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Answer the following questions as they relate to you and the article’s information that you just read. Remember, this is an assessment about you. this homework have to be one page and half Would you agree that Millennials you have grown up in the digital era? The article discusses the fact that, “It comes naturally to them. It is part of their every day. It defines them and they, in turn, have significant influence on those around them, whether from home, the workplace or the treadmill. “Social media, of course, are the favored form of communications. With smartphones, tablets (Links to an external site.) and other digital devices (Links to an external site.) , each tap matters greatly as they share thoughts and concerns or read what friends and others have to say.” Give some examples of your use social media and the impact to your day to day interactions with others? Does this impact or tend to minimize your person to person interaction? In what way is this detrimental to the business environment? The article suggests that Millennials will eventually dominate and influence the workforce. What sorts of values and priorities do you feel you bring to the workplace that other prior generations did not? In pondering this question, consider this quote by Mr. Alsop, who wrote the book, The Trophy Kids. “The first wave of the Millennial Generation—born between 1980 and 2001—is entering the work force, and employers are facing some of the biggest management challenges they’ve ever encountered. They are trying to integrate the most demanding and most coddled generation in history into a workplace shaped by the driven baby-boom generation. Like them or not, the millennials are America's future work force. They are actually a larger group than the boomers—92 million vs. 78 million. The millennials are truly trophy kids, the pride and joy of their parents who remain closely connected even as their children head off to college and enter the work force. Millennials are a complex generation, with some conflicting characteristics. Although they’re hard working and achievement oriented, most millennials don’t excel at leadership and independent problem solving (Links to an external site.) . They want the freedom and flexibility of a virtual office (Links to an external site.) , but they also want rules and responsibilities to be spelled out explicitly. “It’s all about me,” might seem to be the mantra of this demanding bunch of young people, yet they also tend to be very civic-minded and philanthropic.” Do you feel that Millennials, (or yourself if you fit within the age bracket of this group), tend to be more independent thinking is prized, questioning is the norm and proof is what they are looking for? Do you find that organizations such as religion, social groups, corporations and politics can not be trusted? Do you feel that Millennials don't seem to have the same sense of loyalty to their employers as do earlier generations, particularly .
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Answer the following questions as they relate to you and the artic.docx
Answer the following questions as they relate to you and the article’s information that you just read. Remember, this is an assessment about you.
Would you agree that Millennials you have grown up in the digital era? The article discusses the fact that, “It comes naturally to them. It is part of their every day. It defines them and they, in turn, have significant influence on those around them, whether from home, the workplace or the treadmill. “Social media, of course, are the favored form of communications. With smartphones,
tablets
(Links to an external site.)
and other
digital devices
(Links to an external site.)
, each tap matters greatly as they share thoughts and concerns or read what friends and others have to say.”
Give some examples of your use social media and the impact to your day to day interactions with others? Does this impact or tend to minimize your person to person interaction? In what way is this detrimental to the business environment?
The article suggests that Millennials will eventually dominate and influence the workforce. What sorts of values and priorities do you feel you bring to the workplace that other prior generations did not? In pondering this question, consider this quote by Mr. Alsop, who wrote the book, The Trophy Kids.
“The first wave of the Millennial Generation—born between 1980 and 2001—is entering the work force, and employers are facing some of the biggest management challenges they’ve ever encountered. They are trying to integrate the most demanding and most coddled generation in history into a workplace shaped by the driven baby-boom generation. Like them or not, the millennials are America's future work force. They are actually a larger group than the boomers—92 million vs. 78 million.
The millennials are truly trophy kids, the pride and joy of their parents who remain closely connected even as their children head off to college and enter the work force. Millennials are a complex generation, with some conflicting characteristics. Although they’re hard working and achievement oriented, most millennials don’t excel at leadership and independent
problem solving
(Links to an external site.)
. They want the freedom and flexibility of a
virtual office
(Links to an external site.)
, but they also want rules and responsibilities to be spelled out explicitly. “It’s all about me,” might seem to be the mantra of this demanding bunch of young people, yet they also tend to be very civic-minded and philanthropic.”
Do you feel that Millennials, (or yourself if you fit within the age bracket of this group), tend to be more independent thinking is prized, questioning is the norm and proof is what they are looking for? Do you find that organizations such as religion, social groups, corporations and politics can not be trusted?
Do you feel that Millennials don't seem to have the same sense of loyalty to their employers as do earlier generations, particularly Baby Boomers? Do you agree that they keep .
The Huffington Post Millennials Are Defining the Workplace.docx
The Huffington Post
Millennials Are Defining the Workplace
Posted: 08/26/2014 6:03 pm EDT Updated: 08/26/2014 6:59 pm EDT
Millennials lead the pack when it comes to digital influence.
