Stephen King American Author of Contemporary Horror,...

Stephen King: American Author of Contemporary Horror, Science Fiction, and Fantasy Introduction Stephen Edwin King is an American author of horror, fantasy, science fiction, and suspense who was born in Portland, Maine, on September 21, 1947. He has sold more than 350 million copies of his books. Many of his books have been adapted into films, TV movies, and comic books. King has published 50 novels, five nonfiction books, and two hundred short stories. He has received many awards to recognize his amazing works. King is married to Tabitha King and have three children: Naomi King, Joe King, and Owen King. Stephen King is an American author well known for his wide-ranging repertory of genres and a very unique writing style that makes him†¦show more content†¦The development of the characters and its opulent characterization has brought reality to genre novels, and he has demonstrated that overused themes of horror and suspense can still be used to enchant the audience (Collins Engebretson, 1985). His most notable works are Carrie, ‘Salem’s Lot, The Shin ing, The Stand, Misery, It, and The Dark Tower, of which Carrie and The Shining were adapted into movies that became successful hits. King wrote short novels such as Rage, The Long Walk, Roadwork, The Running Man, and Thinner under the pseudonym of Richard Bachman. Collins (1985) confirmed that by using the pen-name of Bachman, â€Å"in essence, King has shown that his works can succeed with or without the magic of his brand name on the label.† (p. 6). He has produced and acted in TV series such as Kingdom Hospital. He also co-wrote The X-Files season 5. King has stated that his favorite book-to-film adaptations are Stand by Me, The Shawshank Redemption, and The Mist. Historical Significance Stephen King is an author who has exceled in his literary work and has made a vast contribution to American literature. King has received The Medal for Distinguished Contribution to American Letters, a lifetime achievement award presented by the Foundation of Books Awards that recognizes those who have enriched the American literary heritage over a life of service. The Bram Stoker Award was awarded to King as aShow MoreRelatedEssay on Steven King489 Words   |  2 PagesBio of Steven King Stephen King Stephen Edwin King was born September 21, 1947in Portland, Maine, U.S. He is an American novelist and short-story writer whose many novels and story collections, and the numerous films adapted from this large body of work, have established his reputation as the leading author of horror fictions in contemporary literature, and with reviving the genre of horror fiction in the late 20th century. King graduated from the University of Maine in 1970 with a bachelorsRead MoreSupernatural in American Fiction Essay2928 Words   |  12 PagesSupernatural in American Fiction The oldest and strongest emotion of mankind is fear, and the oldest and strongest kind of fear is fear of the unknown. Therefore, it makes sense that if mortals cannot bear the darkness, they [should not] not go there. If man dislikes black night and yawning chasms, then should he not even consider them? Shouldnt man seek out the sunshine, instead? The remedy is very simple: Avoid the darkness and seek the light. But, no. Mankind would never submitRead MoreSeminar: Literary Theory Applied to H.P. Lovecraft-Notably â€Å"the Beast in the Cave†6821 Words   |  28 PagesBuena VistA university | A Theoretical Analysis of H.P. Lovecraft’s â€Å"Beast in the Cave† | Senior Seminar | | Cory J. Dahlstrom | 7/28/2012 | H.P. Lovecraft has been called â€Å"one of the best, worst authors of our century.† In the following paper, I will explore his earliest work, â€Å"The Beast in the Cave,† a story written when he was around fifteen years old. I will explore its meanings and context through the lenses of reader response, deconstructionism, newRead MoreMetz Film Language a Semiotics of the Cinema PDF100902 Words   |  316 Pagesedition of Christian Metz s Essais sur la signification au cinema, volume 1, was published by Editions Klincksieck in 1971,  © Editions Klincksieck, 1968. ÃŽËœThe paper used in this publication meets the minimum requirements of the American National Standard for Information Sciences-Permanence of Paper for Printed Library Materials, ANSI Z39.48-1992. To George Blin, Profesor at the Collà ¨ge de France, whithout whom none of these pages would have been started. CONTENTS A Note on the Translation by BertrandRead MoreOne Significant Change That Has Occurred in the World Between 1900 and 2005. 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Top How to Write an Essay about Yourself for a Job Reviews!

