This document discusses how to attract and engage Generation Y, or Millennials, in the workplace. It first defines Gen Y as those born between 1982-1998, who currently make up 24% of the global workforce. It then argues that organizations should care about attracting Gen Y because 10,000 Baby Boomers are retiring daily for the next 10 years. The document outlines Gen Y's expectations around technology use, social causes, and work-life balance. It acknowledges biases that exist around Gen Y's skills and work ethic. Finally, it provides recommendations for organizations, including developing Gen Y's leadership skills, fostering relationships, and offering flexible work arrangements to continuously engage this demographic.
Making space for Innovation: 21st Century LeadershipCatalyz
A presentation given at the 2017 ATD Puget Sound Conference, which introduces the concept of leaders as "Spacemakers" and provides a mental model for how leaders can make space to foster innovation on their teams.
Making space for Innovation: 21st Century LeadershipCatalyz
A presentation given at the 2017 ATD Puget Sound Conference, which introduces the concept of leaders as "Spacemakers" and provides a mental model for how leaders can make space to foster innovation on their teams.
Presentation to City of Saint Louis Park Professional Development Program on March 9, 2911. Public employees from Saint Louis Park and other communities. Focus on integrating management with leadership perspectives. Emplowering others to improve the world.
SCIRT Lunch and Learn session: Changing leadership 2013Chris Jansen
A 30 minute presentation to SCIRT (Strengthening Christchurch Infrastructure Rebuild Team) on the changing nature of leadership. See www.ideacreation.org for more information.
Christchurch - a leadership incubator? Dec 2014Chris Jansen
A presentation exploring innovative approaches to leadership, inter-agency collaboration and government - community partnership emerging in post-quake Christchurch
The 2010 Learning for Change Survey was introduced to place an accent on organizational learning in ADB. The questionnaire featured ten positive statements depicting ideal levels of organizational competence across four pillars: (i) organization, (ii) people, (iii) knowledge, and (iv) technology. The perceptions of respondents were captured using a six-point Likert scale. The learning organization model is described in the publication titled Learning for Change in ADB.
Genesis Group China - Leadership development keynote 2013Chris Jansen
This is a presentation that I have just made at four large HR forums in Beijing, Shanghai, Nanjing and Guangshou in China. As you can see on the slides it was all translated into Mandarin as the audience of 300 were all Chinese speakers. What a wonderfully rich cultural experience!
If intellectual capital drives today's knowledge economies, this brings with it an increased dependence on the highly talented people who generate it. How can you lead people who know their worth, are organizationally savvy, ignore corporate hierarchy, expect instant access, are well connected, have a low boredom threshold, and most likely will not thank you?
Chris Jansen (www.Ideacreation.org) - "Leadership concepts"Chris Jansen
This presentation was made with a group of Chinese leaders and professors from universities in China who were in New Zealand on a study tour at Canterbury University
Meetings bring people together to discuss a predetermined topic. However, too many are poorly planned and managed, and therefore fail to satisfy objectives when they do not simply waste time. The operating expenses of time wasted include related meeting expenditures, salaries, and opportunity costs.
Presentation to City of Saint Louis Park Professional Development Program on March 9, 2911. Public employees from Saint Louis Park and other communities. Focus on integrating management with leadership perspectives. Emplowering others to improve the world.
SCIRT Lunch and Learn session: Changing leadership 2013Chris Jansen
A 30 minute presentation to SCIRT (Strengthening Christchurch Infrastructure Rebuild Team) on the changing nature of leadership. See www.ideacreation.org for more information.
Christchurch - a leadership incubator? Dec 2014Chris Jansen
A presentation exploring innovative approaches to leadership, inter-agency collaboration and government - community partnership emerging in post-quake Christchurch
The 2010 Learning for Change Survey was introduced to place an accent on organizational learning in ADB. The questionnaire featured ten positive statements depicting ideal levels of organizational competence across four pillars: (i) organization, (ii) people, (iii) knowledge, and (iv) technology. The perceptions of respondents were captured using a six-point Likert scale. The learning organization model is described in the publication titled Learning for Change in ADB.
