assignment, you should first choose a plant, gather articles discussing your plant, read the articles sufficiently enough to discuss the plant, and finally write the annotated bibliography. You are expected to produce original work, and any plagiarism will receive a zero. The paper should be double-spaced, and typed in 12 point font size, with normal margins. The instructions for how to properly cite your sources are at the end of this handout.
*** Reminder: The scientific name of a plant should always be typed in italics, with the first letter of the Genus capitalized. For ex.: Digitalis lanata. When you search for information on your plant online, make sure to use the scientific name, which will bring back a wider variety of results
The bibliography is worth 50 points and will be graded on:
1. Effort
• Quality of references
•Depth/breadth/quality of material covered
2. Following directions/ requirements
I will use the following rubric to grade your bibliography:
Research, Critical Reading and Documentation
Balanced, authoritative sources; correctly cited sources; effectively integrated outside sources. Most sources from science journals
10 pts
Effective sources, correctly cited, Could have a few more.
ADM2302 M, N, P and Q Assignment # 4 Winter 2020 Page 1 .docxSALU18
ADM2302 M, N, P and Q Assignment # 4
Winter 2020 Page 1
Assignment # 4
Decision Analysis and Project Scheduling
ADM2302 students are reminded that submitted assignments must be typed (i.e. can NOT be hand
written), neat, readable, and well-organized. Assignment marks will be adjusted for sloppiness, poor
grammar, spelling, for technical errors as well as if you submit a PDF file.
The assignment is to be submitted electronically as a single Word Document file via Brightspace by
Friday April 3rd prior to 23:59. Front page of the Word document has to include title of the assignment,
course code and section, student name and student number. Second page is the individual/group
statement of integrity that must be signed.
E-mail questions related to the assignment should be sent to the Teaching Assistant or posted on the
Brightspace course website “Discussion page” (viewed by all).
Section M: Parisa Keshavarz ([email protected])
Section N: : Niki Khorasanizadeh ([email protected])
Section P: Makbule Kandakoglu ([email protected])
Section Q: Afshin Kamyabniya ([email protected])
Problem 1: Payoffs/Decision Table (13 points)
A small building contractor has recently experienced two successive years in which work opportunities
exceeded the firm’s capacity. The contractor must now make a decision on capacity for next year.
Estimated profits (in $ thousands) under each of the two possible states of nature are as shown in the
table below.
NEXT YEAR’S DEMAND
Alternative Low High
Do nothing
Expand
Subcontract
$50**
20
40
$60
80
70
** Profit in $ thousands.
Which alternative should be selected if the decision criterion is:
a. The optimistic approach? (3 points)
b. The conservative approach? (3 points)
c. Minimize the regret? (7 points)
Problem 2: Payoffs/Decision Table (15 points)
Dorothy Stanyard has three major routes to take to work. She can take Tennessee Street the entire way,
she can take several back streets to work, or she can use the expressway. The traffic patterns are,
however, very complex. Under good conditions, Tennessee Street is the fastest route. When Tennessee
is congested, one of the other routes is preferable. Over the past two months, Dorothy has tried each of
route several times under different traffic conditions. This information is summarized in minutes of
travel time to work in the following table:
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
mailto:[email protected]
ADM2302 M, N, P and Q Assignment # 4
Winter 2020 Page 2
No Traffic Congestion
(Minutes)
Mild Traffic
Congestion
(Minutes)
Severe Traffic
Congestion
(Minutes)
Tennessee Street
Back roads
Expressway
15
20
30
30
25
30
45
35
30
In the past 60 days, Dorothy encountered severe traffic congestion 10 days and mild traffic congestion
20 days. Assume that the past 60 days are typical of traffi.
After completing the assessment, my Signature Theme Report produ.docxSALU18
After completing the assessment, my Signature Theme Report produced the following results: Communication, Relator, Individualization, Consistency, and Strategic. When I first saw the themes presented, I was a little skeptical at first but after reading the detailed descriptions I felt like it made a lot of sense and mirrored a lot of what I had already thought about myself.
A core value that I would like to continue to strengthen would be the value of acceptance. One of my top five themes was relator which explained that I have a comfortability with gravitating towards people I already know and building relationships from there. I don’t have issues with making new relationships, but I can see that sometimes I close myself off initially to embracing new ones. With acceptance, you have to understand that there are some situations you can control and some that you can’t but embracing the latter can lead to new experiences that could be beneficial (Riley, 2021). Another core value that I would like to improve upon would be calmness. This fits in well with my theme of consistency. While I am a firm believer of things being fair and consistent, I can get easily upset when things don’t balance out like they are expected to. I know that working on being calm in tense situations will help me adapt easier when things don’t always work out as they should.
