Bus 271-Lanier Loper-Understanding Millennials
•
0 likes•13 views
Millennials make up over a quarter of the US population and are more likely to enter the workforce than previous generations, especially women Millennials who have higher rates of bachelor's degree attainment. Millennials are also the most curious generation in the workforce today, with their curiosity leading to benefits like fewer mistakes, more innovation, and stronger team performance. However, Millennials are often misunderstood; visiting Pew Research can help provide understanding of Millennials and older generations.
Report
Share
Report
Share
Download to read offline
Recommended
The best stats you’ve ever seen
This document discusses the need to communicate accurate data and insights about global trends to overcome preconceived ideas. It notes that dramatic social and economic changes have occurred in Asia that are often underestimated. The concept of "developing" countries is also becoming outdated as gaps between rich and poor are less clear. While data has limitations, it highlights that inequality is greater than often thought, with the richest 20% of the world taking 74% of annual income while the poorest 20% take only 2%. The document ends by calling for better search functions and accessibility of global data.
A different approach to policy
A presentation by Sally Roever, WIEGO Urban Policies
Programme, from the urban informal economy.
The presentation was made at a conference on "The biggest 'private sector': what place for the informal economy in green and inclusive growth?" on 25 February 2016.
The event was hosted by IIED and the Green Economy Coalition, WIEGO, the Center for International Forestry Research (CIFOR) and the OECD's Sahel and West Africa Club.
More details: http://bit.ly/1T8MGqJ
Hanna rosin powerbalance between genders
The document discusses how power dynamics between genders are shifting globally as reflected in changes in the workplace, education, family structures, and culture. Data shows that in countries like the US, women now make up the majority of the workforce and managers, and earn more college degrees than men. Attitudes toward gender are also changing, as fewer couples now prefer sons over daughters in some countries. These trends reflect societies demanding new skills like intelligence, communication, and teamwork, which studies show women often excel at. For the changes to fully impact culture, views that still see men solely as providers must also evolve.
Generational Learning and Communication
The document discusses generational differences and challenges in communication and learning between generations. It notes that different generations respond to challenges, authority, and act as groups differently and have different motivations. It provides statistics on the populations of Millennials, Gen X, and Boomers. It also discusses how the average age of US farmers has increased from 50.5 in 1982 to 58.3 in 2012, with 62% being over age 55 in 2012. The document addresses challenges in reaching different generations through offices, programs, publications, websites, and social media.
Generational Challenges in Ag and Natural Resources
The document discusses generational challenges in agriculture and natural resources. It notes that the average age of U.S. farmers has been increasing, with 62% being over 55 years old in 2012, up from 42% in 1982. The average age also increased from 50.5 to 58.3 years old over this period. The document explores characteristics of different generations including Millennials, Gen X, and Baby Boomers and how their skills, motivations, and experiences shaping when they grew up impact the agriculture industry. It emphasizes the need to understand generational differences to effectively manage and motivate a multigenerational workforce in agriculture and related fields.
Character & resilience summit slides final
I gave this presentation at the Character & Resilience Summit at Admiralty House that was organised by Baroness Claire Tyler and Damian Hinds MP at the all party parliamentary group on social mobility. I was asked to share the evidence on how character capabilities develop across the life-course and the impact that so called 'soft skills' have on a range of life outcomes.
CGA Millennials in the Workforce (1)
Millennials, born between 1980-2000, make up 1/4 of the US population and half of the workforce. They value flexibility, creativity, and work-life balance over climbing the corporate ladder. They expect frequent job changes and want opportunities to learn, advance, and provide input. Most are tech-savvy and use smartphones constantly. Employers can attract and retain Millennials by investing in their growth, promoting work flexibility, and allowing technology use on the job.
What's hot and what's not: How has development thinking changed in the last f...
What's hot and what's not: How has development thinking changed in the last f...Institute of Development Studies
PowerPoint presentation from Duncan Green's (Senior Strategic Adviser at Oxfam GB) Sussex Development Lecture on 6 March 2013Recommended
The best stats you’ve ever seen
This document discusses the need to communicate accurate data and insights about global trends to overcome preconceived ideas. It notes that dramatic social and economic changes have occurred in Asia that are often underestimated. The concept of "developing" countries is also becoming outdated as gaps between rich and poor are less clear. While data has limitations, it highlights that inequality is greater than often thought, with the richest 20% of the world taking 74% of annual income while the poorest 20% take only 2%. The document ends by calling for better search functions and accessibility of global data.
A different approach to policy
A presentation by Sally Roever, WIEGO Urban Policies
Programme, from the urban informal economy.