Genesis Group China - Leadership development keynote 2013Chris Jansen
This is a presentation that I have just made at four large HR forums in Beijing, Shanghai, Nanjing and Guangshou in China. As you can see on the slides it was all translated into Mandarin as the audience of 300 were all Chinese speakers. What a wonderfully rich cultural experience!
If intellectual capital drives today's knowledge economies, this brings with it an increased dependence on the highly talented people who generate it. How can you lead people who know their worth, are organizationally savvy, ignore corporate hierarchy, expect instant access, are well connected, have a low boredom threshold, and most likely will not thank you?
Chris Jansen (www.Ideacreation.org) - "Leadership concepts"Chris Jansen
This presentation was made with a group of Chinese leaders and professors from universities in China who were in New Zealand on a study tour at Canterbury University
Meetings bring people together to discuss a predetermined topic. However, too many are poorly planned and managed, and therefore fail to satisfy objectives when they do not simply waste time. The operating expenses of time wasted include related meeting expenditures, salaries, and opportunity costs.
The role of the social and/or community strategist is unique from that of a community manager although the two roles are often done by the same person in smaller organizations. These slides are a small portion of the Community Strategist training course offered by The Community Roundtable, WOMMA & ComBlue. If you are interested in that class, you can find more info here: http://community-roundtable.com/what-we-do/training/
Understanding the signs in business trends, what signs to watch, what signs to ignore is a continual challenge. Learn about these signs and some strategies to better work with all this organizational change.
NHRDN - Learning Centre Workshop on "Innovative HR Practices that make a Difference - Unleash the true Human Capital...Now!"
The Facilitators :
Rushil Mhatre - Associate Vice President - Human Resources, Dhanalaxmi Bank
Custan D'souza - Project Manager - Information Technology, ICICI Lombard
In today's knowledge worker environment, the need to share and leverage knowledge and insight is critical to success. Here I discuss creative innovation and key elements for success.
Presentation for #TFT12: Planting the seeds - overcoming the talent shortfall.
This presentation covers: Workforce across the generations Employee Engagement Talent Management Retention Myths Capabilities High Potentials Career Paths.
See Breed's TFT speaker Pinterest board: http://pinterest.com/servicedesk/breed-lewis/
Dr. Greg Stewart is Vice President for Profiles International's Enterprise Solutions Sales Division. He is an experienced human capital expert with over 15 years in management and human resources. Dr. Stewart holds a BA in Organizational Leadership and a PhD in Counseling. He has deep insight into problem-solving and employee motivation and is a phenomenal speaker and blogger of management and leadership.
What You Will learn:
The effect that Emotional Intelligence has on leadership and job success.
How emotions in the workplace directly correlate with job satisfaction and how emotional intelligence impacts the role of leadership.
A hard look at the softer side of business analysisJoe Newbert
Step forward the Business Analyst star. Taking a hard look at the soft skills as a catalyst for Business Analysis success, in the December 2008 IIBA Newsletter.
Capturing employee suggestions and ideas engages and improves employee motivation, creating a more productive and satisfying work environment. Yet many ignore the untapped resource of their employees who know their jobs better than any expert.
Our Idea Campaigns are different than typical employee suggestion programs. The Campaign is a proven way to capture hundreds of ideas to improve productivity, cut costs and drive improvements from the bottom up in a short time period.
This unique Campaign captures ideas, drives involvement and identifies cost savings ideas from the bottom of the organization to the top. The ideas and suggestions you will obtain will improve your bottom line as well as create a high level of motivation and enthusiasm from your workforce. The Bright Ideas Campaign has been used by hundreds of organizations with proven results. It is not a "program," but a self-contained, high performance Campaign that can revert to an on-going employee suggestion program for your organization.
