(08-31-2017 01:47 PM)The Cutter of Bish Wrote: (08-30-2017 11:31 PM)JRsec Wrote: I would agree with you on your profile for Millennials and Globals with one exception. They aren't logical.
I think this description is divisive for exactly what you say. I was deliberate in putting it next to skeptical. There is a distrust or distaste for what is unseen, a lack of faith, or an expectation with structure and authority. Prone to irreverence if leadership or institutions fail them if charged with a function. An expectation that process is followed.
Like, I look at these generations from the lens of job satisfaction and the havoc they cause organizations when they are more likely to leave if unsatisfied. That there is more to a job than money; an understanding of the budgeting of time with respect to commitment to a function. Millennials and Globals can be perceived as irrational, selfish, and entitled...that whole "love it or leave it" thing; these guys will leave it. They don't give a crap about that "but, what happens when..." virtually every other generation would defer. Very tied to a simple, explainable "if-then" cause and effect kind of thinking. Not necessarily flushed out, but more direct and distinguishable than the over-thought perpetuated by previous generations.
And system analysis when the structure fails, followed by trouble shooting a system you understand, should yield an ability to problem solve. But they don't. They quit. My suspicion, and that of my wife who works with them in a clinical situation, is that they mimic well, but don't understand systems at all, therefore they fake their understanding and rather than deal with having to admit they don't understand a system they stay until confronted by their limitations and then quit. They then lay the blame on others so they don't have to admit their lack of understanding and so that they have a non fail narrative to take with them to the next job.
It's extremely disruptive to the flow of business, but they are covered by a corporate world that is interested in their paper pedigree rather than in their ability to perform. Online job applications are not threatening to them but interviews sure are.
Therefore they may fly through three or four jobs before the resume' begins to beg the question of why their tenure with any company doesn't exceed two years.
But, being tech savvy, and they are, they hide in the technology rather than confront their deficits.
The ones I had to manage before my retirement excelled at spending hours in busy work with aps and programs. But their ability to hear what a client was needing and relate it to their responsibilities with regard to customer service was a major disconnect. To them if it was fixed in the screen it was fixed, whether the customer received service or not. I finally determined that it was because they didn't understand how the business functioned from the production of the product, to the delivery of the product, and therefore they didn't comprehend how their oversight fit into the process other than data entry. I would say that this was our fault if we had not walked them through every step and aspect of the enterprise as part of their training. Their little eyes shined and their heads nodded during the training, but nothing stuck, because they didn't see what we were explaining as their defined function.
In short they simply could not deal with the public, nor did they want to make the follow up calls to other personnel to track down at what point the delivery broke down. And those that did follow up, didn't know how to ask non threatening questions in order to find the locus of the problem without making everyone in the process hyper defensive.
This is why I say they lack social skills, and lack them in ways that in my 40 plus years of work life that I had never before witnessed. They have a firm grasp of data points, but have no people sense or common sense when dealing with a problem.
Obviously I couldn't discriminate by age when I hired, but the interview was majorly important to me, much more than the resume's were.
The other problem I had with them was basic morality. They would rather lie than admit an error, and they didn't understand accuracy in cash dealings. They didn't steal per se, but they didn't see the need in being exact. And there was another disconnect with time off. They seemed to think that notifying you after their absence was sufficient. I once hired a young woman to a management position and she was absent from our first staff meeting where she was to give an introductory talk about her life and her goals. When I called her after the meeting was concluded she told me that she had gone to the beach with her husband to celebrate her new job and wanted me to chalk up the absence as a day off.
Now certainly not all of these anecdotes are reflective of the generation as a whole, but I can attest that the illustrations were a common theme among the majority of them that I had interactions with. And when conversing on this topic with other employers the same themes kept recurring. And mind you we are talking about college graduates, not typical wage and hour hires.
So again, to me, these kinds of mal-adaptive patterns of behavior are why I call it anything but logical. But again you are dead on in that they hold an interest when the social content value is the highest for sports, but do so because it is a topic current to facebook. I submit they don't attend because they are majorly uncomfortable with large social gatherings, perhaps a phobia enhanced by our terrorist conscious times, as well as it being a cost/ benefit decision.
BTW: They have become my phobia. My wife and I fear the day that either or both of us should ever need assisted living. And the reason we fear it is that we can't comprehend being under the oversight of this generation. I joke that my assisted living plan will be to buy a boat, fill it with every provision I love, set out to the gulf stream and fish until the fish eat me. At least I'll die happy, and nature will have had reciprocity.
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ESPN Football Analyst Walks Away, Disturbed by Brain Trauma on Field