One of the strengths that I would like to embrace fully and continue to improve upon is communication. It was no surprise to me that communication was at the top of my list for my themes. When I am in a position of leadership at work, I make it a priority to keep my staff updated on everything that is going on for that night and it is something I expect from my charge nurse when I am working the floor also. A communicator is only effective when they are aware of their style of communicating and how others perceive or respond to it (Marshall & Broome, 2021). As a communicator I know that I can always work on how I communicate non-verbally and with body language especially. The other strength that I would like to continue to work on is of being strategic. The report explained that the strategic theme fit me because I am able to sort through the clutter and find the best route when I am trying to accomplish something. I really believe this about myself because when I have a task I need to accomplish, whether I am in a leader position or not, I will break everything down and reorganize it to make sure I have come up with the best solution. I feel like the best way to do something is the way that makes it concise and without a lot of excess getting in the way.
A characteristic of mine that I would like to strengthen would be that of instinct. My theme of individualization points out that I have an instinct about others and how they work and function. I have always felt that I easily read people and can get a sense of who they truly are and for example in the workplace how they are as a staff member. S.
After careful reading of the case material, consider and fully answe.docxSALU18
After careful reading of the case material, consider and fully answer the following questions:
1. What were the primary reasons for changing the current system at Butler?
2. What role did Butler's IS department play?
3. List the objectives of the pilot. Were there any problems?
4. Do you think Butler made the right decision to utilize this new technology? What implications does this decision hold for Butler's IT department in the long run?
NOTE: Butler refers to it's IT department as IR. You may consider these two acronyms as synonymous (i.e. IT = IS = IR for purposes of this assignment)
.
Affluent
Be unique to
Conform
Debatable
Dominant
Enforce
Ethnic
Internalize
Rank
Restrict
You will write your own sentences using each of the vocabulary words. The sentence
must be an
original sentence
created by you, AND it must use the vocabulary word correctly.
Your sentence
MUST
demonstrate that you understand the meaning of the word.
.
Advanced persistent threats (APTs) have been thrust into the spotlig.docxSALU18
Advanced persistent threats (APTs) have been thrust into the spotlight due to their advanced tactics, techniques, procedures, and tools. These APTs are resourced unlike other types of cyber threat actors.
Your chief technology officer (CTO) has formed teams to each develop a detailed analysis and presentation of a specific APT, which she will assign to the team.
.
Your report should use
The Cybersecurity Threat Landscape Team Assignment Resources
to cover the following five areas:
Part 1: Threat Landscape Analysis
Provide a detailed analysis of the threat landscape today.
What has changed in the past few years?
Describe common tactics, techniques, and procedures to include threat actor types.
What are the exploit vectors and vulnerabilities threat actors are predicted to take advantage of?
Part 2: APT Analysis
Provide detailed analysis and description of the APT your group was assigned. Describe the specific tactics used to gain access to the target(s).
Describe the tools used. Describe what the objective of the APT was/is. Was it successful?
Part 3: Cybersecurity Tools, Tactics, and Procedures
Describe current hardware- and software-based cybersecurity tools, tactics, and procedures.
Consider the hardware and software solutions deployed today in the context of defense-in-depth.
Elaborate on why these devices are not successful against the APTs.
Part 4: Machine Learning and Data Analytics
Describe the concepts of machine learning and data analytics and how applying them to cybersecurity will evolve the field.
Are there companies providing innovative defensive cybersecurity measures based on these technologies? If so, what are they? Would you recommend any of these to the CTO?
Part 5: Using Machine Learning and Data Analytics to Prevent APT
Describe how machine learning and data analytics could have detected and/or prevented the APT you analyzed had the victim organization deployed these technologies at the time of the event. Be specific.
Part 6: Ethics in Cybersecurity.
Ethical issues are at the core of what we do as cybersecurity professionals. Think of the example of a cyber defender working in a hospital. They are charged with securing the network, medical devices, and protecting sensitive personal health information from unauthorized disclosure. They are not only protecting patient privacy but their health and perhaps even their lives. Confidentiality, Integrity, Availability - the C-I-A triad - and many other cybersecurity practices are increasingly at play in protecting citizens in all walks of life and in all sectors. Thus, acting in an ethical manner is one of the hallmarks of cybersecurity professionals.
Do you think the vulnerability(ies) exploited by the APT constitutes an ethical failure by the defender? Why or why not?
For the APT scenario your group studied, were there identifiable harms to privacy or property? How are these harms linked to C-I-A? If not, what ethically si.