Top How to Write an Essay about Yourself for a Job Reviews! The Little-Known Secrets to How to Write an Essay about Yourself for a Job If you discover that the writer did not provide just what you expected, request a revision, and we'll make the corrections. One particular significant facet about understanding how to compose an essay about yourself for job is that you don't have to incorporate lots of details into your paper. Nowadays it's very difficult to locate a trustworthy essay writing service. Remember you're writing an essay about yourself to open a means for you to have an excellent job. Keep in mind you will be describing yourself in the essay and it is almost always better to give more details that could prove your assertions. Today, there are numerous sources a student can depend on for an illustration of a personal essay. Check what the plagiarism is and attempt to keep away from it. Needless to say, there are a couple of necessary details that you'll need to put in your essay. You have to find a trusted site that's legal, and you can count on. You also would like to be prepared to answer questions regarding your response, as opposed to simply recite a canned answer. The most important question of all students who must compose a reflective or private essay is whether it's possible to think of such sort of academic paper without sounding too egotistical. A distinctive college demands some. You are there because you need to acquire a scholarship. Give them a general idea of what you could do well, and describe the way you can contribute your knowledge to the prosperity of that specific college or university. Every student demands help with homework from time to time. Some on-line forms make it possible for you to save and return' but some need to be completed in one sitting. In some instances, you've got to include your negative experiences. Usually plenty of personal papers are written in the past tense since you are speaking about something that happened to you before. A well written example needs to be centered on the subject, clear in points and simple to read. Nevertheless, it might not always be sensible to be self-employed as it's also regarded to be a risky venture. It would be simple for a company to understand how that is beneficial for them. Simply compose a brief statement stating the way the firm will profit from you, and also how you also mean to profit from the opportunity. Introducing yourself in a fashion which is both creative and memorable isn't always such an effortless job. A crystal clear and concise overview of what you could do for the provider is what the interviewer wants to hear. Otherwise, it's still feasible to engage the audience if you concentrate on the ideal angle, so find something interesting and distinctive. If you've already graduated from college or university and are looking for a fantastic job, you will need to get a persuasive resume to impress your future employer. It is preferable to find professional writing assistance from the corresponding support. Use the aid of true academic experts and receive the service you have earned! The best method to tell an employer that you may do a certain task is showing or giving an instance of a situation that may be related to it. Most employers want ambitious folks who have to move forward.

Service Marketing Physical and Public Health

Question: Discuss about the Service Marketing for Physical and Public Health. Answer: Introduction: Nowadays, health and fitness are the most important part of the life. Most of the people have been engaging them to stay healthy in life by availing the gym service in the society. The recent report has highlighted the fact that the percentage of the gym goers have been increasing in Australia over the past few years. Consequently, this particular scenario has influenced most of the investors to invest in the particular service industry. Most of the Australian people have discussed that their prime intention for joining a gym is to fight against obesity. According to the WHO report, 20% of the Australian adults have been suffering from the major obesity issue (Jetts.com 2016). Hence, the popularity of the Gym has been increased in recent times. In this context, different negative services of a gym called Jetts will be discussed in a detailed manner. Over the last few weeks, some people have observed that the particular gym has been facing difficulties in providing enhanced services to the clients. With the involvement of the particular discussion, the gym service providers in the Australia would get facilitation in reducing different service related issues. In this context, the background of the company will be provided along with its service delivery process. The service communication system of the company will be provided in this particular assignment, which outlines the process of advertising the particular services to the large demographic areas as well as international platform. Background: Jetts is a renowned gym centre in Australia. It has been executing its business in five countries including Australia, Netherlands, New Zealand, Thailand and United Kingdom. The particular gym has a belief that the gym service should be available for 24*7 so that the people could get adequate time for maintaining their individual physique. Clients could use 250 gyms, 24/7 across the world (Jetts.com 2016). The prime facility of this particular gym is that the people are not bound to go under the any long-term contract. Consequently, it provides the people adequate opportunity to leave the gym at any point of time if the service is not likable. In the recent time, it has been seen that the new gym goers are not getting adequate training session from the trainer of the gym. In Australia, there are many professional bodybuilders exercise into the gym (Wright, Burrows and Rich 2012). Consequently, the trainers are busy to provide extra focus on them instead of giving additional care to the new arrivals to the gym. On the other hand, some people have argued that they are not getting their personal locker. Moreover, the new gym members hardly get opportunities for running on the treadmill. Consequently, it decreases the service value of the gym. Sometimes, the new arrivals are not provided an adequate guiding session for using the new equipment. It creates a negative impression on the people in the society. The service delivery process: Jetts gym has been following a particular strategy for executing the process in an effective manner. The prime service delivery process in gym starts with hiring a trainer having adequate experiences in this particular field. On the contrary, it is quite difficult for the gym to hire an experienced professional, who can deliver high quality service to the clients. On the other hand, the gym has included only the qualified equipment so that it could facilitate the gym goers in maintaining the body shape in an appropriate manner. The management of the organization has agreed with the fact that the energetic atmosphere is the most