The presentation was made at a conference on "The biggest 'private sector': what place for the informal economy in green and inclusive growth?" on 25 February 2016.
The event was hosted by IIED and the Green Economy Coalition, WIEGO, the Center for International Forestry Research (CIFOR) and the OECD's Sahel and West Africa Club.
More details: http://bit.ly/1T8MGqJ
Hanna rosin powerbalance between genders
The document discusses how power dynamics between genders are shifting globally as reflected in changes in the workplace, education, family structures, and culture. Data shows that in countries like the US, women now make up the majority of the workforce and managers, and earn more college degrees than men. Attitudes toward gender are also changing, as fewer couples now prefer sons over daughters in some countries. These trends reflect societies demanding new skills like intelligence, communication, and teamwork, which studies show women often excel at. For the changes to fully impact culture, views that still see men solely as providers must also evolve.
Generational Learning and Communication
The document discusses generational differences and challenges in communication and learning between generations. It notes that different generations respond to challenges, authority, and act as groups differently and have different motivations. It provides statistics on the populations of Millennials, Gen X, and Boomers. It also discusses how the average age of US farmers has increased from 50.5 in 1982 to 58.3 in 2012, with 62% being over age 55 in 2012. The document addresses challenges in reaching different generations through offices, programs, publications, websites, and social media.
Generational Challenges in Ag and Natural Resources
The document discusses generational challenges in agriculture and natural resources. It notes that the average age of U.S. farmers has been increasing, with 62% being over 55 years old in 2012, up from 42% in 1982. The average age also increased from 50.5 to 58.3 years old over this period. The document explores characteristics of different generations including Millennials, Gen X, and Baby Boomers and how their skills, motivations, and experiences shaping when they grew up impact the agriculture industry. It emphasizes the need to understand generational differences to effectively manage and motivate a multigenerational workforce in agriculture and related fields.
Character & resilience summit slides final
I gave this presentation at the Character & Resilience Summit at Admiralty House that was organised by Baroness Claire Tyler and Damian Hinds MP at the all party parliamentary group on social mobility. I was asked to share the evidence on how character capabilities develop across the life-course and the impact that so called 'soft skills' have on a range of life outcomes.
CGA Millennials in the Workforce (1)
Millennials, born between 1980-2000, make up 1/4 of the US population and half of the workforce. They value flexibility, creativity, and work-life balance over climbing the corporate ladder. They expect frequent job changes and want opportunities to learn, advance, and provide input. Most are tech-savvy and use smartphones constantly. Employers can attract and retain Millennials by investing in their growth, promoting work flexibility, and allowing technology use on the job.
What's hot and what's not: How has development thinking changed in the last f...
What's hot and what's not: How has development thinking changed in the last f...Institute of Development Studies
PowerPoint presentation from Duncan Green's (Senior Strategic Adviser at Oxfam GB) Sussex Development Lecture on 6 March 2013Millennials l Our future leaders of tomorrow
Millennials are our future business leaders. This Blue Paper discusses this generation’s workforce attitudes and offers tips to assist them in professional growth.
Millennials: The young generation shaping the future
This document discusses the Millennial generation and their impact and influence. Some key points:
- Millennials were born in the early 1980s to early 2000s and make up a large portion of the population in many countries.
- They came of age during the rise of the internet and social media and have a unique relationship with technology.
- The economic recession had significant impact on Millennials as they were entering the workforce.
- Millennials prioritize flexibility, meaningful work, innovation, and work-life balance over long-term career commitments to single employers.
- Their habits and priorities are shaping new types of businesses focused on experiences and collaborative consumption over asset ownership.
- Millennials
2015 Millennials Knowledge Module
Millennials – the most sought-after segment by marketers today. Learn more about this influential audience - the facts, figures, mindset and attitudes
Millennials 101
The document summarizes 7 core traits of Millennials born between 1982-2002:
1. They see themselves as special and want to attend a special college.
2. They are sheltered and seek structure.
3. They are confident in their future opportunities.
4. They are team-oriented and prefer to work collaboratively.
5. They are conventional and value mainstream ideas.
6. They are pressured to achieve and get into college.
7. They are highly achievement-oriented and value accomplishments.
The document suggests leveraging these traits when organizing Millennials, such as through informal, diverse, and resume-building opportunities that emphasize spirituality over traditional religion.
Teaching across the generations
A look at how college/grad school "Millennial Generation" students are changing the way we teach. 1. Describing the Millennials 2. Teaching Millennials 3. Millennials as Law Students
Millenials: Understanding the Generation
This document discusses millennial trends and characteristics based on research studies. It defines millennials as those born between 1980-2000 and outlines some of their key attributes:
- Millennials are highly connected digitally and spend many hours online. They are concerned with social and economic issues.