Advanced persistent threatRecommendations for remediation .docxSALU18
Advanced persistent threat
Recommendations for remediation of the threat
Research the use of network security controls associated to your threat and industry
Do Not use topics network security,VPN,FIREWALL,ETC
10-12 pages. Double spaced APA style
At least 10 REFERENCES
5 ATLEASt PEER REVIEWED SCHOLARLY
.
Adultism refers to the oppression of young people by adults. The pop.docxSALU18
Adultism refers to the oppression of young people by adults. The popular saying "children should be seen and not heard" is used as a way to remind a child of his or her place and reaffirm the adult's power in the relationship. The saying suggests that children's voices are not as important or as valid as an adult's and they should remain quiet. Children are often relegated to subordinate positions due to socially constructed beliefs about what they can or cannot accomplish or what they should or should not do; this in turn compromises youth's self-determination. This oppression is further highlighted when considering the intersection of age with race, ethnicity, socioeconomic status, and sexual orientation. You will be asked to consider all of these when reviewing the Logan case and Parker case.
By Day 3
Post
an analysis of the influence of adultism in the Logan case. Then, explain how gender, race, class, and privilege interact with adultism to influence the family's discourse related to Eboni's pregnancy as well as other family dynamics.
.
ADVANCE v.09212015
•
APPLICANT DIVERSITY STATEMENT IN FACULTY SEARCH PROCESS
FREQUENTLY ASKED QUESTIONS
1) How does University of California define “diversity?”
A: The academic senate adopted in 2009 the following broad definition of diversity:
Diversity - defining features of California past, present and future - refers to a variety of
personal experiences, values, and worldviews that arise from differences of culture and
circumstance. Such differences include race, ethnicity, gender, age, religion, language,
abilities/disabilities, sexual orientation, socioeconomic status, geographic region and more.
2) Why does UC Irvine expect a diversity statement from applicants for faculty positions?
A: UC Irvine’s commitment to inclusive excellence is integral to our ascendancy among globally
preeminent universities. It provides applicants with an opportunity to discuss how their past or
future contributions will advance this enduring campus commitment. For more information,
please see the Provost’s memo on Inclusive Excellence.
3) Is the diversity statement consistent with University of California policy?
A: Yes. APM 210.1-d, which governs appointment, appraisal and promotion, recommends that
faculty be both encouraged and rewarded for activity that promotes inclusive excellence:
“The University of California is committed to excellence and equity in every facet of its mission.
Teaching, research, professional and public service contributions that promote diversity and
equal opportunity are to be encouraged and given recognition in the evaluation of the
candidate's qualifications. These contributions to diversity and equal opportunity can take
a variety of forms including efforts to advance equitable access to education, public
service that addresses the needs of California's diverse population, or research in a
scholar's area of expertise that highlights inequities.”
4) Is UC Irvine alone among UC campuses in adopting this statement?
A: No. UC San Diego adopted this statement in 2010.
5) How will applicants learn about the diversity statement expectation?
A: Per Provost Gillman’s memo of June 2014, all ads for faculty positions will include the following
sentence: “Applicants are encouraged to share how their past and/or potential contributions to
diversity, equity and inclusion will advance UC Irvine’s commitment to inclusive excellence.”
6) How do applicants provide their diversity statement?
A: There is a dedicated field in UC Recruit for applicants to submit their diversity statement.
7) If an applicant does not provide a diversity statement, will his or her application be considered
incomplete?
A: Yes
http://www.provost.uci.edu/news/InclusiveExcellence.html
http://www.ucop.edu/academic-personnel/_files/apm/apm-210.pdf
http://www.provost.uci.edu/news/Diversity-Statement-June-2014.html
ADVANCE v.09212015
8) What are the components of a diversity statement?
.
ADVANCE PRAISEI’ve created four multimillion-dollar c.docxSALU18
ADVANCE PRAISE
“I’ve created four multimillion-dollar companies in my career by
building my own personal brand, leveraging that to see growth in the
companies I create, and then implementing many of these same
strategies for my companies as well. This book shows you many of the
steps I’ve personally taken in order to continue to grow my brand and
many of the steps I still undertake to this day.”
—NEIL PATEL, CO-FOUNDER, NEILPATELDIGITAL.COM, QUICKSPROUT.COM,
CRAZYEGG.COM, KISSMETRICS.COM
“If you have the opportunity to work with Gián and Aaron, DO IT. They
are the secret weapon for companies like Salesforce, Target, and Coca-
Cola. Plus, they are just awesome people to hang out with.”