And understandably so. After all, now in their 20s and 30s, these adults have grown up in the
digital era. It comes naturally to them. It is part of their every day. It defines them and they, in
turn, have significant influence on those around them, whether from home, the workplace or the
treadmill.
Social media, of course, are the favored form of communications. With smartphones, tablets and
other digital devices, each tap matters greatly as they share thoughts and concerns or read what
friends and others have to say.
Pew Research calls Millennials "digital natives." In its 2014 report, "Millennials in Adulthood,"
Pew points out that they are:
"the only generation for which these new technologies are not something they've had to adapt to.
Not surprisingly, they are the most avid users.
"They have taken the lead in seizing on the new platforms of the digital era - the internet, mobile
technology, social media - to construct personalized networks of friends, colleagues and affinity
groups."
In what may seem as no more than the blink of an eye, these Millennials are fast becoming the
largest group of employees at companies large and small. Neither idle nor quiet, many of them
are making their mark.
Fast moving through the ranks and exerting greater influence in the workplace, they are now
forcing changes in how to motivate and engage with employees. And you can count on that
continuing for a long, long time.
Ron Alsop, journalist, author and former Wall Street Journal editor, set the tone for how the
Millennials would eventually dominate the workforce in his ground-breaking 2008 book: "The
Trophy Kids Grow Up: How the Millennial Generation Is Shaking Up The Workplace."
Mr. Alsop saw early on that the Millennials would bring a set of values and priorities that
differed significantly from the generations that came before them: Gen X and Baby Boomers.
With the Millennials, he wrote, "employers are facing some of the biggest management
challenges they've ever encountered." http://www.thetrophykids.com
While the earliest assessments of Millennials tended to be very skeptical of this group - quick to
call them coddled and focused on themselves - we now have better insights and see this
generation as having very different expectations of employers than did their predecessors.
Among Millennials, loyalty is hard won, independent thinking is prized, questioning is the norm
and proof is what they are looking for.
Pew adds another very important distinction: Millennials, the research says, are "unmoored from
institutions," or unattached from organizations that have been so important to earlier generations.
This applies to religion, social groups, corporations and politics. Adding to their sense of not
belonging, t ...
Gen Y's Characteristic
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Final Nacctep Mooks[1]
This document discusses generational differences and characteristics of Millennial students. It provides background on different generations including birth years and names. It then presents a "Millennial IQ" quiz to test knowledge about traits, behaviors, and preferences of Millennial students. Key points are that Millennials highly value technology, diversity, teamwork and experiential learning. They also seek structure and challenge but want respect, fun and flexibility from teachers. The recession has significantly impacted Millennials through high debt and lack of entry-level jobs. However, most Millennials remain optimistic and are adapting to the economic challenges.
ABA Across Generations
Millennials, born between 1981-1996, make up a significant portion of the current workforce. They value work-life balance, social responsibility, and feedback. As digital natives, they are shaped by technology and prefer to communicate via text and social media rather than phone calls. Millennials also delay traditional milestones like marriage, home ownership, and children due to student debt, unemployment, and a preference to live in cities with access to shared transportation. To attract and retain Millennial talent, employers should offer flexible work, opportunities for impact, and competitive benefits while fostering an intergenerational, team-oriented culture.
Midterm review
The document provides an overview and review of key concepts for a midterm exam on media and technology:
1) According to media scholar Mark Deuze, we live in media and derive our sense of identity from it, not outside of it.
2) People in a "media life" focus on crafting a good, responsible, and beautiful experience of existing fully within media environments.
3) Media convergence allows audiences to participate in content creation and experience stories across multiple platforms, with each platform contributing part of the overall narrative.
4) Media industries appeal to emotions to engage audiences in "free labor" that makes them both loyal consumers and participants.
Ems - Summer I ’11 - T101 Midterm Exam Review
The document provides an overview and review of key concepts for a midterm exam on media and technology:
1) According to media scholar Mark Deuze, we live in media and derive our sense of identity from it, not outside of it.
2) People in a "media life" focus on crafting a good, responsible, and beautiful experience of existing fully within media environments.
3) Media convergence has led to a culture where audiences actively co-create media across multiple platforms through user-generated content and transmedia storytelling.
Five trends that will redefine nonprofit communications
Economic challenges, new technology, and diverse audiences are creating new
opportunities for nonprofits, especially with their communications. This presentation explores five trends shaping how your nonprofit can tell its story, engage key audiences, and build support for its mission. Originally presented by Emily Stoddard Furrow and Gretchen DeVault, partners of DVQ Studio, at the 2010 Michigan Nonprofit Association SuperConference.