- They are team-oriented, seeking peer approval over individualism. Millennials also value achievement and were raised with structured schedules.
- The document examines millennials' traits like being special, sheltered, confident, and pressured to succeed. It provides examples of millennial behaviors and perspectives.
Just the Facts About Millennials
Millennials make up a significant portion of today's workforce and will continue growing into leadership roles. Research shows that as a generation, Millennials tend to be confident, ambitious, and want frequent feedback and career development opportunities. They also prefer flexible work arrangements and value work-life balance. Some organizations have adapted practices to better support Millennials, such as more flexible schedules, mentorship programs, and frequent performance reviews. As Millennials rise to leadership, they will likely change the workplace in unknown ways as every new generation does.
E marketer taking_the_measure_of_millennial_men-as_sort-of-grownups_as_digita...
This document provides an overview of millennial men in the United States based on their demographics, digital behaviors, and shopping habits. It finds that while millennial men face some challenges like lower rates of college education compared to women, they are generally satisfied with their careers and financial situations. Millennial men are highly engaged with digital technologies and use them extensively for entertainment, social networking, and online shopping due to the convenience they provide. However, their digital usage has not necessarily replaced offline activities. Overall, the document explores both challenges faced by millennial men as well as ways in which they are adapting to changing social and economic conditions.
Chapter 27Psychiatric Care and Mental Health in the Community.docx
Chapter 27
Psychiatric Care and Mental Health in the Community
The Unique Role and Perspective of Psychiatric–Mental Health
Engages in therapeutic use of self
Presence
Self-reflection
Nursing in Caring for the Public’s Health
Demographic changes
Patterns of disease
Methods of control and prevention of health problems
Wellness focus
Definition of Mental Health
Mental health involves connection of body, mind, and spirit, in mental and physical wholesomeness.
History of Mental Health
in the Community
Early humanitarian reform in mental health
Community mental health reform in the 1960s
History and Spirit of Psychiatric–Mental Health Nursing in the Community
State of the science of psychiatric–mental health nursing
Levels of psychiatric–mental health nursing practice
Basic-level function
Advanced-level function
Individuals and Population Groups Needing Psychiatric–Mental Health Services
Loss, death, separation
Crisis
Anxiety
Depression
Illness—acute and chronic
Stress and coping
Teens
Individuals and Population Groups Needing Psychiatric–Mental Health Services (cont.)
Victims of violence
American families
Elderly population
Models for Psychiatric–Mental Health Nursing Practice
Public health model
Primary care model
Primary mental health care model
Using reflection in nursing education and practice
Using a phenomenological perspective:
Understanding the public’s mental health lived experience, one person at a time
BABYLON AND THE GENERATION GAP WITHIN THE CULTURE 6
DeAnn Cross
03/13/2018
Research paper
Myth Symbol
It is well researched and reported that the culture of a nation has a major impact on employees’ work related values, attitudes and expectations. The objective of this study was to investigate Babylon and generation gap, specifically within the culture. The research found there are difference types of generation gap. Additionally, the research stipulated various causes of generation gap within the culture. However, the research has demonstrated that generation gap has contributed and affected the living people with the society. In addition to these findings, the research has uncovered some anomalies with specific research findings in the culture of people of Babylon.
‘Generation Gap' is a term for the most part used to characterize the distinctions in culture, thought and conduct between more youthful ages and their elder (Highley & Dolan, 2001). It can be likewise depicted as the progressions occurring when more established and more youthful individuals can't fathom each other in light of their distinctive encounters, dispositions, ways of life and exercises.
With the continuous procedure of life, there will dependably be new ages. As society keeps on advancing and new mechanical advancements build up, generation gap will ceaselessly be transcendent. "The old are totally persuaded that the thoughts they have had for the duration of their lives are a definitive and perfect (Kl ...
What if the next big disruptor isn’t a what but a who?
This document discusses the characteristics of Generation Z (Gen Z), those born after 1997. It begins by contrasting Gen Z with Millennials and how they were shaped by different world events and parenting styles. Gen Z grew up in a world with constant threats of violence and bullying but also increasing tolerance. They have always had access to technology and the internet. As a result, Gen Z is self-aware, self-reliant, innovative, and entrepreneurial. They are less loyal to brands and retailers than prior generations. The document explores the implications of these characteristics for businesses hoping to connect with Gen Z consumers.
