...Generation Y is potentially able to start leading small business. From their developed work and experience, Gen Y are very confident and willing to work without instructions to follow. They will be the leaders for the next four decades; by giving Gen Y chances and opportunities, it will open more doors and more leading takes position. Generation Y is dominating the Canadian workplaces for the next decades; they will have to be motivated and cared while treated right from the present business world leaders. They will eventually learn and succeed, gaining the experienced and enlightened by the present leaders. As Millennials Graff stated, “I think Gen Y is an outstanding workforce”; “we just have to bend a little more to get the best out of them”. While on the other hand we have Generation X, who were the witness of their parents sacrifice to their company and also grown up with high expectations. To protect their self-esteem they coddled Millennials and given them awards for everything they did. Generation Y is not lazy but confidence. Gen Y questions to authority contrary to the previous generations who suffered in silence. “They will not tolerate being treated poorly, and that’s been seen as a lack of respect”, said Montalbano. Additionally, Gen Y "want leaders who are inspiring, genuine and authentic", which makes they impressed by competence but not traditional authorities or titles. While in collaboration work, Gen Y needs to know the reason and the meaning for their work...
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...Gen Y Case * The differences between Gen Y (also known as the Millennial Generation or Generation Next) and the previous generation form the core issue in this case. This case is revolves around two characters, Josh Lewis and his boss Sarah Bennett. While Josh is a marketing associate with Rising Entertainment, Sarah is the marketing Chief of the movie division. The main issue is that there is a somewhat lack of mutual understanding between the two characters which may be crudely attributed to the generation gap between the duo. Rising Entertainment, one of the top three multimedia production and distribution houses in the world, was in process of releasing the fourth instalment (Fire Force Five-Ignition) of the extremely successful Fire Force Five movie series. The previous three movies released over the past 10 years had grossed more than $2.4 billion. Sarah, who was responsible for the distribution and marketing plan for the Triple-F series was, therefore, pretty obviously extremely concerned and careful about getting the same done in the best possible manner. She had done perhaps done even more than what constituted her responsibility including: * Leveraging her relationship with the reporters of various magazines, which she had forged over the years, to get behind-the-scenes and making-of feature articles placed in the magazines. * Overseeing the high-impact trailer that was to be reviewed in a meeting in which she was to make a presentation to the CEO Sam Smithstone...
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...The target market of Generation Y is not easy to reach in method or message. “This group is technologically, socially and environmentally different from older generations” (Olson, 2007). Messages have to appeal to them at multiple levels invoking them to want to know more about the brands and prompting them to engage in online research and peer input to solidify their thoughts and opinions. A unique blend of media vehicles – both traditional and alternative – must be utilized to reach the targeted audience through the clutter to optimize engagement. This brief will discuss the appropriate appeals, message themes and media vehicles necessary to reach Gen Y and propel the Chevrolet brand above its competitors. Appeal Engaging Gen Y’s attention will require a combination of appeals to resonate brand messaging as they have collectively begun to tune out traditional advertising (Carter, 2010). Successful brands have strategically used humor, emotion and music to appeal to Gen Y’s individuality thus allowing the brand to grow (Carter, 2010). Chevrolet’s goal is to establish a following with members of Gen Y and build upon this following via peer referrals (word of mouth). Humor will engage and capture their attention allowing for better recall of the message and brand (Clow, 2012). The ads will contain quirky, ironic humor and have a sense of truth to make them believable. Humor will relay the Chevrolet brand as fun and entertaining and Gen Y’ers will respond to a brand that...
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...Introduction Persons that are born between 1980 and 1994 are classified as generation Y. They are latest members to join a multigenerational workforce, in fact they are the newest and the last members of the workforce. “Generation Y are likely to have high expectations of personal and financial success, feel that hard work pays off, and have a get-it-done result-producing attitude” (Breaux 2003,p52). Managers all over the world have been struggling with the challenge of attracting, managing and retaining Gen Y workers. Gen Y have different values and expectation of the companies they for compared to previous generations. Companies must learn how to manage Generation Y workers and cater to their needs if they want to retain Gen Y works. "Generation Y'ers are like X'ers on steroids. They are the most high-maintenance generation to ever enter the work force" (Breaux 2009,p95). As Gen Y has already started to enter the work force companies cannot afford to ignore the wants and need of Gen Y. Gen Y is just as big in numbers and will keep entering into the workforce at a rapid rate. The companies that don’t figure out how to attract and retain the growing Gen Y workers are likely to find themselves at a distinct disadvantage. After all, Generation Y is the next generation of workers who will ultimately be managing companies and determine if businesses succeed or fail. Article one “Understanding and managing generation differences in the workplace” Database: Emerald Group...