Recommended
Answer the following questions as they relate to you and the artic.docx
Answer the following questions as they relate to you and the article’s information that you just read. Remember, this is an assessment about you.
Would you agree that Millennials you have grown up in the digital era? The article discusses the fact that, “It comes naturally to them. It is part of their every day. It defines them and they, in turn, have significant influence on those around them, whether from home, the workplace or the treadmill. “Social media, of course, are the favored form of communications. With smartphones,
tablets
(Links to an external site.)
and other
digital devices
(Links to an external site.)
, each tap matters greatly as they share thoughts and concerns or read what friends and others have to say.”
Give some examples of your use social media and the impact to your day to day interactions with others? Does this impact or tend to minimize your person to person interaction? In what way is this detrimental to the business environment?
The article suggests that Millennials will eventually dominate and influence the workforce. What sorts of values and priorities do you feel you bring to the workplace that other prior generations did not? In pondering this question, consider this quote by Mr. Alsop, who wrote the book, The Trophy Kids.
“The first wave of the Millennial Generation—born between 1980 and 2001—is entering the work force, and employers are facing some of the biggest management challenges they’ve ever encountered. They are trying to integrate the most demanding and most coddled generation in history into a workplace shaped by the driven baby-boom generation. Like them or not, the millennials are America's future work force. They are actually a larger group than the boomers—92 million vs. 78 million.
The millennials are truly trophy kids, the pride and joy of their parents who remain closely connected even as their children head off to college and enter the work force. Millennials are a complex generation, with some conflicting characteristics. Although they’re hard working and achievement oriented, most millennials don’t excel at leadership and independent
problem solving
(Links to an external site.)
. They want the freedom and flexibility of a
virtual office
(Links to an external site.)
, but they also want rules and responsibilities to be spelled out explicitly. “It’s all about me,” might seem to be the mantra of this demanding bunch of young people, yet they also tend to be very civic-minded and philanthropic.”
Do you feel that Millennials, (or yourself if you fit within the age bracket of this group), tend to be more independent thinking is prized, questioning is the norm and proof is what they are looking for? Do you find that organizations such as religion, social groups, corporations and politics can not be trusted?
Do you feel that Millennials don't seem to have the same sense of loyalty to their employers as do earlier generations, particularly Baby Boomers? Do you agree that they keep .
The Huffington Post Millennials Are Defining the Workplace.docx
The Huffington Post
Millennials Are Defining the Workplace
Posted: 08/26/2014 6:03 pm EDT Updated: 08/26/2014 6:59 pm EDT
Millennials lead the pack when it comes to digital influence.
And understandably so. After all, now in their 20s and 30s, these adults have grown up in the
digital era. It comes naturally to them. It is part of their every day. It defines them and they, in
turn, have significant influence on those around them, whether from home, the workplace or the
treadmill.
Social media, of course, are the favored form of communications. With smartphones, tablets and
other digital devices, each tap matters greatly as they share thoughts and concerns or read what
friends and others have to say.
Pew Research calls Millennials "digital natives." In its 2014 report, "Millennials in Adulthood,"
Pew points out that they are:
"the only generation for which these new technologies are not something they've had to adapt to.
Not surprisingly, they are the most avid users.
"They have taken the lead in seizing on the new platforms of the digital era - the internet, mobile
technology, social media - to construct personalized networks of friends, colleagues and affinity
groups."
In what may seem as no more than the blink of an eye, these Millennials are fast becoming the
largest group of employees at companies large and small. Neither idle nor quiet, many of them
are making their mark.
Fast moving through the ranks and exerting greater influence in the workplace, they are now
forcing changes in how to motivate and engage with employees. And you can count on that
continuing for a long, long time.
Ron Alsop, journalist, author and former Wall Street Journal editor, set the tone for how the
Millennials would eventually dominate the workforce in his ground-breaking 2008 book: "The
Trophy Kids Grow Up: How the Millennial Generation Is Shaking Up The Workplace."
Mr. Alsop saw early on that the Millennials would bring a set of values and priorities that
differed significantly from the generations that came before them: Gen X and Baby Boomers.
With the Millennials, he wrote, "employers are facing some of the biggest management
challenges they've ever encountered." http://www.thetrophykids.com
While the earliest assessments of Millennials tended to be very skeptical of this group - quick to
call them coddled and focused on themselves - we now have better insights and see this
generation as having very different expectations of employers than did their predecessors.
Among Millennials, loyalty is hard won, independent thinking is prized, questioning is the norm
and proof is what they are looking for.