Young Australians
Gen Y and Gen Z represent a large and influential segment of the Australian population. They value family, friends, and health above other concerns. While online and engaged with social media, they are protective of their online identities. They are increasingly mobile-centric in their media consumption and shopping behaviors. How brands connect with these generations into the future will depend on understanding their priorities and lifestyle changes.
ayu gen.pptx
A generation gap refers to differences in beliefs and values between younger and older generations. Younger generations today include Generation X, Generation Y, and Millennials, while older generations are Baby Boomers and Traditionalists. Reasons for generation gaps include differences in lifestyles, communication styles, and expectations between parents and children. Effects can include psychological distress, relationship difficulties, and decreased social values over time. Generation gaps can be reduced by open communication, understanding different perspectives, and finding compromise.
Najda Khan Speech EASFL 15th May 2015..
This document contains the text of a presentation given to students on women's issues. It discusses the struggles women face with stereotypes, lack of role models, and double standards. It argues that women make great leaders, especially in diverse societies, and cites research showing countries with female leaders have stronger economic growth. The presentation calls for empowering women and girls with knowledge of their rights and potential as agents of positive change.
Videos to watch before.docx
This document discusses different generations in the workforce and their attitudes. It covers Traditionalists born before 1945, Baby Boomers born 1946-1965, Generation X born 1966-1985, and Generation Y/Millennials born 1986-2006. Each generation has different views and values regarding work, education, family, and authority. Younger generations question authority more, seek leadership over management, and expect work-life balance. Companies must adapt to changing workforce demographics and attitudes to attract and retain talent from all generations.
Nielsen Company 2014 Report - Millennial Breaking The Myths
Millennials may be more diverse, social, and optimistic than expected. While struggling in the difficult economy, they are entrepreneurial and care about social issues and authentic brands. They value self-expression through music, art, and social media. Millennials are the most racially diverse generation and care about their families and communities despite financial challenges. They are optimistic about their future success and potential.
2014 Civility Infographic
This document summarizes the findings of the 2014 Civility in America poll conducted by Weber Shandwick and Powell Tate with KRC Research. The poll focused on perceptions of civility among Millennials (ages 18-33). Key findings include:
- Millennials experience more incivility on a daily basis and are more likely to encounter it online than older generations. Nearly half of Millennials believe incivility is just part of the political process.
- While all generations see a problem with declining civility, Millennials are less pessimistic about future improvements in civility compared to older Americans.
- There are generational divides over the causes of inciv
Advances In Management .docx
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.
Advances In Management .docx
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 ...
Advances In Management .docx
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.
Multi-Generational Workforce
Creating Synergies in a Multi-Generation Workplace, presented by Katrina Plourde, Human Resources Manager
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
More Related Content
Similar to Bus 271-Lanier Loper-Understanding Millennials
Millennials l Our future leaders of tomorrow
Millennials are our future business leaders. This Blue Paper discusses this generation’s workforce attitudes and offers tips to assist them in professional growth.
Millennials: The young generation shaping the future
This document discusses the Millennial generation and their impact and influence. Some key points:
- Millennials were born in the early 1980s to early 2000s and make up a large portion of the population in many countries.
- They came of age during the rise of the internet and social media and have a unique relationship with technology.
- The economic recession had significant impact on Millennials as they were entering the workforce.
- Millennials prioritize flexibility, meaningful work, innovation, and work-life balance over long-term career commitments to single employers.
- Their habits and priorities are shaping new types of businesses focused on experiences and collaborative consumption over asset ownership.
- Millennials
2015 Millennials Knowledge Module
Millennials – the most sought-after segment by marketers today. Learn more about this influential audience - the facts, figures, mindset and attitudes
Millennials 101
The document summarizes 7 core traits of Millennials born between 1982-2002:
1. They see themselves as special and want to attend a special college.
2. They are sheltered and seek structure.
3. They are confident in their future opportunities.
4. They are team-oriented and prefer to work collaboratively.
5. They are conventional and value mainstream ideas.
6. They are pressured to achieve and get into college.
7. They are highly achievement-oriented and value accomplishments.
The document suggests leveraging these traits when organizing Millennials, such as through informal, diverse, and resume-building opportunities that emphasize spirituality over traditional religion.
Teaching across the generations
A look at how college/grad school "Millennial Generation" students are changing the way we teach. 1. Describing the Millennials 2. Teaching Millennials 3. Millennials as Law Students
Millenials: Understanding the Generation
This document discusses millennial trends and characteristics based on research studies. It defines millennials as those born between 1980-2000 and outlines some of their key attributes:
- Millennials are highly connected digitally and spend many hours online. They are concerned with social and economic issues.
