No they aren't.What's the pointe of learning to write in this Marx society, where the weak are rewarded as much as the strong ?
Companies are Failing to Integrate Millennials Into Their Workplaces: HRPA Report
- Thread starter mentalfloss
- Start date
You sired offspring, right?No worries. I get to screw the next generation even harder Gerry. Just like I was thought
And watch the companies die a slow death!!
We have in our three offices people from the age of 20 to over 70 and I can tell you that some of the young ones simply do not know what a "work ethic' is. Work is a "social" gathering whereby you work only enough to get by because you come in at 8:28 (start time @ 8:30) but you have to get your coffee, chat a bit so you really don't start actually "working" until 8:45 or even 9. Then of course, you need your break at 10 and your lunch at noon with another break at 2:30 or 3 and then start getting ready for home at 4:30 (work day ends at 5). Needless to say, there's still the texting with friends that goes on during the day so the employer is lucky to get 6 honest hours of work.
Those of us who ate older (40 and up) actually put in the 7-1/2 to 8 hours required by our employer (and sometimes more if required) and we don't necessarily quit right at 5:00. We may actually stay an extra 5 or 10 minutes at the end of the day because we want to finish what we've started so we can start something new the next morning.
Our employer actually expects us to take the trash, load/unload the dishwasher in the kitchen and leave our areas tidy at the end of the day. If you walk around our office, you will easily pick out who the Mils are for sure! Dishes left at their desk; trash bins over flowing etc. etc. No pride in their workplace at all and, of course, taking out garbage or loading/unloading the dishwasher is beneath them. I've often wondered what their houses look like!
Note that I have said some of the Mils. There is actually 1 or 2 who are very dedicated and work extremely hard, don't complain and one in particular always comes in to work with a smile on her face. Ironically, while she's a really a sweetie to work with, her writing is atrocious and extremely difficult to read. Even though we give her a hard time that's one area she could really improve on but it doesn't seem to faze her that when she takes messages, no one can read them.
It's all well and good to have a work-life balance; I'm 100% for that and I keep the two separated. But my employer is paying me to work at work when I'm there. I don't think that's too much to ask. It's not a "social" situation; the social stuff needs to happen before and after work and not during and I think that's what the Mil's don't get.
JMHO
I think the millendenials will do ok.In any case we have no choice. I hope they get thier shjt together.
Yes, they will do fine. There's enough of them with good work ethics to make up for the lazy ones. As they move up the ladders, while their fellow millennials languish on the bottom, it will be noticed and the ones with working brain cells will change their ways.
discriminating? no. If it was solely up to me, I wouldn't be hiring you or your loser friends.
You must be racist, homophobic, and xenophobic too then.
You dumb Trump supporter!!!!!
Loser snowflakes should be allowed equal opportunity. This is injustice
Everyone should get a trophy stop discriminating against the useless gerryh.
The article is asinine.
It is written to sound like Millennials are somehow being left out, ignored or not being given any chances. To them I say, "Welcome to the work force." All generations of young workers have to push their way in. No one is given anything. You start at the bottom and fight your way to the top.
Down the road, as Millennials age, they will be in controlling positions. The generation(s) behind them, the Stupified and the Oblique, will come along and cry that they are being unfairly treated. Hard cheese! It is the way of things.
The reason is simple: The ones that are already there don't want to lose their place. This has been going on since the beginning of time. The Millenials are not being singled out. They're just new.
To quote from 75 year old Canadian singer/songwriter Buffy Sainte Marie's song (written by Joni Mitchell, another Canuckian),
Excerpt from The Circle Game
Yesterday a child came out to wonder
Caught a dragonfly inside a jar
Fearful when the sky was full of thunder
And tearful at the falling of a star
Then the child moved ten times round the seasons
Skated over ten clear frozen streams
Words like, when you're older, must appease him
And promises of someday make his dreams
And the seasons they go round and round
And the painted ponies go up and down
We're captive on the carousel of time
We can't return we can only look behind
From where we came
And go round and round and round
In the circle game
It is written to sound like Millennials are somehow being left out, ignored or not being given any chances. To them I say, "Welcome to the work force." All generations of young workers have to push their way in. No one is given anything. You start at the bottom and fight your way to the top.
Down the road, as Millennials age, they will be in controlling positions. The generation(s) behind them, the Stupified and the Oblique, will come along and cry that they are being unfairly treated. Hard cheese! It is the way of things.
The reason is simple: The ones that are already there don't want to lose their place. This has been going on since the beginning of time. The Millenials are not being singled out. They're just new.
To quote from 75 year old Canadian singer/songwriter Buffy Sainte Marie's song (written by Joni Mitchell, another Canuckian),
Excerpt from The Circle Game
Yesterday a child came out to wonder
Caught a dragonfly inside a jar
Fearful when the sky was full of thunder
And tearful at the falling of a star
Then the child moved ten times round the seasons
Skated over ten clear frozen streams
Words like, when you're older, must appease him
And promises of someday make his dreams
And the seasons they go round and round
And the painted ponies go up and down
We're captive on the carousel of time
We can't return we can only look behind
From where we came
And go round and round and round
In the circle game
Last edited:
NorAm Millenials are disposable. There is a world full of other Millennials who have nothing but their intelligence and fear of ending up with what the started with which was nothing.
Welcome to the Global Village kids.
Welcome to the Global Village kids.
I remember hearing "Rolling Stones? Nobody's even heard of them. New Kids on the Block will be around ... like ... forever"
Next intelligent sound was that of a bubble bursting....
Next intelligent sound was that of a bubble bursting....