Pew adds another very important distinction: Millennials, the research says, are "unmoored from
institutions," or unattached from organizations that have been so important to earlier generations.
This applies to religion, social groups, corporations and politics. Adding to their sense of not
belonging, t ...
Gen Y's Characteristic
This presentation summarizes common characteristics of Generation Y to help understand their motivations and develop strategies for managing intergenerational relationships in the workforce. Key points include: Generation Y comprises over 70 million people in the US and will make up nearly half the workforce by 2014; formative events like 9/11, the Iraq War, and technology shaped their worldview; they value meritocracy, camaraderie, non-traditionalism, and work-life integration; implications for businesses include addressing expectations around compensation, career opportunities, collaboration, and feeling nurtured in the workplace. The goal is to understand generational differences and disconnects to facilitate a positive transition into the workforce.
Final Nacctep Mooks[1]
This document discusses generational differences and characteristics of Millennial students. It provides background on different generations including birth years and names. It then presents a "Millennial IQ" quiz to test knowledge about traits, behaviors, and preferences of Millennial students. Key points are that Millennials highly value technology, diversity, teamwork and experiential learning. They also seek structure and challenge but want respect, fun and flexibility from teachers. The recession has significantly impacted Millennials through high debt and lack of entry-level jobs. However, most Millennials remain optimistic and are adapting to the economic challenges.
ABA Across Generations
Millennials, born between 1981-1996, make up a significant portion of the current workforce. They value work-life balance, social responsibility, and feedback. As digital natives, they are shaped by technology and prefer to communicate via text and social media rather than phone calls. Millennials also delay traditional milestones like marriage, home ownership, and children due to student debt, unemployment, and a preference to live in cities with access to shared transportation. To attract and retain Millennial talent, employers should offer flexible work, opportunities for impact, and competitive benefits while fostering an intergenerational, team-oriented culture.
Midterm review
The document provides an overview and review of key concepts for a midterm exam on media and technology:
1) According to media scholar Mark Deuze, we live in media and derive our sense of identity from it, not outside of it.
2) People in a "media life" focus on crafting a good, responsible, and beautiful experience of existing fully within media environments.
3) Media convergence allows audiences to participate in content creation and experience stories across multiple platforms, with each platform contributing part of the overall narrative.
4) Media industries appeal to emotions to engage audiences in "free labor" that makes them both loyal consumers and participants.
Ems - Summer I ’11 - T101 Midterm Exam Review
The document provides an overview and review of key concepts for a midterm exam on media and technology:
1) According to media scholar Mark Deuze, we live in media and derive our sense of identity from it, not outside of it.
2) People in a "media life" focus on crafting a good, responsible, and beautiful experience of existing fully within media environments.
3) Media convergence has led to a culture where audiences actively co-create media across multiple platforms through user-generated content and transmedia storytelling.
Five trends that will redefine nonprofit communications
Economic challenges, new technology, and diverse audiences are creating new
opportunities for nonprofits, especially with their communications. This presentation explores five trends shaping how your nonprofit can tell its story, engage key audiences, and build support for its mission. Originally presented by Emily Stoddard Furrow and Gretchen DeVault, partners of DVQ Studio, at the 2010 Michigan Nonprofit Association SuperConference.
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3) Millennials are predicted to build stable families and tight-knit communities, using technology to strengthen social bonds and engage civically.
Interview with Brian Solis Author of The End of Business As Usual
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Sim & Dif In Lead Gen X & Y
This document summarizes the key differences and similarities between Generation X and Generation Y employees. Both generations have different characteristics and leadership needs. Generation X values independence, work-life balance, and informality. They dislike rigid structures and micro-management. Generation Y expects frequent feedback, structure, and opportunities for group work. Effective leadership practices for both generations include understanding their traits, providing the right amount of supervision, and implementing flexible work arrangements.
eBook Community_in_Higher_Ed-v7
This document discusses the importance of mattering and sense of community for students in higher education. It specifically focuses on challenges faced by certain student populations including Latino students, first-generation students, and online/distance learners. For these groups, feeling like they matter and belong is especially critical to their success but can be difficult due to factors such as cultural disconnect, lack of family experience with college, and less time spent on campus. Developing a strong sense of community is important for all students but particularly for these populations that may struggle more with isolation and feelings of not fitting in.
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Engaging millennials in disability advocacy 8-18
Millennials, born between 1981-1997, are an important generation for disability advocacy organizations to engage with. They are the most educated generation and have grown up with more opportunities for self-advocacy than previous generations. As parents, Millennial parents of children with disabilities may differ from previous generations in being more involved in online communities. Millennials are motivated to get involved with causes they care about through activities like clicktivism and social media engagement. Disability advocacy organizations should focus on causes Millennials care about and provide virtual engagement opportunities to attract their involvement.
