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What are the emotional effects of technology
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Millennials in the Work Place is a controversial subject, in the transcript for the video “Millennials in the Work Place” by Simon Sinek, (last published or updated January 4th) he gives his opinion on the matter at hand. In the video Simon Sinek goes along the lines by saying that millennials are not at fault for not being able to assimilate to the work environment because of the way they were brought up. I personally agree with Simon Sinek’s argument of why millennials cannot adjust. Sinek starts his argument with using negative words to describe millennials but then goes on to back that up with saying why they ended up like this, he then follows up with the four reasons on why he thinks a whole generation ended up like this. The four reasons …show more content…
But he still sticks to the fact that it is not their fault, they were ‘dealt a bad hand’. Then compares our phones and technology to an addiction like alcohol or gambling because they share a same trait, the person always has to come back to it. The technology addiction would be that adolescences turn to it when they are at high stress and this is a sort of relief like alcohol could be to an alcoholic. Sinek then brings in his own statistics “We know, the science is clear, we know that people who spend more time on Facebook suffer higher rates of depression than people who spend less time on Facebook”. (Sinek, 2017) he’s trying to make his point that this addiction to cellphones and such has the same effects as alcoholism or something of that …show more content…
For example, when Sinek says in one of his examples that parents would complain to the school for their child to get better grades but the child didn’t actually earn it, I compared that to my school life. There are people who have their parents get them grades they do not deserve because they can’t deal with what they earned, this would then lead to the teacher not wanting to raise mine or my classmates grade if we deserved it because the teacher would think we didn’t deserve it because we are then thrown into the same hole with the same kid who had their parents complain. The teacher would think that I’m asking for a regrade because I don’t like what I got not because I re did it and made the corrections it needed, it just ruins the whole
In the article “Why Your Office Needs More Bratty Millennials”, the author Emily Matchar expresses a variety of reasons why the new generation in the workforce (millennials) needs to have their voices heard. She uses different terms to discuss this generation of workers, including Generation Y, another common name for millennials. Matchar’s exposition of why millennials are changing the workplace is broken down into specific points. She references the declining job market and why, due to circumstance, it is hard for millennials to get jobs as it is. Moreover, millennials are now pushing for a “customizable” workplace, such as being able to set their own hours. It appears that Generation Y is executing the wishes that other generations of workers subdue, and are subsequently portrayed as a vocal group by default. As a result of millennials’ demands, various companies are now beginning to conform to the ideas this generation presents. As such, new policies are being implemented,
The phone is the reason behind most of the sadness in teens today and the reason they are becoming anti-social in person but more social over social media. “All screen activities are linked to less happiness and all non-screen activities are linked to more happiness.” Twenge continues to refer to sadness and depression, loss of happiness. It becomes repetitive throughout her argument. Another repetitive item she uses is statistics. “Eighth graders who spend 10 or more hours a week on social media are 56% more likely to say that they are unhappy” (Twenge). To back up her argument, her constant use of statics creates an illusion that this represents the entire population. The use of rhetorical strategies creates the illusion that sadness is being invoked because of smartphones. Can smartphones really be the main cause of all the sadness there is within teens? Her use of connotations are an effective way of getting her claims across but it is an ineffective way to prove that smartphones are the main reason of depressed
Boomer’s see millennial’s as having a short attention span which is not what millennial’s intend. If they don’t see a job working out, they are faster to jump ship than Boomer’s and that fearless attitude actually leverages them more power with their company. Sherry Buffington, co-author of Exciting Oz: How the New American Workforce Is Changing the Face of Business Forever and What Companies Must Do to Thrive, says that they have the upper hand because they are perfectly fine working dozens of different jobs in their lifetime. “In a survey conducted by IdeaPaint of 600 employed Millennials, 49 percent believe that poor management is dragging their company down; 45 percent attribute that to the lack or misuse of technology solutions.” (Avallon) This helps the reader to better understand the mentality of millennial’s. They are typically more tech savvy then their older bosses and feel they could make more of an impact if they were in charge. Millennial’s are hard-wired to think that time really is their most important resource. If they feel they aren’t being treated completely fair then they won’t hesitate about trying to find a new
To be considered a millennial, an individual has to be born within the years 1982-1999. I’m considered a millennial myself (1997). With the advancement of technology, Generation Y has the upper hand automatically on any prior generation. Generation Y also has an advantage because of the way they insist on getting what they want. Instead of Generation Y adapting to the work environment, the workplace will have to change in order to retain young talent. The workplace will have to adapt because according to Matchar, the American workforce will be 75 percent Generation Y workers by
The millennial generation is made up of people that were born from 1978-1999. People from older generations say the millennial generation people are growing up being unprepared for the real world. In an article titled “The Tethered Generation” written by Kathryn Tyler she talks about why the millennial generation is so different than any other generation. She also explains how they depend heavily on their parents well into adulthood. In this article Tyler allows the reader to see why HR professionals are worried about the millennial generation entering their work force. Using Toulmin’s schema the reader can judge the effectiveness of Tyler’s essay to the audience, and this schema is used to persuade the audience to
Millennials are accused of being tough to manage, behaving entitled, unfocused, lazy, narcissistic; however, they seek to have a purpose that they love and make an impact. Yet, the more they receive, they are not happy. Sinek jokingly states that they could be offered “free food and bean bags, because that is what they want, and they will still not be happy.” According to Sinek, there is a missing piece for millennials, furthermore, he goes on to say there are four characteristics that make millennials the way they are, “parenting, technology, impatience, and environment.” (2016).