—CHARLIE HOEHN, AUTHOR OF PLAY IT AWAY AND HEAD OF VIDEO, SCRIBE
MEDIA
“Aaron and Gián take you on a journey that reveals their insights on
how to grow your brand in a digital world. This comes from years of
blood, sweat, and tears for their own business and helping many other
entrepreneurs. They are not just teachers but also practitioners. This
book is a holistic dive into the art and science of what is required to
succeed at business in a global economy.”
—JEFF BULLAS, CEO, JEFFBULLAS.COM
“Digital marketing experts Aaron and Gián have a superb level of
knowledge about effective strategies that involve new social media web
technologies. Their visualization and creativity alone are phenomenal,
but they add a seasoned layer of strategy, business, and experience that
make them a cut above the rest. Their ability to mix such a high level of
creativity with an expert level of strategic thinking in the marketing
world, let alone the social media marketing world, is evident in the
ongoing success of their business, Louder.Online.”
—NICOLE GULLIVER, DIRECTOR, RELIABLE RESOURCING PTY LTD.
http://www.neilpateldigital.com/
http://quicksprout.com/
http://crazyegg.com/
http://www.kissmetrics.com/
http://www.jeffbullas.com/
“I have had the pleasure of both knowing and working with Gián and
Aaron for the past five years. They are both subject matter experts and
thought leaders in the field of digital marketing.
“Their creativity and attention to detail is second to none, and they show
the same level of professionalism and enthusiasm no matter what the task
at hand. They have surrounded themselves with a dedicated team of like-
minded professionals providing market-leading strategies and solutions
with exceptional ROIs on all things digital.
“From startups to high-profile, established brands, their company,
Louder.Online, always delivers strategies and solutions that closely
match the needs and expectations of even the most ardent of clients.
“In an industry that is fast becoming overpopulated with service
providers, Gián and Aaron are always at the forefront of research and
development, embracing new technology and their resultant strategies,
and they continue to be one of the industry’s shining lights.”
—PAUL MCKINNON, MBA, CPA, VIRTUAL CFO
“In 2012 at Minds.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
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This slides describes the basic concepts of ICT, basics of Email, Emerging Technology and Digital Initiatives in Education. This presentations aligns with the UGC Paper I syllabus.
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
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The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
The Art Pastor's Guide to Sabbath | Steve ThomasonSteve Thomason
What is the purpose of the Sabbath Law in the Torah. It is interesting to compare how the context of the law shifts from Exodus to Deuteronomy. Who gets to rest, and why?
1. Advances In Management
Vol. 9 (5) May (2016)
1
Generation Gaps: Changes in the Workplace due to
Differing Generational Values
Carbary Kelly, Fredericks Elizabeth, Mishra Bharat and Mishra
Jitendra*
Management Department, Grand Valley State University, 50
Front Ave, SW Grand Rapids Michigan 49504-6424, USA
*[email protected]
Abstract
The purpose of this study is to discuss the
generational gaps that are found in the workplace
today. With multiple generations working together,
and the oldest generation having to work longer and
retire later, generational changes are occurring in the
workplace and for management. There is a lack of
communication and understanding between the
different generations caused through differing values
2. and goals. Younger generations are also entering
different fields than those that were popular for older
generations. There is a serious new problem in the
workplace, and it has nothing to do with downsizing,
global competition, pointy-haired bosses, stress or
greed. Instead, it is the problem of distinct
generations — the Veterans, the Baby Boomers, Gen
X and Gen Y — working together and often colliding
as their paths cross.
Individuals with different values, different ideas,
different ways of getting things done and different
ways of communicating in the workplace have always
existed. So, why is this becoming a problem now? At
work, generation differences can affect everything
including recruiting, building teams, dealing with
change, motivating, managing, and maintaining and
increasing productivity All of these ideas are
3. explored, discussed, and evaluated, through looking
at current research on the topic and case studies that
have been conducted not only in the United States but
around the world.
Keywords: Generation gap, workplace, values.
Introduction
Throughout the years, as the population has continued to
both grow and age, it has caused generational changes to
take place in the various aspects of life. With the changes in
the demographics of the world’s population, there have also
been changes in how each group thinks and what they
value. This not only affects the way people behave in their
personal lives, but it also affects the workplace. As
generational changes occur in the workplace, a lack of
communication has caused adisconnect to occur between
the values and goals present among the different age groups
along with newer generations choosing different career
paths.
4. * Author for Correspondence
In order to understand where these differences stem from,
you need to analyze how each generation is different when
it comes to their beliefs and values. So, it is best to identify
the different groups present in workplace which range from
those born in 1922 to those born in the early 1990’s.