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- Managing a multi-generational workforce requires understanding each generation's perspectives and using different management styles tailored to each generation's values. Managers should not impose their own values and instead manage according to each employee's values.
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Running head FIRST REFLECTION1FIRST REFLECTION4.docx
Running head: FIRST REFLECTION 1
FIRST REFLECTION 4
MADS 6645: Marketing Social Change
Professor: Rajesh Kumar
First Reflection: Corporate Social Responsibility
Aakanksha Karingula
(1874461)
Fairleigh Dickinson University
Topic: Corporate Social Responsibility
Objective.
For this topic on reflective writing I choose to write about the quote, “In response to pressures to be more socially responsible, corporations are becoming more active in global communities through direct involvement in social responsibilities (Hess & Warren, 2008).” This is defined as the concept, in which organizations integrate socially as well as environmental concerns in their business operations and stakeholder interactions (Kotler & Lee, 2005). What caught my attention to write about this is the desire to communicate and share ideas about the importance of corporate social responsibility for organizations towards society. Many organizations have grown due to the support they got from society as it plays a major role in the sustainability of these organizations. For instance, providing the resources that are needed to run organizations.
This, therefore, got me thinking that it would be also a good idea for the same organizations to consider doing something out of the goodwill for the community to give back at goodwill. According to this quote, many organizations have taken the initiative to work towards community wellness and this was as a result of pressure. However, some of these firms have been pushed to practice corporate social responsibility by the pressure from stakeholders. Organizations need to understand the need for them to involve in good deeds towards the society since it is the society that contributes largely to the wellness of them through promotions like buying and marketing their products to others (Wang, Tong, Takeuchi, & George, 2016).
Reflective.
This quote made me reflect on organizations like Deloitte, IBM, Apple, and LinkedIn just to mention but a few which were among the top 20 corporate socially responsible firms in 2017. I came to understand that many companies had adopted this initiative in the quest to give back to society in ways like helping the less fortunate, providing educational as well as health services. IBM, for instance, plays a major role in promoting as well as offering support on education, economic development, and global health among other many initiatives. I also realized that corporate social responsibility played a major role in boosting the reputation of these firms and that these grew even more from this initiative. Organizations taking part in corporate social responsibility have the advantage of selling themselves more to society. Society tends to appreciate and love such organizations more and this helped me understand how it affected their growth and development.
I also learned about Apple, one of the best technology companies in the world and how it takes its global responsibility seriously. I came t ...
Running head FIRST REFLECTION1FIRST REFLECTION4
This document summarizes and compares the theories of three political theorists - Francis Fukuyama, Samuel Huntington, and John Mearsheimer - on the major forces that would shape global politics after the Cold War. Fukuyama argued that liberal democracy would continue spreading globally, leading to convergence around Western values. Huntington believed civilizational divisions would intensify, fueling conflicts. Mearsheimer viewed international politics as an enduring struggle for power between states in the absence of a global authority. While Fukuyama's theory resonated most after the Soviet collapse, Huntington's gained traction following 9/11, and Mearsheimer's realist perspective cannot be dismissed given geopolitical realities.
MillenialsStudent’s NameInstitutional Affil.docx
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 ...
Choose a National Transportation Safety Board (NTSB) report of a w.docx
Choose a National Transportation Safety Board (NTSB) report of a
weather-related accident/incident
and, along with at least
five
other sources, investigate what happened in the accident/incident, offer the causes, and the recommendations for the future in order to prevent such an accident/incident.
The following components must be present within your report. Please be sure to follow the template provided.
1. Cover Page
2. Introduction
3. Synopsis of Incident
4. Causation
5. Decision Criteria
6. Analysis
7. Implications
8. Recommendations
9. Personal Narrative
10. Conclusion
11. References
.
Choose a global health issue. For this assignment, you will introduc.docx
This document provides instructions for an assignment to write a 3-4 page paper about a global health issue. Students are asked to choose a health issue from a list, introduce it and discuss prevention interventions. They should cover the issue's prevalence, contributing factors, prevention strategies, signs/symptoms, diagnostic tests if applicable, the advanced practice nursing role, medical management if relevant, follow-up care, and conclude the paper. Students must cite 2-3 scholarly sources and follow APA format.
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Reaching Teens through Social Media
Reaching teens through Social Media recaps some statistics about the teen demographic and social media, share the "10 Truths about Millennials" and finishes up with "10 Rules on Engaging Teens".
All Things Millennial - Why Don't you "like" me
A thought piece news letter that discusses how brands can become better friends with Millennials through their social media efforts.