- They are team-oriented, seeking peer approval over individualism. Millennials also value achievement and were raised with structured schedules.
- The document examines millennials' traits like being special, sheltered, confident, and pressured to succeed. It provides examples of millennial behaviors and perspectives.
Just the Facts About Millennials
Millennials make up a significant portion of today's workforce and will continue growing into leadership roles. Research shows that as a generation, Millennials tend to be confident, ambitious, and want frequent feedback and career development opportunities. They also prefer flexible work arrangements and value work-life balance. Some organizations have adapted practices to better support Millennials, such as more flexible schedules, mentorship programs, and frequent performance reviews. As Millennials rise to leadership, they will likely change the workplace in unknown ways as every new generation does.
E marketer taking_the_measure_of_millennial_men-as_sort-of-grownups_as_digita...
This document provides an overview of millennial men in the United States based on their demographics, digital behaviors, and shopping habits. It finds that while millennial men face some challenges like lower rates of college education compared to women, they are generally satisfied with their careers and financial situations. Millennial men are highly engaged with digital technologies and use them extensively for entertainment, social networking, and online shopping due to the convenience they provide. However, their digital usage has not necessarily replaced offline activities. Overall, the document explores both challenges faced by millennial men as well as ways in which they are adapting to changing social and economic conditions.
Chapter 27Psychiatric Care and Mental Health in the Community.docx
Chapter 27
Psychiatric Care and Mental Health in the Community
The Unique Role and Perspective of Psychiatric–Mental Health
Engages in therapeutic use of self
Presence
Self-reflection
Nursing in Caring for the Public’s Health
Demographic changes
Patterns of disease
Methods of control and prevention of health problems
Wellness focus
Definition of Mental Health
Mental health involves connection of body, mind, and spirit, in mental and physical wholesomeness.
History of Mental Health
in the Community
Early humanitarian reform in mental health
Community mental health reform in the 1960s
History and Spirit of Psychiatric–Mental Health Nursing in the Community
State of the science of psychiatric–mental health nursing
Levels of psychiatric–mental health nursing practice
Basic-level function
Advanced-level function
Individuals and Population Groups Needing Psychiatric–Mental Health Services
Loss, death, separation
Crisis
Anxiety
Depression
Illness—acute and chronic
Stress and coping
Teens
Individuals and Population Groups Needing Psychiatric–Mental Health Services (cont.)
Victims of violence
American families
Elderly population
Models for Psychiatric–Mental Health Nursing Practice
Public health model
Primary care model
Primary mental health care model
Using reflection in nursing education and practice
Using a phenomenological perspective:
Understanding the public’s mental health lived experience, one person at a time
BABYLON AND THE GENERATION GAP WITHIN THE CULTURE 6
DeAnn Cross
03/13/2018
Research paper
Myth Symbol
It is well researched and reported that the culture of a nation has a major impact on employees’ work related values, attitudes and expectations. The objective of this study was to investigate Babylon and generation gap, specifically within the culture. The research found there are difference types of generation gap. Additionally, the research stipulated various causes of generation gap within the culture. However, the research has demonstrated that generation gap has contributed and affected the living people with the society. In addition to these findings, the research has uncovered some anomalies with specific research findings in the culture of people of Babylon.
‘Generation Gap' is a term for the most part used to characterize the distinctions in culture, thought and conduct between more youthful ages and their elder (Highley & Dolan, 2001). It can be likewise depicted as the progressions occurring when more established and more youthful individuals can't fathom each other in light of their distinctive encounters, dispositions, ways of life and exercises.
With the continuous procedure of life, there will dependably be new ages. As society keeps on advancing and new mechanical advancements build up, generation gap will ceaselessly be transcendent. "The old are totally persuaded that the thoughts they have had for the duration of their lives are a definitive and perfect (Kl ...
What if the next big disruptor isn’t a what but a who?
This document discusses the characteristics of Generation Z (Gen Z), those born after 1997. It begins by contrasting Gen Z with Millennials and how they were shaped by different world events and parenting styles. Gen Z grew up in a world with constant threats of violence and bullying but also increasing tolerance. They have always had access to technology and the internet. As a result, Gen Z is self-aware, self-reliant, innovative, and entrepreneurial. They are less loyal to brands and retailers than prior generations. The document explores the implications of these characteristics for businesses hoping to connect with Gen Z consumers.