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...In "Gen Y is from Mercury", Kit Yarrow and Jayne O'Donnell argue that Generation Y is diverse, adaptive, confident, unique and powerful. The back up the argument with facts and research that they have collected. The authors know exactly what they are arguing about and can support their evidence by meeting the four criteria of mature reasoning, they know who their audience is and connect very well with them, they have plenty of information on the subject, they are open to other criticisms, and they can argue with their audience . While reading this article, it was very easy for me to connect to what the authors were saying. Being that I am part of Gen Y I could relate to many things they found but they also talk about the older generation towards the end of the article....
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...boss: Tips for Generation Y. (n.d.). Retrieved from http://www.computerworld.com/s/article/315573/Communicating_with_your_boss_Tips_for_Generation_Y Different generations, same objectives . (n.d.). Retrieved from http://www.camagazine.com/generations/default.aspx Generation Y and the WorkForce. (n.d.). Retrieved from http://www.workforcecyprus.com/news.php?id=29 How is Generation Y Transforming the Workplace? (n.d.). Retrieved from http://www.hoklife.com/2012/08/28/how-is-generation-y-transforming-the-workplace/ konopaske, j. m. (n.d.). human resource management 12th edition. Managing generational differences has become an increasingly growing area. In today’s diverse and ever changing business environment, it is imperative to the areas of recruitment, retention and engagement for organizations to successfully communicate across generational boundaries. With an age gap of nearly 50 years between the oldest and youngest employees in some organizations, there is a broad range of perspectives, needs and attitudes floating around the office. Today’s workplace is most definitely a multi-generational one – and each generation has its own set of expectations, needs, values and working styles. Employers have to acknowledge the generational tensions their employees may be feeling. To get everyone working together, they need to understand the unique strengths and weaknesses of each generation and identify the points of friction among them. (Generation Y and the WorkForce, n.d.) ...
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...Case Study #1 Human Resource Mgmt & Dev. Gen Y Rocks the Business World Gen Y employees are in fact rocking the business world. They are young, they are fierce and they know what they want. These individuals were once immature and naïve people who have developed a sense of self and entered the business world. They face many challenges but have many opportunities available that they seek eagerly. The generation y’s are disruptive not only because of their size but because of their attitudes. They attitudes mean business and they are taking over the industries with an image of what they want a company to be. In order for organizations to adapt to the influx of generation y individuals they will need to be open minded. They will need to understand that with time and the change in technology, the minds of these individuals work at different paces and do things in different manners then individuals from the baby boomer generation. Gen Y’s were brought up in a more advanced environment with different parental guidelines from the Baby Boomers. They are smart, witty and eager to learn. They don’t take no for an answer and they will seek out what they need to do to get the job done. These individuals may take time to surf the net at their leisure or update their statuses on Facebook throughout their workday but at the end of the day, their work is accomplished and done so in a manner of excellence. Generation Y is different from previous generations. They were raised in a different...
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...What will organizations have to do to adapt to the influx of needed Generation Y individuals? ANSWER: In fulfilling the demands of technology and to avoid a clash of culture in organization, an adequate knowledge, skills and competencies in various areas by the individual is important. In spite of the influx of workers from different generations as the ‘baby boomers’, Generation X, Generation Y and some of Generation Z in the organization, there arose a great challenge for the management of the organization to put equal importance while dealing with globalization issues. This includes matters relating to the determination of the scope and means of suitable work in accordance with the requirements of technology, which is then adapted to the mentality of these generations. When talking about Generation Y, it can be summarized that individuals of this generation have different way of thinking with Generation X and the gap is too wide with the ‘baby boomers’. Generation Y is known as the person who is never satisfied in finding something that will be the end point of their quest. No wonder if this generation individuals will often switching jobs within a year. What they are looking for is a high income as well as a relatively easy job or do not require a lot of hassle. When organizations decide to hire the Generation Y individuals, what to do next is to ensure that this group remains to provide services in the organization for a long time. Generally, organization need to provide a...