Results of Survey
The survey results show that most members prefer getting church information electronically through email newsletters and the website rather than print newsletters. Members are particularly interested in receiving group information and being able to offer support through online methods. While current members use computers and the internet regularly, workshops could help increase technological literacy for all generations. The data reveals opportunities to better engage people through targeted communications and multiple information channels.
How to Engage Millennials in the Workplace
This presentation provides practical and proven strategy on how to engage Millennials in the workplace.
CausePlanet Fundraising and the Next Generation Interview
This document summarizes an interview with Emily Davis about incorporating generations X and Y into strategic resource planning. The interview covered how these generations view volunteering and philanthropy differently than previous generations. Davis discussed how these generations were raised with community service and social media, and nonprofits need to engage them through authentic partnerships and multiple communication methods. She also emphasized the importance of cultivating younger family members and preparing for significant wealth transfers to these generations.
Board Presentation2
The document discusses ways to improve communication within a religious organization to be more effective and inclusive of different generations. It suggests leveraging various communication vehicles like paper, email, websites and social media to engage members and the community. Bridges need to be built between insiders and outsiders through easy ways for newcomers to get involved. The organization should understand members' technology preferences and provide feedback opportunities to better communicate its message and support for all people.
Neuromarkleting generational marketing generational sciences: Generations for...
1) The document discusses generational differences and predicts trends for Baby Boomers, Generation X, and Millennials as they age.
2) It suggests that as Boomers age, they will prioritize values over money and become missionaries for their beliefs, while Generation X will focus on practical solutions and their families' security.
3) Millennials are predicted to build stable families and tight-knit communities, using technology to strengthen social bonds and engage civically.
Interview with Brian Solis Author of The End of Business As Usual
Interview with Brian Solis Author of The End of Business As UsualBloomberg Marketing/Diva Marketing Blog /Diva Foodies
Brian Solis discusses the impact of social media on business and customers. He notes that social media allows for direct connections but many companies still treat it like traditional media instead of focusing on social interactions. Solis emphasizes the importance of understanding customer experiences and behaviors in order to design meaningful social media strategies. Companies must engage authentically and with empathy in order to build trust with connected customers who now help co-create brands.Next Generation Diversity: Grooming Millennial Leaders
Lessons in Leadership for the Millennial Generation: Workplace Imperatives, Navigating Generational Diversity Best Practices for Leadership Development for Millennials
The Millenials
This presentation introduces the Millennial generation born after 1981. It describes Millennials as confident, sheltered, special, and team-oriented. They are also pressured achievers who highly value diversity and service. Millennials require hands-on, experiential learning and are heavily influenced by technology and media in their daily lives.
Sim & Dif In Lead Gen X & Y
This document summarizes the key differences and similarities between Generation X and Generation Y employees. Both generations have different characteristics and leadership needs. Generation X values independence, work-life balance, and informality. They dislike rigid structures and micro-management. Generation Y expects frequent feedback, structure, and opportunities for teamwork and experiential learning. Effective leadership for both generations focuses on approachability, active listening, support for work-life balance, integrity, and flexibility.
Sim & Dif In Lead Gen X & Y
This document summarizes the key differences and similarities between Generation X and Generation Y employees. Both generations have different characteristics and leadership needs. Generation X values independence, work-life balance, and informality. They dislike rigid structures and micro-management. Generation Y expects frequent feedback, structure, and opportunities for group work. Effective leadership practices for both generations include understanding their traits, providing the right amount of supervision, and implementing flexible work arrangements.
eBook Community_in_Higher_Ed-v7
This document discusses the importance of mattering and sense of community for students in higher education. It specifically focuses on challenges faced by certain student populations including Latino students, first-generation students, and online/distance learners. For these groups, feeling like they matter and belong is especially critical to their success but can be difficult due to factors such as cultural disconnect, lack of family experience with college, and less time spent on campus. Developing a strong sense of community is important for all students but particularly for these populations that may struggle more with isolation and feelings of not fitting in.
How Nonprofits Can Reach Gen Y
A text-heavy deck that will give you ideas on how to get your message right when you're going after Generation Y, specifically if you're a nonprofit.
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A revealing look at the intergenerational approach to higher education and what institutions must do to understand, recruit and engage millennial employees and generation Z students.
Engaging millennials in disability advocacy 8-18
Millennials, born between 1981-1997, are an important generation for disability advocacy organizations to engage with. They are the most educated generation and have grown up with more opportunities for self-advocacy than previous generations. As parents, Millennial parents of children with disabilities may differ from previous generations in being more involved in online communities. Millennials are motivated to get involved with causes they care about through activities like clicktivism and social media engagement. Disability advocacy organizations should focus on causes Millennials care about and provide virtual engagement opportunities to attract their involvement.
