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5 Things To Say When Your Child Doesnt Make the Cut

HomeSurviveParenting5 Things To Say When Your Child Doesnt Make the CutThis page may contain affiliate links.Oct 29, 2019Since many of your kids are in the thick of this, we need to have a good conversation about it sooner rather than later. Im talking about one of the most stressful aspects of going back to or starting high school. So lets all say it out loud once and for all #TRYOUTS. Your sons and daughters are trying out for sports teams and feel like the world might end if they dont make the team. In fact, in their worlds making or not making a team is a major part of their adolescent lives. Consider an incoming freshman boy who has been playing soccer since he was 5 years old. Now here he is going through four days of being evaluated to maintain that part of his life and identity. And, hes being evaluated publicly in front of new coaches and peers. He may or may not make the team. His responses can range from happiness to sheer humiliation. I know this. These boys are sitting in my office practically crying about tryouts. Now consider a sophomore teen girl who may have been playing soccer for most of her life. She was on the freshman team last year. This year she desperately wants to make the varsity team and be a star like many of her peers. She is at high risk to experience a major letdown if she makes the junior varsity team and her good friends all make the varsity team. Tryouts are no small thing in the lives of teens. And precisely because of that they are no small thing in the lives of parents. So, lets say your kid makes the desired team. Then the mood around the house is celebratory and upbeat and you can exhale. But what if your kid does not make the team? Should you join your kids in a collective sense of outrage and immediately call the coaches to complain about the injustice of this decision or should you berate your child for their poor performance during tryouts? Well, hold on please. Before you react please consider my suggestions. Your job is to make your teen feel whole again, not to further intensify bad feelings. Handling Rejection If your teen doesnt make the team consider: 1. Suggesting that this is not where things end for them sports-wise.In fact, maybe they are not ready for this level of competition yet and can spend this year working on their skills. 2. Talking to your teen about other opportunities. Perhaps he/she would like to try a new activity? 3. Making sure that you dont make this about yourself.This is solely about your child. No vicarious living through your child here. 4. Use this as an opportunity for your child to learn how to deal with disappointment.Dealing with disappointment is a major resiliency skill and helps all of us recover from disappointing daily experiences. 5. Encourage your child to remember who they are.This is one of my very favorite expressions. Remind them that they are about more than just the sport that they are playing. I know that this can be a harrowing time of the year. I wish you all grace and dignity in handling it well for your own well-being and especially for you teens sense of self and self-esteem. More about handling rejection [10 Ways Parent Can Help Their Kids Deal With College Rejections]

The Method Of Development William Shakespeare s Othello

Method of development: Lead: William Shakespeare is well known for integrating all aspects of life in his literary works. Many of his plays and novels are read by people of all races, genders, and ages. Topic: Postcolonial terms related to Othello by William Shakespeare Thesis: Convey inequality between everyone Subtopic #1: Discrimination Subtopic #2: Stereotyping Subtopic #3: Gender inequality Thesis Statement: Postcolonial terms related to Othello by William Shakespeare that convey inequality between everyone include Discrimination, Stereotyping and Gender inequality. Throughout the play, Shakespeare elaborates on these terms. Transition word: The first Introductory paragraph: Postcolonial terms related to the play that convey inequality between everyone is Discrimination. Transition word: An example would be Point #1: when Iago discriminated Othello because he was black. Iago wakes up Brabantio by saying, Proof: Even now, now, very now, an old black ram / Is tupping your white ewe. Arise, arise! / Awake the snorting citizens with the bell, / Or else the devil will make a grandsire of you. / Arise, I say! Page/line number: Othello 1.1.92-96 Explanation: In this quote one can see how Iago uses harsh words and animal terms to describe Othello. He tries to instigate fear into Brabantio’s mind about a black man marry and sleeping with his white daughter which at that time was uncommon. Summary statement Thus, Iago discriminated Othello by what he said to Brabantio,Show MoreRelated Iago as the Representation of Evil in Shakespeares Othello1769 Words   |  8 PagesIago as the Representation of Evil in Othello In Shakespeares, Othello, the reader is presented the classic battle between the deceitful forces of evil and the innocence of good. It is these forces of evil that ultimately lead to the breakdown of Othello, a