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...1) Recently, some marketers have noted that it is easier to develop communications programs to Generation X members than Generation Y. Briefly describe the characteristics of Gen X and Gen Y and whether or not you believe this to be true. There is some debate as to whether Gen X’ers (born between 1965-1978) or Gen Y’ers (1978 to 1986) is more easily targeted by marketers. Each of these groups has their own identifying characteristics. Generation X consumers are typically characterized as self-confident, yet distrustful of those of previous generations (and of marketing practices). They also tend to be less optimistic than their Gen Y counterparts. They are demanding consumers, less concerned with brand names and image and more concerned with quality. Gen Y consumers love to spend. They process information quickly, are quick to adopt new technologies and are more optimistic about the future. In the eyes of some, they are “shameless consumers”. Compared to Gen X they are less rooted in social mores, and buy because they like to do so. While marketers may argue that Gen X is hard to relate to and more cynical and skeptical than the Y’ers, once you have their trust, they will become loyal and remain so—making them an attractive segment. The key is getting their trust. On the other hand, reaching Gen Y is not as hard. They will buy based on wants rather than needs, focus on image and brands, and consume as a way of life. They are easier to reach given a proliferation of media—particularly...
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...RETAINING THE GEN Y IN THE WORKFORCE: SOME SUGGESTION FOR FUTURE EMPLOYERS RETAINING THE GEN Y IN THE WORKFORCE: SOME SUGGESTION FOR FUTURE EMPLOYERS Sabri Hassan Assaari RETAINING THE GEN Y IN THE WORKFORCE: SOME SUGGESTION FOR FUTURE EMPLOYERS TABLE OF CONTENTS CONTENT ABSTRACT PROBLEM STATEMENT WHO IS GEN Y RECRUITING GEN Y TACKLE THE FAMILY MENTORSHIP CHALLENGING WORK WORK LIFE BALANCE GROWTH OPPORTUNITIES BENEFITS AND COMPENSATIONS CONCLUSION RECOMMENDATIONS REFERENCES PAGE 3 4 5 6 7 8 9 10 11 12 13 14 15 2 RETAINING THE GEN Y IN THE WORKFORCE: SOME SUGGESTION FOR FUTURE EMPLOYERS Abstract Generation Y or the Millenials are set to take over and revolutionize the world. Born and raised in a significantly different period and global culture compared to their predecessors, they seem to demand more from their employer. This paper present a study on Generation Y characteristic and strategies future employers can adopt to successfully retain them in the organization. Who are the Millenials, what attract them and what it takes to retain them in organizations? And after understanding their traits, what can be done by companies to harness Generation Y special characteristics and abilities for their survivals in the challenging marketplace. In the end this paper try to justify an answer to the question whether is it really important for companies to give extra attention to this Generation Y, or it will be just another passing fad that will lose its importance and forgotten...
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...Application Case 2-1 (Gen Y Rocks the Business World) Question 1: What will organizations have to do to adapt to the influx of needed Generation Y individuals? ANSWER: In fulfilling the demands of technology and to avoid a clash of culture in organization, an adequate knowledge, skills and competencies in various areas by the individual is important. In spite of the influx of workers from different generations as the ‘baby boomers’, Generation X, Generation Y and some of Generation Z in the organization, there arose a great challenge for the management of the organization to put equal importance while dealing with globalization issues. This includes matters relating to the determination of the scope and means of suitable work in accordance with the requirements of technology, which is then adapted to the mentality of these generations. When talking about Generation Y, it can be summarized that individuals of this generation have different way of thinking with Generation X and the gap is too wide with the ‘baby boomers’. Generation Y is known as the person who is never satisfied in finding something that will be the end point of their quest. No wonder if this generation individuals will often switching jobs within a year. What they are looking for is a high income as well as a relatively easy job or do not require a lot of hassle. When organizations decide to hire the Generation Y individuals, what to do next is to ensure that this group remains to provide services in the organization...
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...LA VEJEZ Contenido Pagina Página de Presentación ---------------------------------------------------------------------- 1 Contenido ---------------------------------------------------------------------- 2 Introducción ---------------------------------------------------------------------- 3 Definición de Vejez ---------------------------------------------------------------------- 4 Características de la Vejez ---------------------------------------------------------------------- 5 - 6 Factores que afectan ---------------------------------------------------------------------- 6 - 7 Teorías sobre la Vejez ---------------------------------------------------------------------- 7 Significado de Geriatría ----------------------------------------------------------------------- 7 - 8 Leyes para los envejecientes -------------------------------------------------------------------- 8 - 10 Reglas de oro para la tercera edad ------------------------------------------------------------ 10 - 11 Estadísticas Censo 2010 --------------------------------------------------------------------- 11 - 12 Pensamiento ---------------------------------------------------------------------- 13 Conclusión -...