Moving chronologically, the first generation introduced
will be the Traditional Generation also known as the Silent
Generation born between 1922 and 1945. While their
numbers are diminishing in the workplace as they age, they
still play a role in the workplace dynamics. Their values
include strictly adhering to the hierarchy present in the
structure of their organization along with following all the
rules which comes from their strong sense of what is right
and wrong.
10
The next group that has most recently started exiting the
5. workforce is the Baby Boomers which include those who
were born between 1956 through 1964. While they are
similar to the silent generation in the fact that they are
loyal, there are some differences present in this particular
generation. They are more dedicated to the workplace and
there is less separation between the workplace and their
private lives. Instead of being focused on following the
rules, a baby boomer is more likely to try and be the person
who is in authority and makes the rules.
In contrast to the work obsessed baby boomers, the next
generation was able to find a better balance between their
personal lives and work. This generation is known as
Generation X, and it includes all individuals born between
the years of 1965 and 1980. While they are still dedicated
to their jobs, they are not as impressed with authority
figures, nor are they as loyal as the previous generations.
Instead, they see themselves as independent people who are
able to market themselves successfully. They are more
6. independent than both the silent generation and the baby
boomers
17
.
The final generation present in the workforce consists of
those who are a part of Generation Y who are also known
as the Millennials including people who were born between
the years 1981 through 1994. This generation’s beliefs and
values are almost the polar opposite of the silent
generation. They highly value their free time and do not
define themselves through their job. Instead, they value the
impact they are able to make on the community through
their active involvement in things that matter to them. At
work, generational differences can affect everything
including recruiting, building teams, dealing with change,
motivating, managing and maintaining and increasing
productivity. Research indicates that people communicate
7. Advances In Management
Vol. 9 (5) May (2016)
2
based on their generational backgrounds. Each generation
has distinct attitudes, behaviors, expectations, habits and
motivational buttons. Learning how to communicate with
the different generations can eliminate many major
confrontations and misunderstandings in the workplace and
the world of business.
The characteristics listed in the table 1 and 2 are but a very
few of those that have been studied and reported by various
authors. Not every person in a generation will share all of
the various characteristics shown in table 1 or 2 with others
in the same generation. However, these examples are
indicative of general patterns in the relationships between
and among family members, friends and people in the
workplace. Individuals born at one end of the date range or
the other may see overlapping characteristics with the
8. preceding or succeeding generation. From the tables, you
can easily see why Generation X cannot understand what
their grandparents mean by the traditional family or what
fun it was to spend Christmas together as a family. Are you
worried about the possibility of your Baby Boomer children
being unable to retire or having to move in with you or
their children as they reach the latter years of their lives?
By understanding the differences present in each
generation, it explains where the disconnect stems from.
Over time, it seems that the things that each generation
values has slowly transformed. While there is a huge
dichotomy between the Silent Generation and the
Millennials, this did not take place overnight. When
examining each generation it is clear that it was a slow
metamorphous that took place and that this change is
currently affecting the workplace.
With the individuals who are a part of the different
9. generations being so different, it can cause conflict in the
workplace. This comes from miscommunication and
predisposed notions that the generations may have of each
other. By having such different viewpoints, it is clear that
people are making different life choices and it makes it
harder to develop interpersonal relationships. However,
with better communication, it is possible to bridge this
generation gap.
Differences in Generational Values and the
influence on the Workplace
The Generation Gap is a constant issue within the
workplace, primarily from a manager's viewpoint. An
article found in the Benefits and Compensation Digest
states, “Some HR directors are strongly biased in favor of
retiring workers over the age of 50, claiming that older
workers are expensive to maintain, adapt poorly to change,
are hard to mesh with younger workers and have a poor
return on investment for training.
10. 7
” This shows the
difference in generations and how many problems may
occur in the workplace. The older generation is less focused
on technology and the bottom line than the new generation.
However, they excel in planning and verbal abilities.
An Institute of Electrical and Electronics Engineers survey
reported that “Older U.S. workers were better problem
solvers and equal in technical knowledge and teamwork
skills. While younger people may be better at adopting the
latest technologies, workers aged 45 and over were stronger
as project managers.
2
” Many differences between the
generations create issues and the most problematic being;
older generations are often managing younger generations.
This creates an issue when knowing how employees work
best and how to manage them. The baby boomers and older
are not satisfying the needs of generation Y, the most
11. recent generation. As generation Y is the most recent group
of job seekers coming from college, it makes it difficult to
fulfill a job to their satisfaction when working under a
different style of management.