noble Venetian moor, well known by the people of Venice as an honorable soldier and a worthy leader. Othellos breakdown results in the murder of his wife Desdemona. Desdemona is representative of the good in nature. Good can be definedRead MoreShakespeares Play Othello and Tim Blake Nelsons Film O 826 Words   |  3 Pageshuman values have remained unaffected. Through the texts by composers William Shakespeare and Tim Blake nelson and their texts Othello and the late 20th century contemporary film O, the key values of trust, honesty and loyalty are explored with contextual influences being reflected. The values are explored with the use of thematic development of the key issues jealousy and appearance vs reality and the use of dramatic devices in Othello and cinematic techni ques in O. Shakespeares accurate representationRead MoreMuch to Do with Deception2356 Words   |  10 PagesResearch Paper about William Shakespeare’s Much Ado About Nothing Much Ado About Nothing, written by William Shakespeare, is a dramatic production that uses the tools of deception and humor under the category of comedy. As defined by Paul N. Siegel, â€Å"A comic play is usually accepted to be a light-hearted play with a happy conclusion.† Yet, Shakespearian tragic plays often use deception as a method to damage the role of the hero. In other Shakespearian tragedies like Othello and Richard III, deceptionRead More Shakespeares World Essay3144 Words   |  13 Pagesnbsp;nbsp;nbsp;nbsp;nbsp;Almost every nation on earth reads, studies and performs the works of William Shakespeare. No writer of any country, nor any age, has ever enjoyed such universal popularity. Neither has any writer been so praised. As William Hazlitt observed, quot;The most striking peculiarity of Shakespeares mind was its generic quality, its power of communication with all other minds.quot; It is perhaps this quality that has earned Shakespeare the supreme accolade, that of lending his name to an era. Other thanRead MoreA Reflection On Reading Visual Culture2407 Words   |  10 Pagescan add to a representation (Williams, 2010). In China for instance, where green used to be considered beautiful in the Tang Dynasty (Moss, 2015), the colour itself now represents disgrace (Williams, 2010). In English speaking cultures, green is also associated with envy, a powerful and negative emotion which can control a person (Parrot Smith, 1993). Green was first associated with envy when Shakespeare referred to it in Othello as â€Å"The green-eyed monster† (Shakespeare, 1603) and has been used forRead Moreâ€Å"the Spirit of Renaissance and Elizabethan Era†5448 Words   |  22 Pagescentury to the early 17th century. It is associated with the pan-European Renaissance that many cultural historians believe originated in Tuscany in the 14th century. This era in English cultural history is sometimes referred to as the age of Shakespeare or the Elizabethan era, th e first period in English and British history to be named after a reigning monarch. Renaissance literally means rebirth. It refers especially to the rebirth of learning that began in Italy in the fourteenthRead MoreStudy Guide Literary Terms7657 Words   |  31 Pagesrepetition of the initial sounds of several words in a group. The following line from Robert Frosts poem Acquainted with the Night provides us with an example of alliteration,: I have stood still and stopped the sound of feet. The repetition of the s sound creates a sense of quiet, reinforcing the meaning of the line 3. allegory – Where every aspect of a story is representative, usually symbolic, of something else, usually a larger abstract concept or important historical/geopolitical eventRead MoreGp Essay Mainpoints24643 Words   |  99 Pagesevaluate the ideas found in popular culture, but also â€Å"to be positive contributors to society, to challenge cynicism and apathy and to serve as agents to social change† ( enhances rather than curtails young people’s intellectual growth and their development into critically thinking adults †¢ Censorship cannot achieve this 1d. Profit-Driven Intro †¢ Manifestations of what extremely parochial motives can do to transform a medium that should serve multiple purposes †¢ Profit driven: inextricably

Looking For A Dentist - 1694 Words

Looking for a dentist? It can be tough enough to find one that you like, that takes your insurance, that has a decent office staff, and that is close enough to work or home so a routine cleaning doesn t take up your day. But we rarely give a thought to how dentists practice their science. It seems to be pretty standard, after all. But holistic dentistry is another option. The way these dentists practice their brand of is very different from the traditional model. Their claims and methods are also controversial. Holistic dentistry seems to have begun back in the early 1900 s by Weston A. Price, D.D.S. Mr. Price toured various primitive parts of the world and reached his conclusion that sugar was the cause of most decay in the world:†¦show more content†¦In fact, the American Dental Association (ADA) published their report on dental amalgam safety. The report concludes that though minute amounts of mercury are released from amalgam, no health