Have you ever worked for a company that has a mixed age of workers? The article, “What Happens When Millennials Run The Workplace?” published in The New York Times in March 2016 is about millennials starting a business and running a successful website. According to Dictionary.com, a millennial is, “a person born in the 1980s or 1990s, especially in the U.S.; a member of Generation Y”. The website “Mic” was created about five years ago in New York. It was created to appeal to millennials and to provide a new type of work environment for millennials. “Mic” has one-hundred six people on their staff writing stories like “When Men Draw Vaginas” or “Don’t Ban Muslims, Ban Hoverboards”. Even though this company was created to appeal to millennials,
With the current change in demographics throughout the workforce, organizations are feeling the effects of a larger percentage of baby boomers retiring and a large percentage of millennial new entrants. The words used to describe millennial employees, “spoiled, trophy kids, ambitious”, seem to be as everlasting as the constructive and negative perspectives attached to them. Many can debate on the entitlement of these employees within an organization, how these employees can be groomed and managed to better fit the organization, the positive and negative attributes they bring into the workplace, and how the preceding can benefit or derail the effectiveness of an organization. Nonetheless, a harder debate, comes about in denying that organizations must adjust to and integrate these employees into the workforce.
Workers are often pitted against each other in the work place as a form of competition. One division that is commonly seen is gender and race, but there is also a divide concerning age that isn’t discussed as frequently. Baby Boomers are those who was born between 1946-1964, when WWII soldiers came back home, settled down and started the “Baby Boom”. While Millennials are those born around 1981-2000, and have a similar population size as Baby Boomers. In the workplace, Millennials are categorized as being bad workers due to how they were raised in sheltered lifestyles and require a different environment than the previous generation, but that is not accurate. Even though the two generations view work different, sometimes to the point of conflict,
In libraries, there is book after book on how managers can adjust to the idea of having very ambitious Ys under their control. The books about Generation Y in the workforce explain how “they [Generation Y] are utterly challenging and confusing to the global workplace, as well as to their supervisors and managers” (Lipkin & Perrymore Loc 119). Certain managers and supervisors do not understand Generation Y’s work behavior. To them, the Ys’ behavior is unacceptable, because it is so different than the generations’ behavior before them.
In the interview, “Millennials in the Workplace” with Simon Sinek, he implores that millennials should find a balance between social media and their physical life. One of the strategies that Sinek uses is parallel structure, where he states the four reasons why millennials are being very criticized nowadays, “ It can be broken down into 4 pieces actually. 1 Parenting. 2 Technology. 3 Impatience. 4 Environment. The generation that is called the millennials, too many of them grew up subject to “failed parenting strategies.” (2017, 1:44).
In December of 2016, author Simon Sinek partook in an interview titled “Millennials in the Workplace.” Sinek opened the interview by defining what a millennial is: a person born in 1984 on. He pointed out that there were top character traits that they are often accused of portraying: conceited, selfish, but most importantly, entitled. These character traits affect every aspect of one’s life from interpersonal relationships to their professional career. Sinek gave a general yet common scenario that articulated his point of view that involved millennials entering the work pace; “They confound the leadership so much, leaders will say ‘what do you want?’ And millennials will say ‘we want to work in a place
They struggle with low self-esteem. They struggle with making independent decisions. They struggle with succeeding in the workforce. However, none of these struggles are their fault. They are the millennials. According to Simon Sinek, millennials are a group of young, ambitious and hardworking individuals currently entering the workforce. Nonetheless, they are encountering hurdles that have been unheard of until now due to several external factors. As there are constant changes in societal expectations as well as personal expectations, millennials often have difficulty finding where they truly belong. Over the course of his discussion, Sinek targets several different factors and how they contribute to the downfall and characteristics of millennials. Therefore, I believe that there is no doubt that Sinek’s depiction of millennials as low self-esteemed and narcissistic
He admits that points that he had made, from the addiction to social media, the narcissism of wanting people to follow you, to even the idea of laziness, is not limited to younger people. He relates moments in his own life where he has suffered from these vices, using personal anecdotes to prove his point. “I know my number of Twitter followers far better than the tally on my car's odometer;” Stein admits. In his next point, how some of the fears that people may have about youths are fears that people have had for years, he lists a few historical examples from the past. One such example is the idea that it was viewed as narcissistic when artists began to use their art to express themselves instead of honoring God during the end of the 18th century. Stein’s last example is a quote by Christopher Lasch from Lasch’s 1979 book, “The Culture of Narcissism.” The quote accuses the media of intensifying narcissistic dreams of fame, making it harder for common people to deal with everyday existence. Each generation thinks negatively upon the next group of young people, in a never-ending circle. That does not make their fears true or
It is safe to say that the working life for millennial generation has been and will be different to that of generations past. Gurenteed jobs after leaving school, college, or university are now a thing of the past. These days placing responsibility of your career progression into the hands of someone else can even be considered passé.