See more...
http://goo.gl/sN4UT
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Remote sensing and monitoring are changing the mining industry for the better. These are providing innovative solutions to long-standing challenges. Those related to exploration, extraction, and overall environmental management by mining technology companies Odisha. These technologies make use of satellite imaging, aerial photography and sensors to collect data that might be inaccessible or from hazardous locations. With the use of this technology, mining operations are becoming increasingly efficient. Let us gain more insight into the key aspects associated with remote sensing and monitoring when it comes to mining.
Memorandum Of Association Constitution of Company.pptseri bangash
www.seribangash.com
A Memorandum of Association (MOA) is a legal document that outlines the fundamental principles and objectives upon which a company operates. It serves as the company's charter or constitution and defines the scope of its activities. Here's a detailed note on the MOA:
Contents of Memorandum of Association:
Name Clause: This clause states the name of the company, which should end with words like "Limited" or "Ltd." for a public limited company and "Private Limited" or "Pvt. Ltd." for a private limited company.
https://seribangash.com/article-of-association-is-legal-doc-of-company/
Registered Office Clause: It specifies the location where the company's registered office is situated. This office is where all official communications and notices are sent.
Objective Clause: This clause delineates the main objectives for which the company is formed. It's important to define these objectives clearly, as the company cannot undertake activities beyond those mentioned in this clause.
www.seribangash.com
Liability Clause: It outlines the extent of liability of the company's members. In the case of companies limited by shares, the liability of members is limited to the amount unpaid on their shares. For companies limited by guarantee, members' liability is limited to the amount they undertake to contribute if the company is wound up.
https://seribangash.com/promotors-is-person-conceived-formation-company/
Capital Clause: This clause specifies the authorized capital of the company, i.e., the maximum amount of share capital the company is authorized to issue. It also mentions the division of this capital into shares and their respective nominal value.
Association Clause: It simply states that the subscribers wish to form a company and agree to become members of it, in accordance with the terms of the MOA.
Importance of Memorandum of Association:
Legal Requirement: The MOA is a legal requirement for the formation of a company. It must be filed with the Registrar of Companies during the incorporation process.
Constitutional Document: It serves as the company's constitutional document, defining its scope, powers, and limitations.
Protection of Members: It protects the interests of the company's members by clearly defining the objectives and limiting their liability.
External Communication: It provides clarity to external parties, such as investors, creditors, and regulatory authorities, regarding the company's objectives and powers.
https://seribangash.com/difference-public-and-private-company-law/
Binding Authority: The company and its members are bound by the provisions of the MOA. Any action taken beyond its scope may be considered ultra vires (beyond the powers) of the company and therefore void.
Amendment of MOA:
While the MOA lays down the company's fundamental principles, it is not entirely immutable. It can be amended, but only under specific circumstances and in compliance with legal procedures. Amendments typically require shareholder
What is the TDS Return Filing Due Date for FY 2024-25.pdfseoforlegalpillers
It is crucial for the taxpayers to understand about the TDS Return Filing Due Date, so that they can fulfill your TDS obligations efficiently. Taxpayers can avoid penalties by sticking to the deadlines and by accurate filing of TDS. Timely filing of TDS will make sure about the availability of tax credits. You can also seek the professional guidance of experts like Legal Pillers for timely filing of the TDS Return.
5. Today
• Define: Who is Gen Y
• Decipher: Why should we care about them?
• Discover: Their expectations
• Dispense with: Our generational biases
• Determine: How can you attract Gen Y to your
organisation
• Don’t Manage: Mentor
• Develop: Harness the power of a Gen Y team member
6. Define
• Straus/Howe - 1993
• Most analysed generation to date
• Globally will be most skilled work force in
history
• Gen Y statistically 1982 – 1998
• Represents 24% of the workforce currently
7.
8. Decipher – Why should you care?
Fact, Fiction or should
we just get back to work?