Generations
- There are four main generations currently in the workforce - Matures, Baby Boomers, Generation X, and Millennials - who have different values, communication styles, and work habits due to life experiences.
- Managing a multi-generational workforce requires understanding each generation's perspectives and using different management styles tailored to each generation's values. Managers should not impose their own values and instead manage according to each employee's values.
- Bridging generational gaps involves drawing on the strengths of each generation by having older generations mentor younger ones and leveraging technology skills across generations. The diversity of perspectives across generations can make for a stronger team if properly motivated around shared objectives.
Running head FIRST REFLECTION1FIRST REFLECTION4.docx
Running head: FIRST REFLECTION 1
FIRST REFLECTION 4
MADS 6645: Marketing Social Change
Professor: Rajesh Kumar
First Reflection: Corporate Social Responsibility
Aakanksha Karingula
(1874461)
Fairleigh Dickinson University
Topic: Corporate Social Responsibility
Objective.
For this topic on reflective writing I choose to write about the quote, “In response to pressures to be more socially responsible, corporations are becoming more active in global communities through direct involvement in social responsibilities (Hess & Warren, 2008).” This is defined as the concept, in which organizations integrate socially as well as environmental concerns in their business operations and stakeholder interactions (Kotler & Lee, 2005). What caught my attention to write about this is the desire to communicate and share ideas about the importance of corporate social responsibility for organizations towards society. Many organizations have grown due to the support they got from society as it plays a major role in the sustainability of these organizations. For instance, providing the resources that are needed to run organizations.
This, therefore, got me thinking that it would be also a good idea for the same organizations to consider doing something out of the goodwill for the community to give back at goodwill. According to this quote, many organizations have taken the initiative to work towards community wellness and this was as a result of pressure. However, some of these firms have been pushed to practice corporate social responsibility by the pressure from stakeholders. Organizations need to understand the need for them to involve in good deeds towards the society since it is the society that contributes largely to the wellness of them through promotions like buying and marketing their products to others (Wang, Tong, Takeuchi, & George, 2016).
Reflective.
This quote made me reflect on organizations like Deloitte, IBM, Apple, and LinkedIn just to mention but a few which were among the top 20 corporate socially responsible firms in 2017. I came to understand that many companies had adopted this initiative in the quest to give back to society in ways like helping the less fortunate, providing educational as well as health services. IBM, for instance, plays a major role in promoting as well as offering support on education, economic development, and global health among other many initiatives. I also realized that corporate social responsibility played a major role in boosting the reputation of these firms and that these grew even more from this initiative. Organizations taking part in corporate social responsibility have the advantage of selling themselves more to society. Society tends to appreciate and love such organizations more and this helped me understand how it affected their growth and development.
I also learned about Apple, one of the best technology companies in the world and how it takes its global responsibility seriously. I came t ...
Running head FIRST REFLECTION1FIRST REFLECTION4
This document summarizes and compares the theories of three political theorists - Francis Fukuyama, Samuel Huntington, and John Mearsheimer - on the major forces that would shape global politics after the Cold War. Fukuyama argued that liberal democracy would continue spreading globally, leading to convergence around Western values. Huntington believed civilizational divisions would intensify, fueling conflicts. Mearsheimer viewed international politics as an enduring struggle for power between states in the absence of a global authority. While Fukuyama's theory resonated most after the Soviet collapse, Huntington's gained traction following 9/11, and Mearsheimer's realist perspective cannot be dismissed given geopolitical realities.
MillenialsStudent’s NameInstitutional Affil.docx
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 ...
Similar to Answer the following questions as they relate to you and the article.docx (20)
CausePlanet Fundraising and the Next Generation Interview
CausePlanet Fundraising and the Next Generation Interview
Neuromarkleting generational marketing generational sciences: Generations for...
Neuromarkleting generational marketing generational sciences: Generations for...
Interview with Brian Solis Author of The End of Business As Usual
Interview with Brian Solis Author of The End of Business As Usual
Next Generation Diversity: Grooming Millennial Leaders
Next Generation Diversity: Grooming Millennial Leaders
Recruiting, Retaining and Engaging the Next Generation College Student
Recruiting, Retaining and Engaging the Next Generation College Student
Running head FIRST REFLECTION1FIRST REFLECTION4.docx
Running head FIRST REFLECTION1FIRST REFLECTION4.docx
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Chinese History
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Marriage and love are very important to a woman. However, at different times, a woman has a completely different way of life. For example, Yulian lived in a feudal period dominated by family so she put her husband's family first. In my opinion, Yulian sacrificed her love and happiness for putting family first, which is a great thing but not worth it. However, Jia Jia from the beginning of the gold digger because of a series of events and become a brave pursuit of their own love and life woman is very worthy of praise.