consequences from this amount of mercury have been adequately demonstrated. It appears to be a case where the benefit of amalgam fillings would outweigh the possible and miniscule risk of mercury being used in the fillings. Since 60 Minutes did a story in 1990 on the possible dangers of amalgam fillings containing mercury, thousands of patients have sought out holistic dentists for the removal of these fillings. Studies vary, but most of them show mixed results with benefits not necessarily related to the removal of amalgam fillings. It has been pointed out that these holistic dentists who engage in treating mercury poisoning or metal toxicity are not practicing dentistry, but a form of medical practice. These same holistic dentists test for and prescribe supplements as well, and those actions are outside the scope of dentistry practice as well. Detractors of holistic dentistry point out that failing to make a referral to a health care practitioner in these cases is considered negligent practice. If you have th e time and money (because few insurances cover the cost of removal of existing fillings and replacing them with porcelain) and you feel that yourShow MoreRelatedFear And Lack Of Fear1345 Words   |  6 Pagesalways been afraid of dentists, and that fear is growing larger every year. The fear driven by a number of factors that may relate to the person and their association of dentists with pain, or the fear of the sound of the machines caused by fears originating from childhood memories and other experiences in life. The fears of past hearings related to the dentists and their actions may be a reason for fear in the patients. It dwells on the various reasons why people fear dentists, the solutions to thatRead MoreAn Unethical Dilemma Of A Dentist1533 Words   |  7 PagesAfter looking at various articles on the Dentaltown website, I came across an interesting article that showed an unethical dilemma. In this article, a dentist (lower-priced dentist) is talking about an 83-year-old patient that came into his office for a second opinion. The lower priced dentist mentions that the woman needed some basic dental work done to her teeth to keep them healthy. While (deleted comma) the woman was at her general dentist, the dentist was attempting to force the woman to getRead MoreThe Fears Of Dentists With Pain1254 Words   |  6 Pagesafraid from dentists, and that fear is growing larger every year. The fear driven by a number of factors that may relate to the person and their association of dentists with pain, or the fear of the sound of the machines caused by fears originating from childhood memories and other experiences in life. The fears of past hearings related to the dentists and their actions may be a reason for fear in the patients. The details of the study below aim at developing the story on the fears of dentists. It dwellsRead MoreDentistry : The Career I ve Chosen Is General Dentistry1672 Words   |  7 PagesDentistry are the following: tools and thin gs used by dentists, career requirements and qualifications, working conditions, salary, typical days, my interests in this career, and a personal interview. Tools and Things used by Dentists Dentist use a variety of technological devices. Some of this equipment includes: x-ray machines, drills, mouth mirrors, forceps, brushes, scalpels, lasers, digital scanners, and other computer technologies. (â€Å"Dentists†). First, x-rays. There are two main types of dentalRead MoreDentist Research Paper761 Words   |  4 PagesDentist Dentistry is the profession in which the dentist helps with the prevention and treatment of mouth diseases and malfunctions. The dentist performs many duties within their profession. Some duties the dentist may do on a daily basis are: diagnose oral problems, fill cavities, write prescriptions, perform root canals, treat gum disease, examining radiographs, removing root decay, and providing instruction to the patients along with many other duties. Becoming a dentist allows for many differentRead MoreSymptoms And Symptoms Of Sedation Dentistry1213 Words   |  5 PagesWhile one in three people experience moderate fear and anxiety at the prospect of visiting a dentist, for one in seven people their fear of dentistry rises to the level of severe phobia. For these people, living with oral pain and discomfort is preferable to submitting to dental care. There is an alternative to living in constant pain: sedation dentistry, sometimes called oral sedation dentistry, relaxation dentistry, or even sleep dentistry. What exactly is sedation dentistry? Quite simply, itRead MoreTaking a Look at Childminders1242 Words   |  5 Pages My first care worker that Ive chosen is a childminder. I have chosen this role because childminders have a significant impact on the education of infants and children. Furthermore, they are capable of looking after these young children while their parents at work while also educating them. They have a challenging role with certain activities on a daily basis. Their days of work can start as early as 7am at their own home. They have an array of toys available for any children who come in earlyRead MoreA Brief Note On Brush And Floss, That s How It Goes !953 Words   |  4 Pagesdecided it was something I really wanted to achieve. Dentists are hard working and very patient. It takes time and effort becoming one, it’s not just about being in an office. In order for someone to become a dentist, there are many requirements. It’s a challenge, but it’s worth it! 2.Dentist’s are a great significance to the world. According to U.S News â€Å"Dentists identify and treat problems concerning a patient’s mouth, gum, and teeth† (Dentist Overview). You have to be extremely responsible andRead MoreA Report On The Mobile Clinic946 Words   |  4 Pagesthose who are in need. The cost of the dental van and this basic equipment. 