important factor for a proper gym (Waitt 2014). At the initial stage, the particular gym has faced several challenges in availing the high-qualified training materials due to the shortage of capital. However, the management has accumulated facilitation from the local investors. By discussing the operating strategy, it can be assessed that the Jetts gym has bee n following strict rules and regulations for members to follow punctuality in the gym. According to the management, the particular gym has been trying to promote the on-time performance to coaches and other workers. In the recent days, the gym has taken the initiative for enhancing the business opportunity by offering free of cost joining facilities to the clients. The management has been maintaining the simple pricing policy. The mates rate is $12.95/wk, whereas the individual rate is $14.95/wk. The gym believes that the clients should be given freedom to change the gym at any point in time. Hence, they do not have long-term contractual plans for the customers. The main purpose of the gym is to provide a better life so that the customers can lead a healthy life and work actively. The particular gym has involved the high-qualified professional trainers, who can train the new arrivals as well as the existing members to reach their individual fitness goals (Harris, Wilks and Stewart 2012). The service communication: For conducting the service communication, Jett gym has been following a particular set of work. In these days, most of the problem in gym arises due to the lack of communication. Hence, the management has been focusing on establishing the effective service communication. The gym management has been following a simple pricing policy so that the clients can avail the service in an effective manner (Almalki, Martin-Sanchez and Gray 2013). It has two pricing systems. First, the mates rate is $12.95/wk and the individual rate is $14.95/wk. hence, it can be assessed that the gym do not force the clients for long-term engagement. It facilitates them in availing others service at any point of time. Over the past few months, the management has been trying to improve its communication system through including effective promotion process. Without making promotion of the particular services, the organization would not be able to enhance its business opportunity in an effective manner. Sometimes, customers are unable to find the gym due to lack of promotional effectiveness. Jett gym has been focused on their communication process across the country through different online platforms including FaceBooK, Twitter, emails, text messages etc (Stewart and Smith 2014). The management of the organization has discussed the fact that the social media has facilitated them in enhancing the customers base within the short timeframe. On the other hand, the customers think that they should be provided adequate opportunity to share their individual feedbacks to the management. Consequently, it would enhance the business opportunity in an effective manner. Although the gym utilizes the modern technique of communication, it should also follow the traditional form of communication. For instance, the gym needs to include the newsletter systems including electronic formats, phone systems and well designed gymnastic gym websites (Johansson and Andreasson 2016). The management understands the imp ortance of automate communications in the services. According to the management, they are trying to include different data into their promotional materials so that the clients get adequate knowledge on training. Managing the service physical evidence: The physical evidence of the gym depends on the different elements. Without having proper physical evidence of the service, the organization would not be able to expand the business to the large domestic areas as well as international market. There are three types of elements including facility exterior, facility interior, and other tangibles (Andreasson and Johansson 2014). The exterior facilities include exterior design, parking facility, gym environment, etc. The particular gym has been providing the proper environment to the clients for executing the workout. The area of the gym is quite huge, and it facilitates the management to engage a huge number of customers in the business. On the other hand, the interior facility includes the interior design, modern and enhanced equipment, etc. The management has already discussed that they are having enhanced equipment into the gym for attracting the huge clients in the society. These enhanced machines include Leverage systems, cable mach ines, arm machines, chest and shoulder machines, and Smith machines (De Lyon and Cushion 2013). On the other hand, the gym management has already involved the trainers having high and intense knowledge on the fitness. Besides gym equipment, the organization has already included the other fitness equipment along with the boxing equipment and commercial equipment. Some other tangible physical evidence are billing statements, reports, rules and regulations for the clients, etc. (Volkwein-Caplan 2013). Hence, it can be assessed that the service evidence of the organization has been facilitating them in engaging the high number of customers into the business. People issues: In the recent months, the customers have experienced different types of negative services provided by the gym. The prime issues arise while the new arrivals are unable to obtain enhanced training sessions from the appointed trainers. Most of the time, the new arrivals are not familiar with the gym equipment. Consequently, they face challenges in executing exercise in an appropriate manner. Besides, the customer often faces difficulties in availing the locker room due to huge rush in the gym during a particular timeframe (Mor et al. 2014). In the recent times, some of the customers have claimed that they got a severe injury during the training session due to the lack of supervision. Hence, it creates the challenges for the management to retain the brand values in the market. On the other hand, the customers often ask for the long-term engagement with the gym so that they can avail the hassle-free service at any point of time (Ainsworth and Macera 2012). Moreover, there should be a lon g-term engagement policy for the people who have a particular fitness goal. On the contrary, the management does not have a long-term engagement policy of the customers. The minimum age range for availing the particular service is 18 and above. However, Jetts gym does not include any pricing systems for the students and other college goers. Hence, it can be assessed that the management needs to focus on their pricing policy for enhancing the business opportunity in an effective manner. Managing service customers: For managing the customer service process, the management needs to implement a proper monitoring system. With the involvement of this monitoring system, the organization could understand the flaws within the business process management (Lupton 2015). On the other