Young Australians
Gen Y and Gen Z represent a large and influential segment of the Australian population. They value family, friends, and health above other concerns. While online and engaged with social media, they are protective of their online identities. They are increasingly mobile-centric in their media consumption and shopping behaviors. How brands connect with these generations into the future will depend on understanding their priorities and lifestyle changes.
ayu gen.pptx
A generation gap refers to differences in beliefs and values between younger and older generations. Younger generations today include Generation X, Generation Y, and Millennials, while older generations are Baby Boomers and Traditionalists. Reasons for generation gaps include differences in lifestyles, communication styles, and expectations between parents and children. Effects can include psychological distress, relationship difficulties, and decreased social values over time. Generation gaps can be reduced by open communication, understanding different perspectives, and finding compromise.
Najda Khan Speech EASFL 15th May 2015..
This document contains the text of a presentation given to students on women's issues. It discusses the struggles women face with stereotypes, lack of role models, and double standards. It argues that women make great leaders, especially in diverse societies, and cites research showing countries with female leaders have stronger economic growth. The presentation calls for empowering women and girls with knowledge of their rights and potential as agents of positive change.
Videos to watch before.docx
This document discusses different generations in the workforce and their attitudes. It covers Traditionalists born before 1945, Baby Boomers born 1946-1965, Generation X born 1966-1985, and Generation Y/Millennials born 1986-2006. Each generation has different views and values regarding work, education, family, and authority. Younger generations question authority more, seek leadership over management, and expect work-life balance. Companies must adapt to changing workforce demographics and attitudes to attract and retain talent from all generations.
Nielsen Company 2014 Report - Millennial Breaking The Myths
Millennials may be more diverse, social, and optimistic than expected. While struggling in the difficult economy, they are entrepreneurial and care about social issues and authentic brands. They value self-expression through music, art, and social media. Millennials are the most racially diverse generation and care about their families and communities despite financial challenges. They are optimistic about their future success and potential.
2014 Civility Infographic
This document summarizes the findings of the 2014 Civility in America poll conducted by Weber Shandwick and Powell Tate with KRC Research. The poll focused on perceptions of civility among Millennials (ages 18-33). Key findings include:
- Millennials experience more incivility on a daily basis and are more likely to encounter it online than older generations. Nearly half of Millennials believe incivility is just part of the political process.
- While all generations see a problem with declining civility, Millennials are less pessimistic about future improvements in civility compared to older Americans.
- There are generational divides over the causes of inciv
Advances In Management .docx
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.
Advances In Management .docx
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 ...
Advances In Management .docx
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.
Multi-Generational Workforce
Creating Synergies in a Multi-Generation Workplace, presented by Katrina Plourde, Human Resources Manager
Similar to Bus 271-Lanier Loper-Understanding Millennials (20)
Millennials: The young generation shaping the future
Millennials: The young generation shaping the future
E marketer taking_the_measure_of_millennial_men-as_sort-of-grownups_as_digita...
E marketer taking_the_measure_of_millennial_men-as_sort-of-grownups_as_digita...
Chapter 27Psychiatric Care and Mental Health in the Community.docx
Chapter 27Psychiatric Care and Mental Health in the Community.docx
What if the next big disruptor isn’t a what but a who?
What if the next big disruptor isn’t a what but a who?
Nielsen Company 2014 Report - Millennial Breaking The Myths
Nielsen Company 2014 Report - Millennial Breaking The Myths
Recently uploaded
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Explore the fascinating world of the Gemini Zodiac Sign. Discover the unique personality traits, key dates, and horoscope insights of Gemini individuals. Learn how their sociable, communicative nature and boundless curiosity make them the dynamic explorers of the zodiac. Dive into the duality of the Gemini sign and understand their intellectual and adventurous spirit.
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
9356872877Sattamatka.satta.matka.satta matka.kalyan weekly chart.kalyan chart.kalyan jodi chart.kalyan penal chart.kalyan today.kalyan open.fix satta.fix fix fix Satta matka nambar.Best Forex Brokers Comparison in INDIA 2024
Navigating the world of forex trading can be challenging, especially for beginners. To help you make an informed decision, we have comprehensively compared the best forex brokers in India for 2024. This article, reviewed by Top Forex Brokers Review, will cover featured award winners, the best forex brokers, featured offers, the best copy trading platforms, the best forex brokers for beginners, the best MetaTrader brokers, and recently updated reviews. We will focus on FP Markets, Black Bull, EightCap, IC Markets, and Octa.
