I call this.....Markgen y'ers.....
I do not wish this thread to get back on topic!
Foran to sign with Eels - announcement imminent
- Thread starter Ryan
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I do not wish this thread to get back on topic!
Probably BUT the point is that sort of thing didn't happen very much.
By the way I'm not angry at $CE taking more money, but the way the whole thing was done is what ****s me.
Who could blame him getting 5 Million and maybe another 3 in 3rd party deals compared to Manly' s 3 years at 2.4 Million, no one.
BUT, the way it was all done is just not the way I was brought up with.
Times have changed , but I haven't!!
Totally agree Mark the whole soap opera just cuts too deep to me , and yeah the money in the deals where far apart so cant blame him
Foran got dragged into the politics of the club last year when Gift got shifted, his mate Choc then leaves in a bad way, then the CEO he was negotiating his future with gets shafted. Now his halves partner walks. I can understand why he might want to be somewhere else that "appears" to be a little more settled.
I hope he stays for the fans sake. He knows the place, he is still young, he is well liked and respected, and the dithering will soon be forgotten. It is seriously hard enough to watch Gift and Choc running around in other colours, then add Diva-CE and Foz next year, too much!
Add to that players will want to come to the club with people like him here.
I hope he stays for the fans sake. He knows the place, he is still young, he is well liked and respected, and the dithering will soon be forgotten. It is seriously hard enough to watch Gift and Choc running around in other colours, then add Diva-CE and Foz next year, too much!
Add to that players will want to come to the club with people like him here.
Sideline Eye
Reserve Grader
I've mentioned this a couple of times, Engey would be a great coupe and more than likely to leave the Titans now that DCE is going there. If Foz does stay Engey and Foz an even better combination and will learn a great deal from Joey, Tooves and Foz.
Ryan
Journey Man
Sorry what year did Bob Fulton move to the Roosters again?
Gen Y bashing makes people sound moronic, just a heads up.
There has been vast studies and thesis done on it, by doctors, statiticians & other prominent educational leaders throughout the world. Example:-
Multigenerational Characteristics
Managing across generations and understanding how to communicate considering the generation characteristics of Boomers, Gen X-ers and Millennials (Gen Y-ers), will give your business a competitive advantage.
Hiring the right people and helping all employees manage the generation gap will reduce internal conflict as well as enhance employee motivation and productivity throughout your organization including:
- Operations
- Customer service
- Sales & Marketing
- Research & Development
Within this best practices article we will explore the generation characteristics of what motivates Boomers, Gen X-ers and Millennials (Gen Y-ers), and how managing across generations will help you to communicate with each generation more effectively by exploring their:
- Employment Expectations
- Work Ethic / Loyalty
Baby Boomers: Born between 1946-1964.
Teen-age Baby Boomers were individualistic and idealistic – very much like Millennial teens and young adults. They felt they could change the world and... they did.
As young adults Boomers took their values to work. They wanted meaningful work and embraced socially and environmentally conscious companies. Again, like Millennials they were driven more by their values than by money. Yet, by the time mid-generation Boomers started to have families, unemployment had risen to 10%. With mounting responsibility and fewer job options they became more individualistic and less idealistic – and became motivated by money, perks and prestige.
Today they are well-established in their careers and hold positions of authority. They are a large majority of today’s law firm leaders, corporate executives, and senior managers. They relish long work weeks and define themselves by the accomplisments and prestige of the company they work for as much as their own professional accomplishments.
Employment Expectations
Baby Boomers believe in working your way up the ladder – whether you have a degree or not – experience is more valuable. As such they recognize hierarchy, paying your dues and that money and perks are the reward for hard work, long hours and commitment.
They are most familiar with annual reviews but are learning to embrace midyear and quarterly reviews as the pace of their work environment increases.
They value face time in the office and many Boomers will not welcome work flexibility or other work/life balance trends.
Work Ethic / Loyalty
Very motivated to do a great job and will be hardworking from morning to night. Baby Boomers have the mind set of "organize life around work and work around life" and "work your way to the top." Because they are defined by their work, (and by a recent economic downturn), they are working longer and retiring later.
Baby Boomers are loyal to the companies they work for. They want to trust their employers and will not move companies as quickly as either X-ers or Millennials.
As Boomers approach retirement and feel financially stable many re-embrace their early values of work/life balance and being socially and environmentally conscious. That said, the possession of items that demonstrate success and prestige remains important.
Complement Boomers to get their best work.
Generation X. Born between 1965 - 1977
Generation X-ers are a cross between the hierarchy embracing Boomers and the team driven Millennials – especially when looking at Gen X-ers born at either end of their era.
Gen X-ers have grown up with corporate downsizing, massive layoffs, governmental scandal, and come from two income and / or divorced families. With their parents often dedicating their lives to work, Gen X children were often left to accomplish tasks alone or with their siblings, therefore, they became independent, self reliant individuals.
They are much more comfortable with technology, diversity and global awareness than any previous generation. X-ers are the first generation to grow up with cd’s, remote controls and computers. Their circle of friends likely includes people from other cultures and they are one of the first generations to benefit from easier world travel and access to world-wide current events.