W. Stanton Smith
Principal, National Director,
Next Generation Initiatives
Talent, Deloitte LLP
Globally 10,000 Boomers retiring a
day for the next 10 years!
9. What do they bring to the table?
• Use of technology to serve business/world
• Thrive on change
• Knowledge – the hard drive is full
• Greater efficiency – innovation
• How work is done *work week
• Speed of execution
• Social conscious
10. Different frequencies!
• Use of technology to serve business - lazy
• Thrive on change – can’t stick to a plan
• Knowledge transfer – not competent
• Flatter organisations – don’t like authority
• How work is done *work week – see #1
• Speed of execution – snap decision makers
• Social conscious – should focus on work
13. Dispense with Generational Biases
Difference
(dissimilar or unlike)
or
Deference
(expression of regard or respect)
14. Dispense with biases
Events and Activities that expose biases:
• “Innerviews”
• Psychological Contract
• Johari Window exercises
• Team events -discovery elements
• Two way mentoring
15. Determine- “The Law of Attraction”
SHRI Report – 27% of working Gen Y haven’t identified their
career of choice
6 in 10 employed Millennials say they have already switched
careers at least once
About 60% of Gen Y workers say it is not very likely they will
stay
62% of Generation X workers say it’s likely they will never leave their current employer
84% of Baby Boomers expect to remain with their current employer
Only 1/3 of Millennials say their current job is their career
Driven by “fit”
19. Who does Gen Y listen to?
• In this order:
• 1. Generation Y
• 2. Generation X
• 3. Traditionalists
• 4. GI’s
• 5. Baby Boomers
» Millenial Leaders Presentation
20. Develop: There are gaps……
• Problem Solving
• Judgement/Decision Values
Attitude
Professionalism
Diversity
Leadership
Teamwork
Making Stress Decision Change Interpersonal
External Customer
Management Making Management Skills
• Workplace Awareness Experience
Initiative Influence Adaptability
Communications Communications Vision Accountability
• “Collision Avoidance”
Management Human Results
Conflict Creative Resource
Customer Controls Oriented
Thinking
Resolution Acquisition Management
• Leadership
• Actual Experience
21. Development in Real Time
– Frequent check ins on performance
– Use PRD’s to communicate outcomes
and standards – not only “responsibilities”
– Development plan co created and executed
– Unstructured development time (a la Google) 70-20-10
– Create opportunities for transfer of tribal knowledge
through non-traditional methods (gaming, self paced, live
on line etc)
22. Continuous Engagement
• Proximity to the Need
– Dedicated resources to this area – Gen Y project team etc
– Electronic means for input, collaboration (FB, communities)
– Frequent check ins – check pulse
– Keep it simple and …..human
– Use 360 style of instruments to identify and
communicate needs
23. Relationships
• Foster trust
• Healthy open relationships
• Transparent leadership
• Pair with strong performing
Gen X or Jones
• Open work environment
24. Continuous Engagement
• How work is done……..FWA or WTO
– Career progression
– Capacity
– Location
– Schedule
– Role
25. Your Gen Y Execution Plan
• 3 R`s
– Reminded
– Renewed
– Recognized
• Move from idea to implementation…now
Editor's Notes
OpenHow many have attended a Gen Y sessionReadBeen to too manyJust here to get out of the office……Just want to be more knowlegable than the rest of the office
OpenHow many have attended a Gen Y sessionReadBeen to too manyJust here to get out of the office……Just want to be more knowlegable than the rest of the office
Coming up on our 100th year anniversary – USPInteresting perspective of dealing with every generation and multi generations during that time……The good news is that no matter how we try to complicate this….and believe me we have…….this is still a human interaction
Decoding the difference
Who has Gen Y employeeWho is Gen Y
First point of conflict…..you don’t get to have expectations- you earn them!!!!!
Reviewing the list – you reacted based on your generational biasHuman reaction