hand, the management has engaged the feedback session in the business. In the feedback session, the new and existing customers provide their individual suggestion to the management so that they can enhance the business opportunity by simply reducing the flaws from the process. Sometimes, the trainers are not able to handle all queries of the customers due to the high engagement of the clients in the gym. Hence, the management needs to enhance the workforce management by engaging the high-qualified trainers and staffs into the business (Eime et al. 2015). By following up the entire process in a particular system, the organization could improve their service quality within a certain timeframe. Although Jetts Gym has been provi ding an effective training session to the clients, they should include the modern exercise techniques for delivering high-class services to the customers (Hills, Dengel and Lubans 2015). Conclusions: It can be concluded that the health and fitness have been the integral part of the life, as it facilitates in maintaining a healthy life in the society. In this context, the discussion has been provided based on the negative service encountered by the customers. In the recent days, most of the people have experienced bad service quality from Jetts gym, which indeed decreases the business opportunity. In this report, the background of the company has been highlighted along with the negative services encounters. By discussing the service delivery process, different strategies of the management have been discussed in an effective manner. Although the management has been following a particular process for delivering the high quality solutions to the clients, their training process has some flaws. In the service communication process the organization has been included different online platforms for enhancing the promotional activities in an effective manner. In this particular report, dif ferent gym related issues have been discussed in a detailed manner. Hence, it can be assessed that the particular assignment would facilitate in understanding the flaws in the service. References Ainsworth, B.E. and Macera, C.A. eds., 2012.Physical Activity and Public Health Practice. CRC Press. Almalki, M., Martin-Sanchez, F. and Gray, K., 2013. Self-quantification: the informatics of personal data management for health and fitness. Andreasson, J. and Johansson, T., 2014.The Global Gym: Gender, Health and Pedagogies. Springer. De Lyon, A.T. and Cushion, C.J., 2013. The acquisition and development of fitness trainers' professional knowledge.The Journal of Strength Conditioning Research,27(5), pp.1407-1422. Eime, R.M., Harvey, J.T., Charity, M.J., Casey, M.M., van Uffelen, J.G.Z. and Payne, W.R., 2015. The contribution of sport participation to overall health enhancing physical activity levels in Australia: a population-based study.BMC public health,15(1), p.1. Harris, N., Wilks, L. and Stewart, D., 2012. HYPEd-up: youth dance culture and health.Arts Health,4(3), pp.239-248. Hills, A.P., Dengel, D.R. and Lubans, D.R., 2015. Supporting public health priorities: recommendations for physical education and physical activity promotion in schools.Progress in cardiovascular diseases,57(4), pp.368-374. Jetts.com, (2016). [online] Available at: https://www.jetts.com.au/promotions/save89 [Accessed 8 Sep. 2016]. Johansson, T. and Andreasson, J., 2016. The Gym and the Beach Globalization, Situated Bodies, and Australian Fitness.Journal of Contemporary Ethnography,45(2), pp.143-167. Lupton, D., 2015. Health promotion in the digital era: A critical commentary.Health Promotion International,30(1), pp.174-183. Mor, Z., Parfionov, K., Davidovitch, N. and Grotto, I., 2014. Gym exercising patterns, lifestyle and high-risk sexual behaviour in men who have sex with men and in heterosexual men.BMJ open,4(11), p.e005205. Stewart, B. and Smith, A.C., 2014. The significance of critical incidents in explaining gym use amongst adult populations.Qualitative research in sport, exercise and health,6(1), pp.45-61. Stewart, B., Smith, A. and Moroney, B., 2013. Capital building through gym work.Leisure studies,32(5), pp.542-560. Volkwein-Caplan, K., 2013.Sport Fitness Culture(Vol. 12). Meyer Meyer Verlag. Waitt, G., 2014. Bodies that sweat: the affective responses of young women in Wollongong, New South Wales, Australia.Gender, Place Culture,21(6), pp.666-682. Wright, J., Burrows, L. and Rich, E., 2012. Health imperatives in primary schools across three countries: Intersections of class, culture and subjectivity.Discourse: Studies in the Cultural Politics of Education,33(5), pp.673-691.

Unmet Needs of Generation Y Essay Example

Unmet Needs of Generation Y Essay Introduction Born in the mid-1980s and later, Generation Y employees are in their 20s and are just entering the workforce. With numbers estimated as high as 70 million, Generation Y (also known as the Millennials) is the fastest growing segment of today’s workforce. As companies and firms compete for available talent, employers cannot ignore the needs, desires and attitudes of this vast generation. We have identified five different unmet needs faced by Generation Y after many interviews. They are mainly materialism, the inability to approach supervisors easily, inflexible working hours, presence of a communication barrier between older and younger generation and no sense of belonging. Our interview questions was carefully constructed using the SPICE framework and as a result, have garnered ideal results. After conducting the interviews, we researched the different needs and found solutions. Our next step was to link the solutions to the POEMS framework. Lastly, we have identified the HR functions that can be used in a company to solve the unmet needs. Interview Questions 1. What is your age? (Identity) 2. Are you working? (Social) 3. If yes, describe your job and what attracts you to work there? (Identity) 4. If no, what did you work as previously? And what is your reason for leaving? (Identity) 5. If you could change one aspect of your job, what would it be? E. g Increase pay, more benefits etc. (Emotional and Physical) 6. How did you get the job? (Physical) 7. Does your job allow you enough time with family/friends? (Social) 8. Do you use technology in your workplace? E. g. laptops , softwares, machinery etc. (Physical) 9. Do you feel a sense of belonging in your company? Identity) 10. Do you bond well with your colleagues? (Communication) 11. Are you able to approach your supervisor/manager easily? (Communication) 12. Do you feel stressed when you are working? (Emotional) 13. If yes, do you have anyone to talk to about this in your workplace? (Emotional) 1) Materialism in Gen Y Our first identified unmet need is materialism in Gen Y. Materialism is c ommonly defined as a preoccupation with or stress upon material rather than intellectual or spiritual things. This is a phenomenon that has exploded with the coming of the Gen Y population. We will write a custom essay sample on Unmet Needs of Generation Y specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Unmet