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...MGMT2200 PROJECT PROPOSAL Students undertaking tertiary education in this day and age are often seen exhaustingly conducting the futile exercise of dividing and budgeting their scarce funds across a variety of spending platforms in order to support and satisfy their university needs and wants. In this project, we attempt to analyse specific spending behaviours of the young university student demographic and define the reasoning behind specific consumption patterns, supported by the findings of primary and secondary research. The primary research conducted by our group will primarily focus on behavioural factors that influence different aspects of students’ consumption, and will predominately be in the form of questionnaires and surveys from a large sample. The primary research steps our group undertakes to will be two-fold: 1. Identify what the target audience is purchasing and the proportion of income spent on particular categories. Clear defined categories will be provided, with examples given Eg. Food, recreation, entertainment, going out, other etc. 2. Examine reasons why money is proportioned in this way, explanations as to what leads students to spend on particular categories, rather than others. Eg. Those who spend more on food have less to eat at home, those spending a lot on clothes/music/magazines/etc. why? Do students have a tendency to save? For what reason? In surveys, open-ended questions may be asked eg. “Your money is proportioned so that 60% is spent...
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...Universidad Interamericana de Puerto Rico Recinto de Bayamón Departamento de Ciencias Naturales y Matemáticas SIDA y otras Inmunodeficiencias Nombre: ___________________________ Fecha: ____________________________ Clase: _____________________________ # ID: _____________________________ Intrusiones: Lee cuidadosamente, escoge la constatación correcta. Parte I: Inmunodeficiencias Primarias: 1) Escoge la que mejor describa el defecto de WAS. a) al principio el individuo posee números normales de linfocitos T y B. b) Este se manifiesta por primera vez mediante reacciones defectuosas a los polisacáridos bacterianos, asi como por concentraciones del IgM menores del promedio normal. c) se ha rastreado hasta el brazo corto del cromosoma X y afecta una glicoproteína en células linfoides. d) Todas las anteriores son correctas. 2) Escoge la que mejor describa CVI a) Se ha rastreado este síndrome hasta el cromosoma 4. b) Tiene un componente genético y se considera una inmunodeficiencia primara. Aunque no se conoce su patrón preciso de herencia. c) Se observa un fallo de la transducción de séales de la celular B, debido a un defecto en la molécula de Btk. 3) Escoge la que mejor describa ADA a) Se caracteriza por concentraciones en extremo bajas de IgG. b) ausencia de algunas inmunoglobulinas. c) concentraciones elevadas de IgE. d) se hereda como trastorno recesivo ligado al sexo. 4) Llene...
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... Cultivo in vitro: Conjunto de técnicas diseñadas para el crecimiento y multiplicación de células, tejidos u órganos utilizando soluciones nutritivas en un entorno aséptico y controlado. El cultivo in vitro consiste en tomar una porción de una planta y colocarla en un medio nutritivo estéril suplementado con fitorreguladores. El explante crece como una masa de células indiferenciadas conocida como callo. Ventajas únicas como homogeneidad, el control de parámetros extracelulares y la continua disponibilidad de biomasa. Haberlandt: sobrevivieran durante varios meses pequeñas masas celulares. No hubo multiplicación celular. Roblins y Kott: puntas de raíces logrando mantenerlas con vida durante casi seis meses. Al cesar su crecimiento los cultivos se perdieron. White: obtuvo por primera vez el cultivo indefinido. Este éxito dio lugar a esfuerzos renovados. Gautheret: cultivo indefinido de tejidos de zanahoria. Nobecourt y White: resultados análogos el cultivo in vitro de tejidos vegetales tuvo su origen a partir de ese momento. Curación de plantas afectadas con enfermedades virales mediante la ayuda del cultivo in vitro de meristemo. Morel y Martin cultivar in vitro meristemos de dalia y papa afectados por enfermedades virales. In vitro plantas completas. 1952 curar plantas afectadas por enfermedades virales. Gautheret (1940), Camus (1943) y Skoog (1944) aprovecharon las técnicas de cultivo in vitro...
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