“Gen Xers were born between 1961 and 1976. Unlike the
generations before them, almost half of Gen Xers spent
time in single-family homes where the parent was often
working, so they became independent, self-reliant
survivors. Gen Xers generally lack reverence for authority
because they've seen many authority figures falter, so they
place a relatively low value on the hierarchical status of an
individual. They're the first generation to insist on
independence in the workplace, the freedom to do things
their own way with minimal rules and bureaucracy and
they're repelled by command-and-control management
structures.
2
”
12. Socio-psychological Model of Career Choice
Years of research and numerous studies have proven that
different factors influence men and women when they are
deciding what career path to take. Men and women see
things differently and may hold different core values
playing a role in the career that they end up choosing.
However there are certain things that are the same for both
men and women when it comes to influencing work choice.
One of the major factors that are the same for both sexes is
motivation in the form of survival, pleasure and
contribution
1
. The motivation to work in order to satisfy
these needs, including getting a paying job and supporting a
family, is exactly the same for both men and women.
A major influence on men and women often choosing
different career paths comes from how the different genders
are treated. Men are stereotyped to be very physical, strong
and intellectual whereas women are seen to be more
13. demure, nurturing and sympathetic towards others. These
stereotypes are often enforced through school and the
media, influencing future work choices
1
. Men are more
likely to pick careers as police men and engineers whereas
women seem to become schoolteachers more than men.
Advances In Management
Vol. 9 (5) May (2016)
3
Table 1
Generation Timeline
.
Source: Greg Hammill
5
Table 2
14. Workplace Characteristics
Source: Greg Hammill
5
Advances In Management
Vol. 9 (5) May (2016)
4
Although some factors are the same for men and women
already, the factors that cause them to choose different
careers are changing. There are more opportunities for
women now that allow them a wider range of career
options, allowing the opportunities to become more
equalized between the genders.
Medical Field Career Choices
15. Many recent studies have indicated that there has been a
major decrease in the number of medical students choosing
to become primary care or general surgeons has greatly
decreased, while the number of students choosing to study
non-primary care and specialties has increased
11
. In 1998,
the percentage of students matching to primary care
specialties was 53.2% and by the year 2002, this number
had decreased to only 44.2%. At the same time, both
anesthesiology and orthopedic surgery have seen great
increases in the number of students choosing this career
path.
One of the reasons that have been used to explain the
decreasing number of primary care physicians is that much
of primary care today is provided by nurse practitioners and
physician assistants in an office setting
11
. Many of students
16. are choosing to study specialties that require the use of new
medical technologies that are constantly changing and
needing to be learned. The youngest generation today
wants to be up to date and using the newest technologies,
influencing their decision on the type of medicine they
would like to practice in the future. Much of older
generations were general surgeons because the technology
was not available then for a student to specialize in some of
the areas that they are able to specialize in today.
The dramatic reduction in the number of medical students
choosing to become general surgeons and primary care
physicians may have major effects in the future, if this
trend in decline continues to occur. With less general care
doctors, patients will have to wait longer to be treated at a
doctor’s office. Patients will also be forced to go to
multiple specialty doctors for different problems as
opposed to one primary care doctor that may be able to
17. help out with all the medical issues at once.
Gender Differences in Job Choice Factors
Studies have shown that job choice influences are different
in some aspects for men and women. In the past, women’s
future consisted of homemaking. There are many more
opportunities for women today, allowing them to choose
from a wide range of jobs. However, men and women still
often choose different jobs and are influenced by different
factors despite growing gender equality.
In a study done by Borg
3
, males were more likely to wish
to enter skilled and unskilled operations than girls,
suggesting that girls may have higher aspirations than boys.
However, boys are still more likely to have higher positions
in occupations than girls are. Girls are also more likely than
boys to choose personal service jobs. Both sexes equally
showed a preference for working in a bank.
18. As part of the study, students had to choose from three
different motives for choosing a certain occupation. The
three motives were enjoyment of chosen work, job security,
and good wages. Students could also give a different reason
in they wished to. For both sexes, the top factor in job
choice was interest in the future career and being good at it.
The next two most important factors for boys were good
wages and job security whereas for girls they were reasons
of their own such as being useful to society, over good
pay
3
. These leading factors are a change from older
generations where good pay and a job that could be held for
the entire career lifetime of a person were the most
important factors in picking a job. Younger generations
wish to have a job that they enjoy and that contributes to
society, rather than one that has a high paying salary.
Our Generation: Generation Y
Generation Y is a complex and exciting young generation
19. that offers unique challenges and advantages to marketers,
managers, and educators. The values and behavior of the
“Millennials” are understood to be generally optimistic to
the point of idealism, entitled to fulfillment outside of
simply profiting from their work, and they have a strong
need for encouragement and recognition. These traits
sometimes cause misunderstandings and can be the basis
for youth-targeted discrimination and ageism but when
there is mutual understanding, the younger generation and
the older generations can work together to create more
progress, synergy, and a stronger economy than the world
has ever seen.