I realize that there are people who despise your generation, Johnnny........just as there were those who hated mine - damn hippies and all that. I am not among them but I do question whether a certain portion of millennials are truly fit to face what the real world will hand them. That portion appears to be emotionally unequipped to handle the slightest criticism of their perceived grievances. Their sense of entitlement fosters a belief that their view of the world is right and just no matter how misguided or nonsensical it might be and anyone who dares to refute that view is held up to scorn and indignation. Unfortunately, it is that segment of your generation who grab the headlines leaving the balance to deal with the fall-out.
IMHO, those who fall into the category I have described are the ones who need a wake-up call.
Millennials aren’t coddled—they just reject abuse as a management tactic
Younger employees keep getting stereotyped as insecure and needy. Perhaps the rest of us need to reconsider why we find it normal for bosses to be jerks
For decades—centuries—the archetype of the successful business person has been the sneering blowhard, unafraid to bark orders and excoriate the work of underlings. He (let’s be honest, it’s traditionally a he) leads with a charming mix of ego, hair-trigger temper and intimidation. The fictional Gordon Gekko is the poster boy, but real-world examples abound: Rupert Murdoch, Anna Wintour, Larry Ellison, Kevin O’Leary, Donald Trump. Steve Jobs, brilliant as he was, was an often vicious and tyrannical boss.
The influence of such titans has created the expectation that to be successful in business, one must be able to be, for lack of a better term, mean. Or, at least, one must be prepared to act that way. For decades, otherwise mild-mannered and amiable individuals have had to train themselves to behave differently at work: to be harder, colder, less polite.
In some workplaces, making a colleague cry is considered a sadistic rite of passage. In the culture of commerce, behaviour that would be inexcusable in pretty much any other context is not only tolerated, but rewarded.
To what end? What real benefits are conferred on a business when its leaders are nasty? Abusive behaviour sure doesn’t spur productivity: A 2006 Florida State University study of 700 employees in a variety of different roles found that those with abusive bosses were five times more likely to purposefully slow down or make errors than their peers, and nearly six times more likely to call in sick when they actually felt fine. Nor does it do much for employee morale: As Stanford organizational behaviour professor Robert Sutton wrote in his 2007 bestseller, The No ******* Rule, brutish managers “infuriate, demean and damage their peers, superiors, underlings and, at times, clients and customers, too.”
The most progressive bosses today—the ones whose behaviour will be tomorrow’s status quo—are demanding without being discouraging, honest without being rude and confident without being cocky. There has been plenty of important research on each of these management qualities, such as Mark Murphy’s book Hundred Percenters on motivating employees to greatness; or ex-Googler Kim Scott’s “radical candour” approach to providing feedback; or the work of Brené Brown, whose landmark 2010 TED talk is called “The Power of Vulnerability.” Caring about people’s feelings doesn’t make managers airy-fairy pushovers; rather, such leaders recognize their job is to help people excel. And they produce exceptional results not in spite of their compassion and kindness, but because of it.
Yes, it can be irritating to hear our younger colleagues complain of hurt feelings. But millennials aren’t wrong to expect a kinder, gentler work environment. The rest of us are wrong for clinging to the useless and outdated notion that to thrive in business, you have to be an *******.
Millennials aren
Younger employees keep getting stereotyped as insecure and needy. Perhaps the rest of us need to reconsider why we find it normal for bosses to be jerks
For decades—centuries—the archetype of the successful business person has been the sneering blowhard, unafraid to bark orders and excoriate the work of underlings. He (let’s be honest, it’s traditionally a he) leads with a charming mix of ego, hair-trigger temper and intimidation. The fictional Gordon Gekko is the poster boy, but real-world examples abound: Rupert Murdoch, Anna Wintour, Larry Ellison, Kevin O’Leary, Donald Trump. Steve Jobs, brilliant as he was, was an often vicious and tyrannical boss.
The influence of such titans has created the expectation that to be successful in business, one must be able to be, for lack of a better term, mean. Or, at least, one must be prepared to act that way. For decades, otherwise mild-mannered and amiable individuals have had to train themselves to behave differently at work: to be harder, colder, less polite.
In some workplaces, making a colleague cry is considered a sadistic rite of passage. In the culture of commerce, behaviour that would be inexcusable in pretty much any other context is not only tolerated, but rewarded.
To what end? What real benefits are conferred on a business when its leaders are nasty? Abusive behaviour sure doesn’t spur productivity: A 2006 Florida State University study of 700 employees in a variety of different roles found that those with abusive bosses were five times more likely to purposefully slow down or make errors than their peers, and nearly six times more likely to call in sick when they actually felt fine. Nor does it do much for employee morale: As Stanford organizational behaviour professor Robert Sutton wrote in his 2007 bestseller, The No ******* Rule, brutish managers “infuriate, demean and damage their peers, superiors, underlings and, at times, clients and customers, too.”
The most progressive bosses today—the ones whose behaviour will be tomorrow’s status quo—are demanding without being discouraging, honest without being rude and confident without being cocky. There has been plenty of important research on each of these management qualities, such as Mark Murphy’s book Hundred Percenters on motivating employees to greatness; or ex-Googler Kim Scott’s “radical candour” approach to providing feedback; or the work of Brené Brown, whose landmark 2010 TED talk is called “The Power of Vulnerability.” Caring about people’s feelings doesn’t make managers airy-fairy pushovers; rather, such leaders recognize their job is to help people excel. And they produce exceptional results not in spite of their compassion and kindness, but because of it.
Yes, it can be irritating to hear our younger colleagues complain of hurt feelings. But millennials aren’t wrong to expect a kinder, gentler work environment. The rest of us are wrong for clinging to the useless and outdated notion that to thrive in business, you have to be an *******.
Millennials aren