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart➒➌➎➏➑➐➋➑➐➐Dpboss Matka Guessing Satta Matka Kalyan Chart Indian Matka
SATTA MATKA SATTA FAST RESULT KALYAN TOP MATKA RESULT KALYAN SATTA MATKA FAST RESULT MILAN RATAN RAJDHANI MAIN BAZAR MATKA FAST TIPS RESULT MATKA CHART JODI CHART PANEL CHART FREE FIX GAME SATTAMATKA ! MATKA MOBI SATTA 143 spboss.in TOP NO1 RESULT FULL RATE MATKA ONLINE GAME PLAY BY APP SPBOSSMaksym Vyshnivetskyi: PMO KPIs (UA) (#12)
Maksym Vyshnivetskyi: PMO KPIs (UA)
Lemberg PMO School 2024
Website – https://lembs.com/pmoschool
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
Industrial Tech SW: Category Renewal and Creation
Every industrial revolution has created a new set of categories and a new set of players.
Multiple new technologies have emerged, but Samsara and C3.ai are only two companies which have gone public so far.
Manufacturing startups constitute the largest pipeline share of unicorns and IPO candidates in the SF Bay Area, and software startups dominate in Germany.
Top mailing list providers in the USA.pptx
Discover the top mailing list providers in the USA, offering targeted lists, segmentation, and analytics to optimize your marketing campaigns and drive engagement.
Business storytelling: key ingredients to a story
Storytelling is an incredibly valuable tool to share data and information. To get the most impact from stories there are a number of key ingredients. These are based on science and human nature. Using these elements in a story you can deliver information impactfully, ensure action and drive change.
Digital Marketing with a Focus on Sustainability
Digital Marketing best practices including influencer marketing, content creators, and omnichannel marketing for Sustainable Brands at the Sustainable Cosmetics Summit 2024 in New York
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
“After being the most listed dog breed in the United States for 31
years in a row, the Labrador Retriever has dropped to second place
in the American Kennel Club's annual survey of the country's most
popular canines. The French Bulldog is the new top dog in the
United States as of 2022. The stylish puppy has ascended the
rankings in rapid time despite having health concerns and limited
color choices.”
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The Radar reflects input from APCO’s teams located around the world. It distils a host of interconnected events and trends into insights to inform operational and strategic decisions. Issues covered in this edition include:
Top 10 Free Accounting and Bookkeeping Apps for Small Businesses
Maintaining a proper record of your money is important for any business whether it is small or large. It helps you stay one step ahead in the financial race and be aware of your earnings and any tax obligations.
However, managing finances without an entire accounting staff can be challenging for small businesses.
Accounting apps can help with that! They resemble your private money manager.
They organize all of your transactions automatically as soon as you link them to your corporate bank account. Additionally, they are compatible with your phone, allowing you to monitor your finances from anywhere. Cool, right?
Thus, we’ll be looking at several fantastic accounting apps in this blog that will help you develop your business and save time.
The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...
Leaders who possess self-awareness deeply understand their emotions, strengths, and weaknesses.
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
Nathalie zal delen hoe DEI en ESG een fundamentele rol kunnen spelen in je merkstrategie en je de juiste aansluiting kan creëren met je doelgroep. Door middel van voorbeelden en simpele handvatten toont ze hoe dit in jouw organisatie toegepast kan worden.
Digital Transformation Frameworks: Driving Digital Excellence
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This presentation is a curated compilation of PowerPoint diagrams and templates designed to illustrate 20 different digital transformation frameworks and models. These frameworks are based on recent industry trends and best practices, ensuring that the content remains relevant and up-to-date.
Key highlights include Microsoft's Digital Transformation Framework, which focuses on driving innovation and efficiency, and McKinsey's Ten Guiding Principles, which provide strategic insights for successful digital transformation. Additionally, Forrester's framework emphasizes enhancing customer experiences and modernizing IT infrastructure, while IDC's MaturityScape helps assess and develop organizational digital maturity. MIT's framework explores cutting-edge strategies for achieving digital success.
These materials are perfect for enhancing your business or classroom presentations, offering visual aids to supplement your insights. Please note that while comprehensive, these slides are intended as supplementary resources and may not be complete for standalone instructional purposes.
Frameworks/Models included:
Microsoft’s Digital Transformation Framework
McKinsey’s Ten Guiding Principles of Digital Transformation
Forrester’s Digital Transformation Framework
IDC’s Digital Transformation MaturityScape
MIT’s Digital Transformation Framework
Gartner’s Digital Transformation Framework
Accenture’s Digital Strategy & Enterprise Frameworks
Deloitte’s Digital Industrial Transformation Framework
Capgemini’s Digital Transformation Framework
PwC’s Digital Transformation Framework
Cisco’s Digital Transformation Framework
Cognizant’s Digital Transformation Framework
DXC Technology’s Digital Transformation Framework
The BCG Strategy Palette
McKinsey’s Digital Transformation Framework
Digital Transformation Compass
Four Levels of Digital Maturity
Design Thinking Framework
Business Model Canvas
Customer Journey Map
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & InnovationOperational Excellence Consulting
[To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
This PowerPoint compilation offers a comprehensive overview of 20 leading innovation management frameworks and methodologies, selected for their broad applicability across various industries and organizational contexts. These frameworks are valuable resources for a wide range of users, including business professionals, educators, and consultants.