To fully understand the Millennials, one must first look at
their environment. The wants and needs of the younger
generation come often from a parental and societal pressure
to “be anything”, “do anything”, and reach one’s full
potential in a broad sense of the word. Most children of the
past twenty years were raised lovingly by baby boomers
20. who told them they were special, exceptional with
unlimited potential. This leads to idealism and entitlement
but also great expectations of accomplishment and
fulfillment. While Generation Y might feel they deserve
everything they want, they are also a valuable asset in the
respect that they strive for perfection and excellence when
they care about the subject at hand. This element of
engagement is crucial to getting the most out of a
millennial worker because their needs of personal
investment in their work are often higher than their need for
monetary gain.
Employee retention presents a difficulty with millennial
workers, because they do not see themselves as the type to
work one job their entire lives as their Baby-Boomer
parents did. In contrast to older generations, most
Millennials see their work as a smaller part of their lives,
not as the central purpose or drive. This should not frighten
21. Advances In Management
Vol. 9 (5) May (2016)
5
employers because it means that often Millennials will
work for less money at a job they love while on the other
hand it takes more money to retain unsatisfied or
uninterested millennial employees. This highlights the
importance of cultivating personal investment in the
millennial employees under your management. This can be
done with praise, respect, and by making the goals of the
individual align with the company’s goals. Many successful
managers choose to both mentor and learn from Millennials
to better gain their trust. While Millennials have a need to
understand the workings and goals of the company, the
older generations should understand that they have much to
learn from the technology, ideas, and attitudes of the
millennial employees.
22. Implications/Analysis of Career Choice
Perceptions
Generation gaps in different careers and the workforce as a
whole are the big problems being faced in the career world
today. Managers have to learn how to manage workers
from different generations including the Baby Boomers,
Generation X, and Generation Y. We see today a trend
change in the types of jobs that recent college graduates are
choosing. Different factors are being taken in consideration
by younger generations when they enter the work force.
All of these different factors and trends that have been
studied and theorized about can be seen in the real world
today. An Australian study by Ruth Sibson
14
shows that
students who are currently studying for a degree in event,
sport and recreation management value different things in a
job than were valued by people of older generations such as
23. Baby Boomers. The purpose of the case study was to
“examine the factors undergraduate university students
studying event, sport, and recreation management found
important when seeking a career.” This is a field of study
that is becoming increasingly popular as students seek to
study applied business practices.
In order to understand what students wanted in a career,
every first year student in the event, sport, and recreation
management field of study took a survey on what they were
looking for. The survey had three parts. The first part asked
for the student’s demographic information. The second part
was an open response section where the students were able
to list the top three things they looked for when searching
for a job. For the last part of the survey, students were
given a list of 21 different factors to consider when looking
for a job and they had to rank those factors from most
important to least important in terms of what they
considered while job hunting.
24. The results of this survey were interesting and indicate a
change from the trends in career choice factors that have
been observed in the past. The results of the survey
indicated that the top three factors for the students in
looking for a career were enjoyable work, interesting work,
and good career opportunities. The bottom three factors
were challenging work, professional prestige/high status of
future career and standard hours of work. The opportunity
for creativity and originality also ranked very highly, above
any factors that discussed wages in fact.
These results show a change in trends in career choice
factors. In the past, especially with the Baby Boomer
generation, men looked for a high paying job with standard
9-5 hours that could fully support their family. One of the
most important things to these men was the reputation that
their name held in the community and a high status job
improved this reputation. Today, the chance for
25. professional prestige ranks at the very bottom of the list, at
20 out of 21.
Based on the current research, it appears as though the
factors that influence job choice and the importance
students place on certain ones are changing. There is no
consensus that has definitively been reached yet, but all
research indicates a change away from jobs that were
considered most desirable by older generations. Generation
Y, the generation that is currently entering the job force, is
looking for interesting and creative work that they will
enjoy. They want a job that they enjoy doing, over a job
that pays the highest salary.
Generations together in Employment
When examining the case, “Generations Together in
Employment,” it is clear that there are many benefits that
can result from communication between the older and
younger generations. When the Worcestershire County
26. Council organized this case study, their primary focus was
the uniting of the generations so they could foster an
environment that helped them respect each other and share
their skills. Once they recruited individuals and paired them
together in a mentor/mentee relationship, they began to
analyze the changes that took place over time.