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Jia Jia and Julian have something in common. They all focus on who can give them a stable and good life. However, the difference is that Yulian follows the traditional idea of giving priority to her family but Jia Jia is based on their own ideas to live out their own life.
Marxist Historiography
1. Marxist Historiography has five different stages. The first stage is Primitive Communism, People at this stage use hunting as raw meat, which is the most important asset. The second stage is Oriental Slavery, the agricultural development began, and people willing to fight elsewhere and take slaves to cultivate for themselves. The most valuable is the slave. The third stage is Feudalism, serfs or peasants serve for their king and pay the rent or tax. Capitalism is the four-stage, the most important asset is money. The five-stage is Communism, for this stage that no more private ownership and it will be a world of peace and no war.
2. Base on Marxist Historiography lecture, the era of Yulian's life is very important to the family. She listens to her family's arrangements to get married and takes care of her husband's family after marriage. So I think Yulian is in the third stage of the Marxism Feudalism stage because people at this stage serve the king, they obedient and obey the rules. Yulian's life all follow her husband’s family and obey her family. Jia Jia emphasized that she has money from the beginning of the film. Anything she wants that she just use money to get it. All Jia Jia thinks that she can buy it with money. Therefore, Jia Jia is the fourth stage Capitalism stage in Marxism.
3. On the stage of Yulian so be .
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Do the following:
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China’s economy中国经济httpworldmap.harvard.educhinamap.docx
China’s economy
中国经济
http://worldmap.harvard.edu/chinamap/
How has China’s economy changed 1949-present?
What is the structure of PR China’s economy?
What are some major agricultural issues in China?
What are some industrial issues in China?
What is the Belt and Road Initiative?
What are the economic forces at work in China?
How has the economic reform policy progressed in China?
How has China’s economy changed 1949-present?
Economy Timeline
Mao 1950s Land reform, Collectivization, Great Leap Forward, 1960s Cultural Revolution
1976 Four Modernizations
Deng Reforms
1980s Agricultural Responsibility System
Socialist Economy with Chinese Characteristics
Exports
1992 Deng’s Southern tour
Regional Development, Coast, Interior
2000 Develop the West
2010 Moderate Prosperity, Technology, Green
2013 Third Plenum - China Dream
http://www.bbc.co.uk/news/business-25033622
http://www.bbc.com/news/world-asia-china-31744373
Videos
China in the Red
http://www.pbs.org/wgbh/pages/frontline/shows/red/
http://www.dailymotion.com/video/xen5f7_pbs-china-in-the-red-9-11_news
What are the lives of people like?
Form of Economy
Mixed Economy
Market-Leninism
Transition: Elements of Socialism, Market & Capitalism
What is the structure of PR China’s economy?
Ownership types: State, Collective, Private and individual, Foreign
Economic Indicators
GDP Trillion $25.36
GDP per capita $18, 200
GDP growth 6.9% GDP Composition
Agriculture 8%, Industry 40% Service 52%
Labor Composition
Agriculture 28%, Industry 29% Service 43%
Poverty 3.3%, <RMB2300 ( US$400)
Trade
Exports (number 1):
US 19, Hong Kong 12, Japan 6, South Korea 5
Electrical, computers, apparel, furniture, textiles
Imports ( number 2):
South Korea 10, Japan 9, US 9, Germany 5, Australia 5
Electrical, oil, medical, ore, vehicle, soybean
Structure of China’s Transitional Economy 1
Structure of China’s Transitional Economy
Industrial structure (compare to Japan and S. Korea)
Enterprise groups – SOE State Operated Enterprise
state support/control, losing money, 25% industry
Collective enterprises – independent of state
manager bought company from state
40% industry
TVE Enterprises – Township and Village Enterprises (former collective)
Owned operated by rural - Dynamic element of economy
Structure of China’s Transitional Economy 2
Private Entrepreneurs - small business, 20% industry
services/manufactures Difficult taxes, legality, politics
Foreign Ventures – partnerships, 10% industry
– commerce, industry
Agriculture - backbone of economy 8% econ
employment / food supply
Responsibility system, state out of agriculture
have right to work land
Food price control and some subsidies still exist
Economic Dualism
Industrial v. non-industrial : worker - peasant
Coastal & open cities v. hinterland “backward”
City v. country
urban v. rural
China Inc?
Simplified form
CCP
Business Bureaucracy
(SOE, Coll., TVE) (State Council)
Rural .
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