6.3 Legal Environment The laws that lay out the requirements in order to practice as a dentist in New York City are found in Title 8, Article 133, Section 6604 of New York State Education Law and Part 61 of the Commissioner s Regulations. In general, a dentist will have to pay the fee of $377, meet the degree requirements, have completed the residency requirements, pass parts I and II of the National Board Dental examinationRead MoreSample Resume : Dental Hygienist Essay1212 Words   |  5 Pageswanted to become a Dental Hygienist since I was in the 7th grade. When people think of a Dental Hygienist they think about cleaning teeth but, that’s not all they do. I can remember in school my friends saying â€Å"I hate going to the Dentist.† I always loved going to the dentist and getting my teeth cleaned, therefore I chose this career. As a Dental Hygienist, I will be able to teach people the importance of clean teeth. Dental Hygienist not only have a job with great salary, but their job also help people

Essential Theories of Organizational Behaviour

Question: Discuss about the Essential Theories of Organizational Behaviour. Answer: Introduction: This assignment defines the scenarios that are possible once the announcement happens about shuffling the IT outsourcing of OG Company of Malaysia into an in sourcing. The in sourcing branch is set to be in Bangalore. OG is an oil and gas company based in Malaysia. It is one of the top OG companies globally and comes at the fifth position in terms of revenues. It houses more than 2,000 staffs and comes at the second spot only after Manila in groups OG Business. Service centre is the resource of providing general business support with services to OG operations. It also provides solution to other business activities such as HR services, contracting procurement, downstream customer service centre and communications production. With the sudden announcement about the transition of the Company from outsourcing to in sourcing in Bangalore, a sense of fear had started taking its root into its employees. Loyal employees of the organization who served this organization for as long as 15 years have all started shattering for the unwanted facts. This essay consist the case study followed by a literature review on the issue supported by various theories such as Kurt Lewins theory, John Kotters model and Abraham Maslows theory. Moreover, analysis of the issue comes after the literature review. Based on the reviews, some recommendation for the OG, Malaysia is also made. The OG, which has its own IT hub as an outsource is scheduled to give it a complete makeover to an in source IT hub in Bangalore with approximately 2,000 employees. It is set to be a giant hub offering various operational supports and services to OG. The planning behind the set up is to maintain the optimization of various IT staff footprint such as suppliers, staffs, locations, reduce costs and reposition project delivery (Oilandgasinsight.com, 2016). The company is opening its IT in sourcing in Bangalore on destroying the pre-existing outsourcing in Malaysia. Moreover, this is going to affect almost 1,500 staffs and contractors and make them redundant. Many employees have worked for this organization for even more than 15 years with their utmost dedication. At some point of time, they had thought of getting their resignation in the organization itself but the shifting of the IT resourcing to Bangalore has left them with no clue whatsoever (Gu and Wang 2015). It has affected the morale of the employees and they are struggling to accept the change. They are taking this transition as a personal as a proper communication missed at the time of the announcement in themed of the year. Nonetheless, the employees are psychologically affected (Oilandgasinsight.com, 2016). Literature Review Change is defined as external factors that are more situational (Robbins and Judge 2012). Moreover, a change in the organization never happens for any personal reason rather it happens for the betterment of the organization. A transitional process, the other side, is completely different to the change process. Transition is an internal process, which is taken into consideration to maintain the healthy competition among the competitors (Wagner III and Hollenbeck 2014). In such process, employees those who are older in the organization fail to understand the process and are find themselves clueless about what has prompted the organization to go with the decision (Robbins and Judge 2012). It then becomes the responsibility of the