Needs of Generation Y specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Unmet Needs of Generation Y specifically for you FOR ONLY $16.38 $13.9/page Hire Writer This is not to say that materialism was never present before Gen Y but has instead increased due to various reasons. One reason why Gen Y is so steeped in materialistic tendencies is due to consumerism. Nowadays, marketing efforts are being aimed at kids to make them more materialistic in order to bring in more sales. Results from various studies suggest marketing efforts aimed at youngsters may indeed be robbing children of their childhood and making kids more materialistic, and it can have long-term negative consequences on shaping values. Another reason why Gen Y is becoming increasingly materialistic is due to a lack of self-esteem. Recent studies have shown a direct link in materialism in Gen Y and a direct correlation to their self-esteem. Between the ages of 12 and 13 children try to compensate for low self-esteem through material goods that they think will make themselves feel better, or that they think will raise their status among their peers. This reason is further compounded by itself, as many problems may arise and often do when young people embrace this culture of materialism. Lacking the means to acquire the much-valued material things, some individuals develop low self-esteem. This is particularly true of those of younger age. Research indicates that there is a direct correlation between low self-esteem and materialism: as self-esteem decreases, materialism increases. Additionally, there are those who, also lacking the means to acquire the desired material belongings, turn to illegal activities to procure the funds to satisfy their unhealthy materialistic tendencies. The unhealthy desire for material possessions and the illicit activities it inspires has landed an exorbitant number of black youth in prisons both in Canada and in America. These possibilities are just two of the potential negative effects of materialism. In order to instill positive values in their children, parents have to be cognizant of the negative influences that pervade our society, especially media influence. When they learn to understand the extent to which the mainstream media bombards the youth with enticements, parents will be better able to help them stave off the constant pressures they face on a daily basis. Recent research also suggests that young people of today are much more materialistic than their counterparts of the past were. All too common, among black youth, there is a palpable materialistic obsession the roots of which anyone can trace back to a popular music video—be it a new designer label or a new blackberry phone. Among many young people, the sense of self-worth is contingent on their possession of the aforementioned material objects. Such is the extent of influence that the media often has on young minds. It is very easy for a young person to become impressed by the constant exposure to the glorification of material belongings. The mainstream media is incessant in its parade of materialistic conceits. Young people are constantly being told that they need to have those designer jeans or that new must-have cell phone model in order to gain the respect of their peers. Whether it is a music video or a reality show, the materialistic culture prevails. It is, then, little wonder that many of them tend to view the world through a materialistic paradigm. To solve this problem, the human resource department identified is the Compensation and Benefits department. First thing Comp has to do is to understand the Gen Y demographic. They have to understand their needs and their wants to be able to manage and retain them. For example, staff in the Comp department can make the benefits and wages more attractive to Gen Y employees specifically. Also, they could appeal to Gen Y employees by giving them perks and benefits such as company cars and discounts at company-sponsored stores. 2) Unable to approach supervisors Another unmet need we have identified is Gen Y’s problem with approaching supervisors. It is known that Generation Y is the youngest group to exist in the workplace environment. Therefore, being underdogs taking roles often at the bottom of the work chain, they often have problems communicating effectively with their superiors. Since they reside at the bottom of the chain, they fear confrontations as they are afraid that they may unintentionally, through one way or another make blunders, which may threaten their immediate future. Some examples of such blunders are over asking, asking poorly, saying the wrong things and breaking the status quo. Over asking is that problem of repeatedly asking the same or similar questions in the workplace. This may cause problems in the future when working together as it may leave a negative impression. When an underling asks a superior the same question repeatedly over a short period of time, the superior may feel flustered and frustrated at the asker, leaving a negative impression of said asker on the answerer. Generation Y, with being at the bottom, feels that leaving such at impression maybe detrimental and hence, fears confrontations in this aspect. Asking poorly is also a cause of concern to this issue. Asking poorly refers to asking questions that the answerer may feel is ‘common sense’. By asking such questions, superiors may feel irritated with the Gen Y worker. They may then even come to resent giving them opportunities. This is a very common among Gen Y as since majority of them are new to the job, they have yet to know the regular customs at the workplace and hence, may not know the ‘common sensual’ course of action and as a result, come across as ignorant and poorly educated rather than inexperienced which they are. With them fearing such an event occurring, the Gen Y workers as a result, fear approaching their supervisors. Another problem of fearing confrontation would be causing misunderstandings at the workplace by saying incorrect or even inappropriate things at the work place. Example of such things can range from making rude or snide remarks unknowingly or providing incorrect input for work related items. At times, as Gen Y, being inexperienced at workplace politics, they may make inappropriate remarks at other people without knowing it. The reason for such is due to the fact that, different years may have different lingo and other people from other generation may feel insulted by what may be a regular passing comment from another colleague. For example, the word ‘gay’ has changed over many generations. Decades ago, the word meant happy, years ago, the word meant to not be in the social norm, whereas, now, it has homosexual meanings in context. So when they break the barrier down to speak, they are afraid of causing such tension. Finally, breaking the status quo is another problem that they may potentially face that also contributes to the fear of confrontation. In office politics, there is a certain order in the hierarchy or