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Summary Of The Deloitte Millennial Survey

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According to the Deloitte Millennial Survey of 2016, “those likely to remain [the] longest [at their company] share their organization's values, and are more satisfied with its sense of purpose and support of professional development.” The results just come to show that my generation, the Millennials, want to work for a company who has a purpose. Money is out, purpose is in. If you look at Figure 3, you can notice just how relevant meaning and purpose are to the Millennial generation. These are results from the Deloitte Millennial Survey of 2016 when asked what are important factors when considering employment (besides money). Not only do Millennials want a sense of purpose for themselves, but they want to work on projects that have a sense of meaning. Daniel Pink, author of best-selling books and a notable speaker for TED, stated that there are three things that lead to better performance at work and create personal satisfaction; autonomy, mastery and purpose. Mr. Pink states that you are seeing more and more of this purpose motive throughout organizations. …show more content…

He states that it is “partly because it makes coming to work better and partly because that’s the way to get better talent [for a company].” At Texas Instruments, they have an extremely powerful mission statement that complements purpose; “We're changing the world, one chip at a time…our analog and embedded processing products power electronics across every industry and help to make the world smarter, safer, greener, healthier and more fun.” Does this make me want to go to work for them every

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Julie Hanus wrote the “The Kid in the Corner Office” which made many assumptions about our generation in the workplace. She simply thinks that we are self-centered and generally only think about instant gratification and ourselves. Which she believes makes us near useless in the workplace, because we are afraid of taking risks. She also believes that our generation has become one that skips from job to job in search of more praise from management. Counter to this Hanus states that our generation is loyal to our employers.

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According to Professor Jeffrey Bosworth, in his editorial “Hunting for Hope in Modern America,” he discusses the “screwed” millennial generation and the potential they have to be successful, despite current existing United States problems. Bosworth explains this from three different perspectives: the current issues in America, the positive attributes of the millennial generation, and what the millennial generation should do to succeed. In Bosworth’s opening proposition he elucidates the “[millennial] generation is screwed”. He expounds the millennial generation is predicted to “do worse than the previous generation”.

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The study found Gen Y are tech savvy but not great team player, Gen X are entrepreneurial thinking but rank low on executive presence and boomers are team player and loyal but do not adapt so well (Giang, 2013). 78% of the responders agree member of Gen Y are believed to be the most tech savvy who know how to utilize social media to leverage opportunities. 68% of the responders agree that this young workers are most “enthusiastic” about their job. In contrast, Gen Y scored lowest on being team player, hardworking, and productive part of an organization. More Gen Y were interested in how to get a promotion compared to Gen X or Baby Boomers (Giang, 2013).

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“The Beat (Up) Generation: Millennials’ Attitudes about Work” is an article written by Abby Ellin and published in Psychology Today. It talks about the generation born between 1982 and 2004, how they react to working around the older generation and why they are hated by the older generation. The millennial generation was born during the rise of technology. They can do a lot of work remotely and not have to work as hard because of all the technology they have access to and the boomer generation doesn’t understand it they equate working hard with time and physical work. The boomers feel that millennials are just lazy and have no respect.

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As human beings, we all face struggles and challenges that threaten to hold us back from achieving our goals and finding happiness. In the novel "The House on Mango Street" by Sandra Cisneros, the vignette of "Alicia who sees mice" is a powerful example of the different ways individuals pursue or compromise their happiness. The character of Alicia represents the struggles and challenges faced by young women in a male dominated society, and her story highlights the importance of perseverance, passion, and sacrifice in achieving personal fulfillment. It is important to highlight the significance of perseverance, passion, and sacrifice in achieving personal fulfillment because these qualities are essential for individuals to overcome the obstacles and challenges that they may encounter in their pursuit of happiness, especially in a male dominated society.

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The United States Air Force (USAF) played a significant role in the Vietnam War, both in the air and on the ground Schlight, J. (2010). The USAF conducted a wide range of missions, including strategic bombing campaigns, tactical support for ground troops, and air defense. They also contributed to intelligence gathering and transportation operations, allowing the U.S. military to maintain a sustained presence in the region. This essay will examine the role and significance of the USAF in Vietnam.

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On the other hand, Millennials may not have the same opportunities as the generations before them, and they may

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Companies will also need to anticipate and assess which new skills and training older employees will require, particularly in the realm of technology where they may feel less comfortable than many of their younger colleagues. The federal workforce is building toward a potential retirement wave in coming years, with more than a third of career federal employees projected to be eligible for collecting their end-of-career benefits by September 2017, compared to just 14 percent at the same time in 2012. The dynamic of this workforce is the wealth of knowledge, skills, abilities, and experience that will be walking out the door never to return. Millennials will make up 50 percent of the U.S. workforce by 2020 and 75 percent of the global workforce by 2030. At issue is how to attract and retain

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In “Aim Higher”, Jones (2017) discusses the connection between the higher purpose and cherishing of employees and customers helps to decide the corporate becomes valued. Having higher purpose, corporations could build positive commercial attitude that not only guides them to make good decision, but also, to their customers, higher purpose inspires them to create an unique customer experience to win acclaim with customer. Because of this, company could shape the specific image on market and attract more loyalty customers. Besides, having higher purpose, employees support their company since they proud of their performance and leaders’ direction. Thus, having higher purpose may increase employees’ loyalty on the company.

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Daniel Pink illustrates motivation metaphorically. He depicts human motivation as an operation system of a computer, with a behavioral hard drive. I believe that all three operating systems, 1.0, a biological drive for survival, 2.0 carrot and stick approach, motivation through rewards and punishment, and finally 3.0 inherent satisfaction in the work itself. The 3.0 operating system is design to support a hard drive identified as “type I behavior”. Type I behavior is an intrinsic desire for inherent satisfaction in the work itself.

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Furthermore, when a worker tells the other workers what a great company they work for, it entices them to apply for a job at that firm. This

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Implementing training programs where all generations can learn about each other’s differences can help employees understand how and why each generation works. Workshops in which multigenerational workforces can share work experience and mentor each other can assist in creating a sense of community and a supportive environment where employees can be open and share their ideas an collaborate with each other in order to better their organization. Millennials are perceived as being disloyal and quick to search for new employment when they unhappy in their work environments, but due to starting their careers during times of recession, Millennials try to maintain their roles in the workplace to remain financially stable. The main reason for turnover among Millennials is a result of exclusion, slow growth within the workplace, and limited development opportunities. Finding gratification and meaning to their work is important to Millennials so that they can excel and be productive in the workplace that is supportive of their work.

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A millennial is the title of anyone who is born after 1984. The author, Simon Sinek, is not a millennial, but does express his opinion in his informal lecture, “Millennials in the Workplace.” Sinek argues that all of the millennial’s issues stem from bad parenting, technology, impatience, and the environment and their long lasting effect the workplace. The only way to resolve the problem is to have corporate environments take responsibility and train the new employees to their standards. It is reasonable to agree with a majority of Sinek’s argument, but a corporation does not need to overcompensate; it is best to give millennials a push in the right direction and let them experience the world with the proper tools and skills necessary.

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People tend to work to meet their desires and to improve

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Some people argue that Millennials are entitled, self-centred, and uninterested in anything other than their own Facebook and Twitter page. This generation has been known to have high self-esteem, assertiveness, self-importance, narcissism, and high expectations. Having a higher self-esteem comes with many positive outcomes and benefits. People high in self-esteem claim to be more likable, attractive and make better impressions on others in a working environment than other people with low self-esteem. Millennials with greater self-importance are the ones who help others and care about large social

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