Gen X-ers place a premium on family time, are ambitious and hardworking and still value work/life balance.
Employment Expectations
After witnessing the burnout and / or layoff of their hardworking parents, X-ers entered the workplace as independent, resourceful and self-sufficient people who value freedom and responsibility. If they are put into a box they will start looking for a way to get out.
They are used to being leading edge – especially with technology (consider their familiarity with technology vs. their parents). Gen X-ers want to use their entrepreneurial spirit.
Generation X-ers are ambitious and eager to learn new skills. Provide meaningful work and link what you do to improving humankind. They want frequent training that relates not just to the job, but to their careers. They look for technology based instruction which includes multi-media and interactive, computer- based training.
Work Ethic / Loyalty
They seek fun and meaningful work. They value the freedom to set their own hours. Flexible work schedules and work-from-home options (as long as billable quotas are met), may help to retain and motivate this generation.
A hands-off attitude often works best when supervising, mentoring or working with this generation. Coach, don't lecture them. Gen X-ers value freedom and autonomy to achieve desired goals and often prefer to work alone rather than in teams.
They dislike “meetings about meetings” and don’t want or need face time.
Don't expect blind loyalty. Gen X-ers are supreme skeptics and cynics and value authenticity. They expect change. Gen X-ers thrive on diversity, challenge, responsibility and creative input. If their current firm does not provide them with these opportunities, they will not think twice to move elsewhere.
Make feedback regular and specific. Annual performance appraisals are too late - they need frequent, rapid, specific feedback.
Millennial (Generation Y). Born between 1978-1987.
Millennials have the reputation of being the toughest generation to manage. They grew up in a culturally diverse school and play environment, are tech-savvy, enthusiastic, self-centered, confident, well networked and achievement-oriented. Millennials are one of the best educated generations in history.
Like Gen X-ers, many Millennials were raised in two-income families with their parents often away from home. Despite this Millennials tend to have stronger relationships with their parents. Thanks to mobile technology their “helicopter parents” were rarely out of reach. Their parents focused on filling every moment of their Millennial children's lives – introducing them to an unprecedented volume of well structured and well supervised education and activities. Their busy schedules and expanded educational opportunities is where their confidence and need for variety and challenge comes from.
Millennials have been told by their parents that they can do anything. They are often called the "Everybody Gets a Trophy" generation because their parents' insisted that their childhood experiences be positive and that no one felt left out. Coming in first at school and at play wasn’t the goal – they were regularly praised and rewarded for their ‘best efforts’. Their helicopter parents brought them up teaching them that everyone has a valid opinion and deserves to be taken seriously… at least heard.
Ryan
Journey Man
Employment Expectations
Millennials do not expect to “pay their dues.” They expect their opinionsto be heard and considered and are not usually shy. Millennials want to know that what they are doing is valuable to the company and/or environment… as well as valuable to them and their career.
They have a strong desire for rewarding opportunities – for them and their company.
They are driven less by money and more by accomplishment. Millennials want to express their creativity and be able to complete tasks on their own - using their own methods. They will be quick to go online and search the www as well as ask their own network of friends / associates for information and stimulation. They are learning-oriented and if they’re doing something wrong they want to know about it now so they can move on.
Millennials were brought up working in teams with shared rewards – and they want to be coached / mentored. They want to know they have access to an open door to ask questions, and this usually means they will ask many questions.
Millennial parents and teachers gave Millennials lots of praise as well as second, third and even fourth chances. So as adults they need the same from their employer. They want to be told often they are on the right track and doing a great job.
Work Ethic / Loyalty
Clearly define your expectations. Millennials need detailed instruction about what you want – but let them determine how to get there. Make the work relevant to them and important to them and the company. If you engage them they will work hard.
Millennials are accustomed to new ideas and situations, a constant opportunity to learn (or more accurately find out).
Millennials will be loyal to a company – but will not provide blind loyalty. As long as their personal interest and career needs are being met (which change frequently) – and the company is socially responsible, the Millennial will be loyal. But they are not concerned about job-hopping. They will quit now and find that job later - and if that doesn’t work out they can always count on their helicopter parents for support.
Praise Millennials often – daily even… and for sure… coach them.
The Future...
What shall we expect from Generation Z: Born between the mid-1990s and the late 2000s?
So far relatively little is firmly established about the character and motivators of Generation Z-ers, but as children of X-ers who have grown up in the shadows of 9-11 and the war on Iraq, as well as access to information through the internet, cell phones, iPod's, YouTube and facebook pages they will likely be even more ambitious and more 'worldly' than any other new generation.
Other Interesting BMC Articles: Multigenerational communication and how you can easily support your corporate and personal brand are discussed in Effective Business Email Writing and 5 Email Etiquette Habits.
Millennials do not expect to “pay their dues.” They expect their opinionsto be heard and considered and are not usually shy. Millennials want to know that what they are doing is valuable to the company and/or environment… as well as valuable to them and their career.
They have a strong desire for rewarding opportunities – for them and their company.