a chain of command. This means that there is a certain order in which, information can pass through. For example, with three levels, being the Gen Y lowly employee, his boss and his boss’s boss, the employee must observe the chain of command and is not able to talk to his boss’s boss without first going through his boss. Based on the unmet need of confrontation, the problem should be taken in and solved by the human resource function of welfare and compensation benefit. On the poems structure, this tends to be more on the people side as it is a form of inter-personal interactivity that is unachieved. To help with this problem, human resource needs to firstly, be more observant on the newer and younger employees to ensure that they are able to get along and speak comfortably with fellow employees in the office regardless of age gap. Human resources can also take a more forward approach in organising perhaps bonding activities in which, perhaps the hierarchy is temporarily reversed and they are at the top. Even a buddy system can be introduced where maybe an older and younger worker are paired up and given time to bond to allow easier interaction between the workers from different generations. Better interaction policies can also be given. For example, ideas could perhaps be introduced through an online portal where the new gen y workers can be given a chance to submit ideas without the fear of being criticised. An open door policy can also be implemented where maybe, at a certain time of day, a manager would set aside time to allow workers to speak to him about work or non-work related matters. A portal can also be introduced, this one being in the sense that common work protocols are stated clearly and give the new gen y workers some reference to the procedures that they are required to follow to prevent overstepping certain boundaries. ) Flexible working hours Thirdly, workplaces are more demanding than ever in terms of hours and performance. Thats creating a rising tide of resentment among the Gen Ys flooding into the workforce. Gen Ys know what they want — and its not the all-work-and-no-life dynamic of their Boomer parents. We have watched our parents waste away in drab cubicles and count the days to retir ement, Call me idealistic but isnt work supposed to be part of life? Do I have to accept the idea that real life begins when I punch out at 8 p. . each day? Gen Ys want a rewards remix, according to Bookend Generations, a study from the Center for Work-Life Policy. Instead of the traditional plums of prestigious title, powerful position, and concomitant compensation, they value challenging and diverse job opportunities, stimulating colleagues, a well-designed communal workspace, and flexible work options, with 89% of Ys saying flexible work options are important consideration in choosing an employer. One successful flextime approach is Citis Work Strategies. This program started as a model for tomorrows green, cost-effective, and employee-friendly workplace but soon turned beneficial to many interested in flexible work arrangements. Realizing that in some instances Citi was wasting resources on office space that no one was using, the division suggested using office-sharing, hoteling at satellite offices, and work-from-home arrangements to reduce the organizations real estate portfolio while offering a new type of workspace arrangement. The program has since evolved to encompass part-time schedules, remote work, flexible start-and-stop times, compressed schedules, and job sharing. Employees apply through a formal process that requires them to fill out a work plan describing how they will do their job in its new flexible format, the potential impact on clients and team members, and the technology they need — such as webcams, instant messaging, and teleconferencing — to support their new approach. At the same time, managers are training to lead and supervise remote teams. Citis annual employee surveys show that the flex-work participants are consistently more engaged, more likely to stay, and more likely to recommend Citi as a great place to work. For these new 20-something workers, the line between work and home doesnt really exist. They just want to spend their time in meaningful and useful ways, no matter where they are. Generation Y is forcing companies to think more creatively about work-life balance. The employers who do are winning in the war for young talent. Research reveals that job hopping is not an end in itself but something young workers do when they see no other choiceOld assumptions about what employees value in the workplace dont always apply with Gen Y. Friendship is such a strong motivator for them that Gen Y workers will choose a job just to be with their friends. It feels normal for Gen Y employees to check in by BlackBerry all weekend as long as they have flexibility during the week. Today more than half of Suns employees work remotely from anywhere but the office. Understanding Generation Y is important not just for employers. Older workersthat is, anyone over 30need to know how to adapt to the values and demands of their newest colleagues. Here is a summary of the key findings: Gen Y represents approximately 20% of the economically active population of Singapore. Gen Ys in Singapore are confident, restless, tech-savvy and prefer an unconventional approach. Gen Y’s biggest fear is losing their family while their bosses and colleagues feel Gen Y’s biggest fear is to lose their job. Statistics show that 27% of Gen Y respondents have yet to identify their profession of choice, 57% of Gen Y respondents earn less than SGD 1500 and spend less than SGD 500, tobacco/alcohol, mobile phone and food are listed as top three items that Gen Y prefer to spend the most and that 45% of Gen Y respondents would prefer a Gen X supervisor. Also, Gen Y’s are mostly intrinsically motivated and Gen Ys score low in the General Role Stress index. Parents, non-Gen Y colleagues and bosses have conflicting perceptions about Gen Y than Gen Y themselves, which could be a threat! In summary, Singapore Gen Ys or the millennials make up 22% of our resident population, working out to 833, 300, with the female gender, topping the male cohort by about 20,000. They are wired, connected to virtual social sites, salivate for information, empowered, able to multi task, independent and the lists goes on and on. These are functional behaviours that will excite any HR recruiter. They too, carry a â€Å"dark side†. They can be easily bored, and demand instant gratification. ) No sense of belonging Next, a good manager must be fully identified with their sense of belonging in the company, institution, which provides service, as well as all its human resource integration, by achieving this, empathy, trust, achievement is required. However, there are many managers who have no sense of belonging with the company where they work and the organ ization is seriously affected, since it has not been built that trust is expected to manifest in development of the company, its development, where it