Millennial Ecuador Critical Essay On Cultural Transion And Social Dynamics

Millennial Ecuador Critical Essay On Cultural Transion And Social Dynamics-9
(I’ve provided some links at the end for further reading.) When surveying the trends and behaviors of this generation, we see that this group is Millennials don’t just hold these values; they are adept at operationalizing them with the choices they make.Children of the information age, they have access to more information than any other generation has ever had, which, I believe—combined with their youthful confidence—emboldens them and reduces room for doubt.

(I’ve provided some links at the end for further reading.) When surveying the trends and behaviors of this generation, we see that this group is Millennials don’t just hold these values; they are adept at operationalizing them with the choices they make.Children of the information age, they have access to more information than any other generation has ever had, which, I believe—combined with their youthful confidence—emboldens them and reduces room for doubt.

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And how can organizations speak to those values to attract, retain, and foster the best and the brightest of this generation?

Based on my research and personal observations, collaboration, learning, openness to change, connectivity, diversity, access, flexibility, autonomy, gratitude, and understanding the meaning and purpose in what they do have all been identified as important values for Millennials.

You can find further reading on this in two pieces I previously wrote, “Corporate Values as the Key to Leveraged Business Communications” and “A Match Made in Heaven: Integrating CSR and Training.” Here at Sweet Rush, I spearheaded a project to define our values and culture.

I started in written form, and then gave our team members an open invitation to share their own expressions of Sweet Rush’s values and culture.

Here we see the opportunity for companies to identify and communicate their values-based culture.

This goes beyond the traditional vision and mission statements, and has the potential for employees (of all generations) to see the alignment of their own personal values and the company’s values.They’re concerned about the experience of a workplace they spend significant time in.And, importantly, they have a strong desire for transparency and authenticity in how the organization expresses its values.While Boomers might have started this movement on some levels and Gen Xers’ experiments began to build the case for it, Millennials will certainly be the driving force in making values-based cultures the norm in successful organizations. I believe Millennials have a gut-level awareness of their influence and the urge to put their shoulders to the wheel.While many of them are still gaining practical life experience, they’re ready to not only contribute but influence and lead.As HR, communications, and training professionals, you’re in a perfect spot to change this dynamic.For example, in partnership with your CSR department, you can directly impact retention by sharing authentic expressions of your organization’s values, such as CSR-related activities.This type of data, collected through a short survey, can offer a starting point for discussion on how to impact culture in a positive way.Identifying and building a set of core values may seem a bit touchy-feely to traditionally conservative organizations.The contributions were beautiful, heartfelt, and surprisingly varied: photographs, videos, illustrations, poems, and even recipes were contributed.I’m tremendously proud of the result and invite you to take a look at our Sweet Rush Values & Culture book.

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Comments Millennial Ecuador Critical Essay On Cultural Transion And Social Dynamics

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