organization to help its existing employees with all the required communication during the transition process to bring it efficiently (Kramer 2014). The figure depicted below differentiates the change from the transition very efficiently. Kurt Lewin proposed a model to define the change transition process, which is known as the Lewins model. This model is still very helpful and practiced widely today. It is a very easy model to understand and implement the changes required for the transition of the company. It follows the concept of an ice cube, which on melting becomes a liquid. It is subjected to a change on a certain parameter. Moreover, it again resolidifies and refreezes back into a cone of ice under given circumstances. An organization, which understands the three stages involved in Kurt Lewins Model, can very well manage its transition process (Langton, Robbins and Judge 2013). The organization can start by preparing the ground for unfreezing stage by letting their employees realized about the importance of transition (McShane and Von Glinow 2015). Employees are first required to be motivated towards the change that is bound to happen because of the circumstances, which the competition market had created. Proper and fair communication is very important and holds its own place while making such a big decision. An organization can turn things into their favour by only communicating with its employees properly (Rashid, Nordin and Salleh 2014). A proper communication along with the necessity of the change prepares the ground for the change. Moreover, it resembles the Unfreeze stage of the Lewins model based on a cone of ice. Once the ground has been set for the change, employees are required to encoura ge on their support and services to the organization. Moreover, this gives a space for the change and prepares the final platform. Once the final platform is achieved, a transitional change becomes very handy. Moreover, the final stage resembles with the Refreeze stage of the Lewins model (Wagner III and Hollenbeck 2014). The worldwide reputed John Kotter for its expertise and skills in business change process had addressed the 8-steps change process to define the change process in organizations. Kotters 8-steps model defines the importance of ground preparation for the change to occur. Moreover, the model emphasises on winning the hearts of employees before bringing any change in the organization by properly communicating with employees. Kotters 8 steps model clearly reveals facts that most predominantly resembles the Lewins change stage. First four phases of Kotters model resembles the Lewins unfreezing stage. It support the facts of preparing ground for the change. The next three stages of the kotters model resembles with the change state of the Lewins model. Moreover, the final and the eighth step of Kotts model validate the refreezing stage of Lewins model. It supports the importance of resolidifying of the organization with the proposed change. Nonetheless, it retains the pre-acquired reputation of the organization. Motivation Innovative minds always keep space for a change that is needed for an organization to take a big decision such as a transitional process (Nahavandi et al. 2013). Maslows motivational theory signifies the importance of innovation in an organization and effectively carves way for an organization on how to achieve the required changes (Pinder 2014). According to Maslow, motivating an employee involves five important factors that are the main highlights of the theory itself. Imparting physiological needs with security and safety are the two most important and an integral aspect of any organization, which encourages employee to have motivational thoughts into them (Miner 2015). Physiological needs may contain the announcement of certain rewards such as salaries given for those months that have no work at all. Moreover, during the transition period, there is hardly any job for the existing employees and salary given for those periods is not less than any reward for them for their entire support and services to the organization (Mansor 2013). Moreover, the additional benefits motivate employees for their bright future and compel them in favour of the decision made (Miner 2015). As per Maslows theory, once the physiological needs are achieved, focus is required to shift on the safety of employees. As per the theory, the safe and secu re environment keeps employee motivated until their last day in the organization. Employees faith and love towards its organization make things easier for the organization to make any unwanted decision by the Company. Moreover, employees need love and caring from the organization, they are serving for years. Moreover, providing love and affection to employees keep them motivated throughout the transitional change in the organization (Romle, Talib and Isa 2016). In the final stage, as per the hierarchy, a realization of self-esteem and actualization imparted to the employees hold its own importance. Until and unless an employee is not aware of the fact that the one is worth for the organization, it does not encourage them for the motivation (Miner 2015). It then becomes necessity