They are driven less by money and more by accomplishment. Millennials want to express their creativity and be able to complete tasks on their own - using their own methods. They will be quick to go online and search the www as well as ask their own network of friends / associates for information and stimulation. They are learning-oriented and if they’re doing something wrong they want to know about it now so they can move on.
Millennials were brought up working in teams with shared rewards – and they want to be coached / mentored. They want to know they have access to an open door to ask questions, and this usually means they will ask many questions.
Millennial parents and teachers gave Millennials lots of praise as well as second, third and even fourth chances. So as adults they need the same from their employer. They want to be told often they are on the right track and doing a great job.
Work Ethic / Loyalty
Clearly define your expectations. Millennials need detailed instruction about what you want – but let them determine how to get there. Make the work relevant to them and important to them and the company. If you engage them they will work hard.
Millennials are accustomed to new ideas and situations, a constant opportunity to learn (or more accurately find out).
Millennials will be loyal to a company – but will not provide blind loyalty. As long as their personal interest and career needs are being met (which change frequently) – and the company is socially responsible, the Millennial will be loyal. But they are not concerned about job-hopping. They will quit now and find that job later - and if that doesn’t work out they can always count on their helicopter parents for support.
Praise Millennials often – daily even… and for sure… coach them.
The Future...
What shall we expect from Generation Z: Born between the mid-1990s and the late 2000s?
So far relatively little is firmly established about the character and motivators of Generation Z-ers, but as children of X-ers who have grown up in the shadows of 9-11 and the war on Iraq, as well as access to information through the internet, cell phones, iPod's, YouTube and facebook pages they will likely be even more ambitious and more 'worldly' than any other new generation.
Other Interesting BMC Articles: Multigenerational communication and how you can easily support your corporate and personal brand are discussed in Effective Business Email Writing and 5 Email Etiquette Habits.
ppppft baby boomers developed some of the harshest and most damaging chemicals known to man and then poo poo the idea that their "efforts" hurt the global environment.
Thehill
Reserve Grader
I don't understand how stereotyping a generation based on the year they were born as any less offensive than generalising according to race or religion. i.e saying anyone born in a time certain period is disloyal is exactly the same as saying all aborigines are X and all Muslims are Y is it not?
Too many Geminis not enough Leo's.
Ryan that is less a study and more of an excerpt of the "How to simplify management" handbook. No sources to where the information is gathered from and wild generalisations across the board. If the person who wrote that is a doctor, I'd be very surprised/worried. I don't want to argue as its a Sunday and I'm about to head off to a 12 hour shift (Pretty strange for a lazy Millennial I know!) but you don't have to be an Einstein to realise everyone is different and these generalising managers kits don't work.
cherry_poppins
Bencher
cherry_poppins
Bencher
Gen baby boomers and xers will tell you rightfully the news paper is full of half truths and outright lies unless it serves their interest
They made gen y what it is and assume no responsibility
You talk about loyalty not existing but look at the fans, i will never ever follow another team
You create a monster then berate it for being a monster, you destroy the world and the garbage chemicals you were so proud of are for the most part carcinogenic
It's left for gen y and ipod to fix the mess you've made
Up yours old farts
god that felt good
lurker
Beaver lover
Fark off don't type cast a generation. There are plenty of baby boomers that are lazy ****s with no initiative or intelligence. It's all down to the individual. Upbringing plays a massive part but don't bring that **** on here.
master blaster
Bencher
maybe skivvy was trying to convince him to stay the other night in the dressing sheds
lurker
Beaver lover
I find that offensive in the extreme. It's a load of **** too. I'm 26 my parents are both school teachers and those birth year ranges are way off. The everybody gets a trophy **** didn't start till the early-mid 2000's. All through my schooling if you lost you lost. It's the way it should be. There is an in between generation now in their 20's who look at this current parenting as utter ****. Because we've all just come through the real world only to find theres a lazy **** in their 40's occupying a job and doing **** all because they're seen to have experience. Initiative, intelligence and drive are only rewarded in a small number of organisations. What irritates me is people that value experience above other qualities. Just because you've been around a long time doesn't mean you're any good.
The baby boomer generation and earlier is responsible for the most dangerous phrase in any organisation "that's how it's always been done"
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| Team | P | W | L | PD | Pts |
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7 | 6 | 1 | 54 | 14 |
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6 | 5 | 1 | 59 | 12 |
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6 | 4 | 2 | 53 | 10 |
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6 | 4 | 2 | 30 | 10 |
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7 | 4 | 2 | 25 | 9 |
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8 | 4 | 4 | 73 | 8 |
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7 | 4 | 3 | 40 | 8 |
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7 | 4 | 3 | 24 | 8 |
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7 | 3 | 4 | 17 | 8 |
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7 | 4 | 3 | -8 | 8 |
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8 | 4 | 4 | -60 | 8 |
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8 | 3 | 4 | 17 | 7 |
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6 | 2 | 4 | -31 | 6 |
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7 | 3 | 4 | -41 | 6 |
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7 | 2 | 5 | -29 | 4 |
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7 | 1 | 6 | -87 | 4 |
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7 | 1 | 6 | -136 | 4 |