is envisioned that all staff are fully committed to the organization. It is written that there is a degree of willingness that everyone has to follow the logic of coexistence or common sense, the more secure you feel that person within a group, the higher your sense of community and so Therefore the person will be more willing to follow rules. The sense of belonging is not only the assurance that the person gets when they feel that occupies a place within a group. In some cases, to feel a sense of belonging as Patricia Oliveira comment, this is taken into account, that human societies are always ongoing relationship with other neighbouring or rival, or integrated into larger ones. Also in most of them can set different smaller factions that are integrated within it with different interests subordinated to the common goal while in some associations, having achieved its initial objective is necessary to establish new goals and objectives that give meaning to their existence. The natural tendency towards disorder that produces human associations for retention must be a certain degree of sense of belonging to the same except for those who are not members. The same occurs in companies where there should be well-defined group cohesion, each member who integrates this fully identified with a sense of belonging. Oliveira notes that the pride of belonging to an association, a club, a business, a group of friends or family are what make these are not diluted. Another feature that ensures the health of a human organization is the existence of good communication, fast and fluid within it. A crucial piece in any society is the leader. In many cases this person represents the best and the worst of the organization you represent. Where you lead, manager, in our case, must show their membership, commitment, identification with the group. The leader holds the key to sense of belonging follow by members. Of course, to do so, this will be assessed all aspects that have generated confidence, security, respect, union commitment, responsibility. Aspects, which said the group and they have respected and are part of it, reaffirming their sense of belonging and permanence. Furthermore, Ana Tania Vargas comment, the strength of the sense of belonging in many cases remains, as a latent emotional, related to those features of collective identity that still maintain the leader sense for the subject. Therefore, the sense of belonging is a primary element of belonging and personal identification, collective and productivity in a company, group, friends, etc. Is a concrete expression of commitment to specific traits and characteristics of the culture that synthesize profiles of cultural identity in particular ways, for what is important in strategies for development promotive role. It should be added that the study of the processes of identity and sense of belonging, it is necessary to consider the many possibilities of organizing and sorting generated in these processes, that form intra-and out group practices, clearly sets and define the possibilities of collective action and the complexity of delimitation and structuring of the universe of their own cultural elements, ensuring for themselves the existence of the group, giving passes to the innovation process, appropriation, alienation to suppression of the brand values from out group. In the case of the Venezuelan reality, which manifests a number of external factors, including the impact of the state through its policies, regulations, laws, has influenced a determinant in the company and this has been the reality test ownership of management to the organization where they work, considering the reaction of many owners, managers, who have given way to insecurity, fear, no sense of belonging with actions that have undermined confidence and this has affected the way membership, both by management, as all members of the company. In other terms, this situation has reduced the many; sense of belonging that must be rescued all depends as has been consolidating the organizational culture at the time. DFID Project Colombia listed that the sense of belonging or membership is the personal satisfaction of each individual in the organization, its recognition as a human being, respect for dignity, fair compensation, recognition, development opportunities , teamwork and fair assessment, not only are components of organizational climate, it represents permanent elements of organizational culture. In order to provide or create a sense of belonging, companies must offer training opportunities, encourage creativity within job scope and provide both local and overseas exposure. To retain staff, all SYSTEMS Save Yourself Time, Effort, Money, and Stress must be in place. And there must be constant innovation so a company is assured of scalability and growth. Attainable short, medium and long-term targets should be set so there is no doubt as to direction. And there must always be a target to strive for. CONTINUOUS learning and skills upgrading must be part of a companys policy to retain employees. Every persons demands and expectations are different and change over time. SMEs have an advantage that some MNCs cannot offer a challenge and work experience that can motivate. Besides career advancement, staff welfare and the working environment must be priorities. SMEs should also try to offer a good lifestyle/work-life balance to retain talent on a long-term basis. For example, Grand Teams strategy to keep talent includes a shareholding scheme. To make employees feel they are working for their own future and career development, we let them own a portion of the company. 5) Communication barrier Lastly, the presence of a communication barrier between generations. In order to be an effective communicator we not only need to know how to adapt to different personality types, but we also need to understand the different generational issues that can create conflict in the workplace. The dynamics we experience today are unique to our era: younger generations have made a dramatic shift in work values leading to harsh judgments and criticisms within the work environment. Ultimately, this conflict of generational values hinders performance of individuals and weakens overall team success. We need to begin first by seeking to understand. If we can begin to understand what is important to each generation, we can then learn to see things in a wider perspective and begin to build bridges of communication between the gaps. With better understanding comes better communication, which leads to heightened tolerance and ultimately to successful collaboration between the generations. There are four groups in all. Firstly, the Veteran age group is generally comprised of those who are 55 and older. This generation is post-war and their nature is to be loyal to a single employer for a lifetime and in turn, they expect the same degree of loyalty back. Because this generation did not grow up with material wealth, in most cases, they tend to be frugal and do not understand the need to use debt to