for an organization to impart the feeling of self-esteem into their employees. Moreover, self-esteem and self-actualization keeps an employee motivated until the end of the transition process (Miner 2015). Change Management As per the case study, the transformational team understand the importance of a proper communication with their employees (McShane and Von Glinow 2015). Moreover, they are prioritizing motivational thoughts in their employee. It is evident that a proper communication is very much required in bringing the transition process and in spite of that the OG Company still went ahead to announce the change in the middle of the year 2015 itself (Rashid, Nordin and Salleh 2014). The sudden announcement has created a sense of fear into the employees and left them with no clues at all. Moreover, it created the sense of redundancy into them initially but the management then realized the mistake and made an improved communication later this year that has sorted things out (Robbins and Judge 2012). As per Lewins model, the unfrozen stage in the OG Company has created the sense of fear into its employees but a proper and continuous communication by the transformational team has bettered the situation (Romle, Talib and Isa 2016). The transformational team forgot to prepare the ground for the proposed change and incautiously went on to announce the decision without having any measure of that. Appreciably, the management had realised the mistake and came up with the solution until the end of the year 2015 (Ahmad, De Brito and Tavasszy 2015). A better communication then made its employees bit aware of the reason for the changes. The management team took different initiatives then to boost the morale of their employees by keeping them motivated as per the Maslows motivational theory. These steps have created the change stage for the OG Company of Malaysia resembling to the Lewins model. As per Lewins Refreezing stage, the OG Company is assuring every possible bit to stop their employees going back again to their past (Saad, Mohamed Udin and Hasnan 2014). Moreover, keeping the past into mind never allows any space for the required change. Transition of the IT hub of the OG Company of Malaysia to Bangalore depends more on its employees. It needs its employee support to the fullest to go through with the process and the management team are doing just accordingly. They have realized their mistake and have improved their communication with its employees. Distribution of salaries for three consecutive non-working months to come is nothing but just specify the rectification that the management team has made to make communication better among employees (Mansor et al. 2013). Motivation To ensure the transitional process with its utmost success, the OG Company brought its focus back on to the Abraham Maslows theory and started fulfilling the need of their employees at different levels (Rui et al. 2016). As per the theory, employees are required to satisfy in their basic physiological needs. Understanding the importance of this in favour the Companys decision, the management team announced about giving salaries for the three months consecutively without demanding any job from them for the same period whatsoever. Assurance is made to employees regarding the payment of salary for the three consecutive non-working months as a reward (Nordin, Vassekaran and Grover 2014). To eliminate the sense of fear out of the employees mind, the OG Company continually focussing on rewarding the individuals for their achievements. Assurance of distributing three months salary for non-working months into the employees of the OG Company is helping in keeping them motivated until the full process of transition. After meeting with the physiological needs, the management team is bringing its focus on the next level of the Maslows theory. This level defines the importance of security and safety provided to the employees within the organization. Environments are keeping employee friendly with their proper physical safety until the process gets end. Moreover, efforts are given to keep employees motivated throughout the entire transition process. Speeches from the Companys expert are helping in motivating employees by the narration of their own experiences through such a circumstances as that of now in the Company (Chudzicka 2013). Regular sessions conducting various social activities such as team buildings, lunch and learn sessions and board games are keeping employees engaged within the Company. Moreover, it is providing the belongings of their relations with the organization throughout the entire transition process (Ahmad and Rezaei 2013). Imparting love and affection to the employees forms the next level of the Maslows theory and the management of the OG Company is very well managing that. Moreover, employees are being encouraged for their support and services to the company, which in return keeping employees motivated. To generate the self-realization towards the change with the sustenance of self-respect are the key highlights of the Companys management team (Bairi, Murali Manohar and Kundu 2013). They are continuously maintaining the self-felicitation process for the