Each framework is presented with visually engaging diagrams and templates, ensuring the content is both informative and appealing. While this compilation is thorough, please note that the slides are intended as supplementary resources and may not be sufficient for standalone instructional purposes.
This compilation is ideal for anyone looking to enhance their understanding of innovation management and drive meaningful change within their organization. Whether you aim to improve product development processes, enhance customer experiences, or drive digital transformation, these frameworks offer valuable insights and tools to help you achieve your goals.
INCLUDED FRAMEWORKS/MODELS:
1. Stanford’s Design Thinking
2. IDEO’s Human-Centered Design
3. Strategyzer’s Business Model Innovation
4. Lean Startup Methodology
5. Agile Innovation Framework
6. Doblin’s Ten Types of Innovation
7. McKinsey’s Three Horizons of Growth
8. Customer Journey Map
9. Christensen’s Disruptive Innovation Theory
10. Blue Ocean Strategy
11. Strategyn’s Jobs-To-Be-Done (JTBD) Framework with Job Map
12. Design Sprint Framework
13. The Double Diamond
14. Lean Six Sigma DMAIC
15. TRIZ Problem-Solving Framework
16. Edward de Bono’s Six Thinking Hats
17. Stage-Gate Model
18. Toyota’s Six Steps of Kaizen
19. Microsoft’s Digital Transformation Framework
20. Design for Six Sigma (DFSS)
To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentationsDearbornMusic-KatherineJasperFullSailUni
My powerpoint presentation for my Music Retail and Distribution class at Full Sail University
Recently uploaded (20)
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Unveiling the Dynamic Personalities, Key Dates, and Horoscope Insights: Gemin...
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Dpboss Matka Guessing Satta Matta Matka Kalyan Chart Indian Matka
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
Satta Matka Dpboss Matka Guessing Kalyan Chart Indian Matka Kalyan panel Chart
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
How are Lilac French Bulldogs Beauty Charming the World and Capturing Hearts....
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
The APCO Geopolitical Radar - Q3 2024 The Global Operating Environment for Bu...
Top 10 Free Accounting and Bookkeeping Apps for Small Businesses
Top 10 Free Accounting and Bookkeeping Apps for Small Businesses
The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...
The Heart of Leadership_ How Emotional Intelligence Drives Business Success B...
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
NIMA2024 | De toegevoegde waarde van DEI en ESG in campagnes | Nathalie Lam |...
Digital Transformation Frameworks: Driving Digital Excellence
Digital Transformation Frameworks: Driving Digital Excellence
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Innovation Management Frameworks: Your Guide to Creativity & Innovation
Bus 271-Lanier Loper-Understanding Millennials
- 1. Understanding Millennials Because they aren’t just “old farts”
- 2. Millennials are everywhere! *Millennials make up 27.2 percent of our population! That’s a lot! *The women of the Millennial generation are more likely to enter the workforce! GO GIRLS!
- 3. WOmen Millennials are BOSSES Statistically, Women Millennials have a higher rate of achieving a bachelor’s degree!
- 4. They have a widely diverse group of voters
- 5. Millennials are proven to be the most curious ;) Millennials are proven to be the most curious generation in the workforce today. And since research shows this soft skill plays a vital role in a company’s success — leading to fewer bad decisions, more innovation, and stronger team performance
- 6. Understanding Millennials are most often misunderstood as snobs, or just old people who don’t know what they’re talking about. But we can change that. Go to https://www.pewresearch.org/social-trends/2019/02/14/millenn ial-life-how-young-adulthood-today-compares-with-prior-gener ations-2/ to understand our parents and the people in their age group!
- 7. Works cited Bialik, Kristen, and Richard Fry. “How Millennials Compare with Prior Generations.” Pew Research Center's Social & Demographic Trends Project, Pew Research Center, 9 Feb. 2021, www.pewresearch.org/social-trends/2019/02/14/millennial-life-how-young-adulthood-today-compares-with-prior-generations-2/. Frey, William H. “Now, More than Half of Americans Are Millennials or Younger.” Brookings, Brookings, 14 Aug. 2020, www.brookings.edu/blog/the-avenue/2020/07/30/now-more-than-half-of-americans-are-millennials-or-younger/.