build business or the need for anyone to have debt at all. In the workplace, they show up on time and they take orders well they do as they are told because they respect their boss, as well as their elders. Secondly, the Baby Boomer age group is comprised of generally the ages 35 to 54 and is the children of the Veterans. This group grew up with little in the way of toys or nice clothes and vowed to give their children everything they couldnt have as children. In most cases, baby boomers grew up earning an allowance and understood the principle of working hard to earn a living. In general, they left home at the age of 18 and survival was a real issue. If a baby boomer was told to do something at work or else be fired he or she would do it because they were afraid of not being able to pay the bills. In the workplace they have a mentality of work, work, work, and then you ie. Lastly, Generation Y is divided into two groups. The first comprises of people 22 and younger. They are likely called generation Y because that is the question they ask most, Why? These are also the children of baby boomers and so far, are one of the most creative generations we have seen in a long time. Generation Y want to work where they are allowed creative expression, a flexible approach and control over their own hours. In the workplace, they show little loyalty because they already know they will have about 10 careers in their lifetime. They get bored very quickly and need more incentive to work than just a paycheck. Another group of Generation Y comprises of the ages 23 to 34 and are also the children of the baby boomers. A majority of this group grew up with both parents working and saw their baby boomer parents get laid off or witnessed them being miserable in their jobs. This helped shape their current value system, which is, I am going to have a life first and work will come second. This group is pushing for flex hours, 4-day workweeks, paid sabbaticals for education and paid parental leave for both fathers and mothers. In the workplace, you cannot threaten them to do something or they will get fired because they dont care. Most of them live at home until the age of 26 and do not experience the same survival issues as those of their baby boomer parents. Their main goal is to have fun at work, make a buck, and have a life. So why should employers care if employees in the different generations respect and understand each other? In a word: Retention. The costs associated with employee turnover are enormous (e. g. training, loss of employee morale, advertising for applicants, interviewing, productivity, etc. . Gravett and Throckmorton estimate that costs to replace an employee may total up to 150% of the employees annual salary, depending on skill level. In addition, the knowledge and talent that will be lost due to the retirement of the older generations without appropriate transition among generations could be financially devastating to companies. The employees coming into the labor force (Generation Y) are powerful in numbers and will be needed to make up for the shortage due to the retirement of the Radio Babies and the Baby Boomers. If employers dont help breakdown communication barriers now, they will find themselves short of talented workers when they are really needed. So what are the obstacles to bringing employees from the older generations together with employees from the younger generations for knowledge sharing? Competing personal desires that differ by generation, coupled with a lack of trust are difficult barriers to overcome to allow for knowledge sharing to take place. For example, Radio Babies (born 1930-1945) are ready for retirement and need to be provided an incentive to stay. Whereas, Generation Y (a very large generation) is not afraid of change and in fact, enjoy variety. A lack of fear regarding change and an enjoyment of variety, are important personal desires that employers must recognize. Identifying the driving personal wants of the generations is the first step to help foster knowledge sharing. Once the personal desires of the different generations are recognized and addressed accordingly (e. g. flexible work schedules for individuals ready to retire, creating a rotational job change for young professionals, etc. ), the focus should shift to identifying communication barriers. Individuals from the younger generations often feel that older generations do not respect or trust their ideas and therefore, leave the younger generation workers feeling undervalued. The older generation frequently perceives that the younger generation lack work ethic, and respect for authority and institutional practices. These perceptions (whether true or not) will lead to an inability to communicate. It is essential for an employer to identify the cause of the mistrust (which is almost always the root of any lack of communication) and work to build trust. We feel that this unmet need falls under the jurisdiction of Training and Development. This HR function will allow the workers to undergo training through either outside or inside sources and this will develop Gen Y and the older generation’s communication skills. Next, using the POEMS framework, we also have come out with several solutions to the respective letters. Under People, we feel that both generations should try to overcome this barrier together. As the saying goes, ‘it takes two hands to clap’. Not only Gen Y but also the older generations should try and overcome this barrier. With both sides working together, it will be much easier overcoming this barrier. Moving on, for Environment, having a conducive environment will make the people be more willing to put in more effort into trying to overcome this barrier. It has been proven that a more joyous and happy environment will lead to people being more willing to work together in harmony to a common goal. For Media, we can use it to increase awareness of this problem and as a result, will help solve this problem. How does this work? By raising awareness, people will be more inclined to try and solve the problem if it is at hand or do preventive measures to make sure that it does not occur in the future. Lastly, companies may send some employees to attend classes outside to improve communication skills as part of Services. Reflections Setting up a time slot for the interview was not an easy task. With the Gen Y interviewees busy work schedule, it was a hassle to even get a time slot with them. When it came down to doing the actual interview, the process was much more difficult to carry out. The interviewees, despite earlier agreements, showed to be quite reluctant in giving the interview. During the assessment, the interviewees showed many signs of disinterest unconsciously, examples include yawning, stretching and being disoriented. The interviewee also answered in short brief answers, giving answer that is very short, and a sign of impatience. `they were generally helpful, clarifying when needed but only when asked to. Overall, the experience was relatively fresh and enjoyable.