irrespective of the ac hievements the employees have garnered. After achieving all these levels, self-respect comes at the next level of the theory. The Company maintains transparency in their approach with all the organizational values displayed to uplift the importance of self-respect to its employees. The last level that comes in the theory is self-actualization. The Company maintains the self-actualization into its employees by continuously arranging training for the employees to nourish employees, which can open up various new options for them outside of the Company. Conclusion Change is an inevitable process that has no stoppages in todays scenario of continuous business change. To stay in the business competition, shuffling with the ever-changing business requirement is of utmost requirement. It sometime involves decisions that are hard to accept for the masses. Riding on the same concept the OG Company of Malaysia realizes the significance of the shifting of the outsource centre into the in source in Bangalore. The sudden announcement of the concept brought havoc in between the employees. Those who were older in the organization and had served the organization for fifteen long years started developing a sense of fear into them. The OG Company should put efforts on making the communication transparent with their employees. All of a sudden, they made the announcement in the middle of the year without making any prior communication within their employees. The OG Company should encourage the feeling for a new job once the shifting takes place. Employees should be given proper training on technical expertise that would be required for a new job. Incepting the knowledge skill is very much required for those who search for a new job. Some motivational speech from the management team is required to impart the significance their presence in the organization. The OG, Malaysia should encourage their employee for a better future ahead by citing examples of their services, which they have produced for the Company. Reference list: Ahmad, W.N.K.W. and Rezaei, J., 2013, June. Influence of external forces on supply chain sustainability goals and decisions in the oil and gas industry. InEngineering, Technology and Innovation (ICE) IEEE International Technology Management Conference, 2013 International Conference on(pp. 1-9). IEEE. Ahmad, W.N.K.W., De Brito, M.P. and Tavasszy, L.A., 2015. THE IMPLICATIONS OF ENERGY TRANSITION ON SUSTAINABLE SUPPLY CHAIN MANAGEMENT PRACTICES IN THE OIL AND GAS INDUSTRY.Journal of Technology Management and Business,2(1). Bairi, J., Murali Manohar, B. and Kundu, G.K., 2013. Knowledge acquisition by outsourced service providers from aging workforce of oil and gas industry: A study.VINE,43(1), pp.39-56. Chanana, P., Soni, T.M. and Bhakne, U., 2016, March. Emerging Technologies and Workflows in Digital Oil Field. InOffshore Technology Conference Asia. Offshore Technology Conference. Chudzicka, J., 2013. Insourcing as a New Trend in Global Business.Foundations of Management,5(2), pp.7-24. Gu, M. and Wang, L., 2015. Assessment of oil and gas geopolitical influence.Journal of Geographical Sciences,25(3), pp.369-384. Kramer, M.W., 2014.Managing uncertainty in organizational communication. Routledge. Langton, N., Robbins, S.P. and Judge, T.A., 2013.Fundamentals of organizational behaviour. Pearson Education Canada. Mansor, N., Ismail, A.H., Alwi, M.A.M. and Anwar, N., 2013. Relationship between Spiritual Leadership and Organizational Commitment in Malaysians' Oil and Gas Industry.Asian Social Science,9(7), p.179. McShane, S.L. and Von Glinow, M.A., 2015. Organizational Behavior 7/e. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Nahavandi, A., Denhardt, R.B., Denhardt, J.V. and Aristigueta, M.P., 2013.Organizational behavior. SAGE Publications. Nordin, S.M., Vassekaran, S. and Grover, G.S., 2014. Intercultural Negotiations: Issues and Challenges in the Oil and Gas Industry from Malaysian Perspective.International Review of Management and Business Research,3(3), p.1385. Oilandgasinsight.com. (2016). Oil and Gas Insight. [online] Available at: https://www.oilandgasinsight.com/ [Accessed 22 Dec. 2016]. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Rashid, R.A., Nordin, S.M. and Salleh, R., 2014. Impact of Safety Communication on Safety Commitment with Leader-Member Exchange Quality as a Moderating Factor: A Conceptual Framework.Global Business and Management Research,6(4), p.277. Robbins, S.P. and Judge, T., 2012.Essentials of organizational behavior. Boston: Pearson. Romle, A.R., Talib, N.F.M. and Isa, N.H.M., 2016. The relationship between motivation and commitment on job performance among employees from students perspective: the case in public university. Rui, Z., Peng, F., Ling, K., Chang, H., Chen, G. and Zhou, X., 2016. Investigation into the performance of oil and gas projects.Journal of Natural Gas Science and Engineering. Saad, S., Mohamed Udin, Z. and Hasnan, N., 2014. Dynamic Supply Chain Capabilities: A Case Study in Oil and Gas Industry.International Journal of Supply Chain Management,3(2). Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge.

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.