When this project was initially started, neither party
showed much interest in working together towards the
common goal of enriching each other’s lives. Both groups
held negative stereotypes geared towards each other, and
were reluctant to let these ideals go. However as time
progressed, these viewpoints changed. By spending a
couple hours together a week, both parties had the negative
stereotypes they held about each other challenged and
dispelled. This helped people feel comfortable interacting
with each other and it improved their individual feeling of
self-worth.
27. While these improvements were great on an individual
basis, they also had a wider impact on the community as a
whole. Through the interactions among the different age
groups, it increased the value of the input that was being
contributed to the community. After the conclusion of the
case study, people were working together and making
positive changes around the community
19
. This case study
shows that by building relationships and having open
Advances In Management
Vol. 9 (5) May (2016)
6
communication it can change how people perceive each
other and improve the overall environment.
While this case study was not conducted in the workplace,
it can still be inferred that there would be a similar effect if
these bonds were formed there. The case illustrates that
28. people typically form assumptions about others based on
what they have observed a few people in a particular group
do. Based on these stereotypes, it can cause there to be
issues when it comes to forming relationships because of
what that person believes they already know. These things
can be dispelled through communication; however this is
not something that is always easy to do. One of the
struggles the County Council faced at the start of this case
was finding a way to get people to be interested in
participating because there was a general lack of
enthusiasm.
In the workplace, it is also not as likely that mentor/mentee
relationships will automatically develop and would be
faced with some type of resistance. There may also be
additional barriers present since someone is either on your
same level as your coworker or one of the individuals is the
boss. So, if a similar program were to be implemented, they
29. would also need to rely on upper management and media
incentives to get the program up and running.
Generational Differences in Work Values
An examination of work values and generational gaps in
the hospitality workforce is a case study that was done in
order to identify generational differences and similarities
among hospitality employees and managers in order to
develop leadership strategies and management styles that
can be utilized to increase employee morale. Data was
collected by a series of in-depth focus groups and
discussions. These focus groups are real life examples that
are used in order to examine real people in the workforce.
Perceptions of Millennial Generation employees include:
No sense of urgency, lack ownership, teach a lot more, lack
common sense, quick learners, they are in search of role
models, overconfident, want constant praise, and do not
understand that business is driven by customers and guests.
Baby Boomers are too financially driven, cut too many
30. corners, very loyal to the company, fear change, not part of
a team, and are not up to date with technology.
After observing these different values the two groups
possess it is evident that the older generation is extremely
bothered by the younger generation. In order to best
manage baby boomers, it is important to show a high
amount of recognition in order to praise them for their long
work history and encourage them to help train the younger
generations as they come into the work force. The findings
show that companies should offer mentor programs in order
to decrease workplace conflicts. Pairing a baby boomer
with a younger generation member might solve complaints
they have of one another. It will also give baby boomers a
chance to mentor younger generations by utilizing their life
experiences and sharing obstacles they have encountered as
well as providing an opportunity to get to know one
another.
31. Training sessions should be in place in order to focus on
how to show respect to the experiences of older employees.
To make older employees feel more important and
recognized for their long time of hard work, Gen X
managers and employees should acknowledge that they
have less experience than the baby boomers and are
willing/want to learn from them. This more times than not
creates a positive work environment.
Generation Y
The future will see more and more Millennials taking on
management roles themselves which will create new
difficulties and rewards. One major challenge faced by
young managers will be to understand the needs and
expectations of older generations. With many economic
and demographic changes affecting the makeup of the
global workplace, the average age of employed people is
getting older and older. Many retired people are returning
to work or taking on other jobs to help support themselves
32. and their families and as people live longer, their need for
support increases. This will create a need for sympathetic
and professional managers who can deal with the
differences of outlook and expectations. While Millennials
will continue to be idealistic and entitled for much of their
lives, they will often have more ambitious goals and needs
than their previous generations. They will need to balance
their personal needs for success and growth with the
realities of the working world- namely that they would not
all be changing the world. Many jobs are mundane by
nature and do not necessarily evoke a feeling of purpose
and dedication in their employees.
The types of jobs that attract the Millennials are jobs that
engage them on multiple levels- enjoyment, social
responsibility, and advancement towards a greater goal or
responsibility. Millennials are high involvement in many
products that they like so their dream jobs are at their
favorite companies, usually tech giants like Apple, Google,
33. and Facebook. The challenge of managers is to bring the
same level of desire and job satisfaction to employees of
their business that they might find elsewhere. The inclusion
of reward- based management, free and open vertical
communication, and clear direction all will help to further
this end. The increase in employee autonomy allows the
Millennials to work unbridled by the …