Millennial Ecuador Critical Essay On Cultural Transion And Social Dynamics

Millennial Ecuador Critical Essay On Cultural Transion And Social Dynamics-53
It also provides a clear path for understanding our current state and where that value can be strengthened.Assessments such as those offered by the Barrett Values Centre help companies identify values that align with those of their employees, as well as the presence of “limiting” values that provide areas of opportunity.

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Values-based culture is coming into sharp focus for large organizations and small startups alike, particularly when discussions turn to leadership and learning for Millennials. Even the oldest of them have had access to the Internet since they were in high school.

history at 92 million individuals Millennials are the digital natives.

You can find further reading on this in two pieces I previously wrote, “Corporate Values as the Key to Leveraged Business Communications” and “A Match Made in Heaven: Integrating CSR and Training.” Here at Sweet Rush, I spearheaded a project to define our values and culture.

I started in written form, and then gave our team members an open invitation to share their own expressions of Sweet Rush’s values and culture.

While Boomers might have started this movement on some levels and Gen Xers’ experiments began to build the case for it, Millennials will certainly be the driving force in making values-based cultures the norm in successful organizations. I believe Millennials have a gut-level awareness of their influence and the urge to put their shoulders to the wheel.

While many of them are still gaining practical life experience, they’re ready to not only contribute but influence and lead.As HR, communications, and training professionals, you’re in a perfect spot to change this dynamic.For example, in partnership with your CSR department, you can directly impact retention by sharing authentic expressions of your organization’s values, such as CSR-related activities.Yet when Millennials talk about meaning and purpose, they’re challenging larger organizations to find not only the means to be financially successful, but also to discover how they can contribute to society.What these trends suggest is a mass movement of companies doing what we might call “soul searching.” As that soul searching progresses and companies wrestle with their meaning and purpose, including, but more importantly beyond, shareholder value, I believe we’ll see a desire and appreciation for truly unique expressions of each organization’s values and how those values are practiced authentically in the culture.This type of data, collected through a short survey, can offer a starting point for discussion on how to impact culture in a positive way.Identifying and building a set of core values may seem a bit touchy-feely to traditionally conservative organizations.However, most organizations that are practicing their values in meaningful ways still do not do a great job of communicating this to their customers, and less so to their employees.I believe this represents a great opportunity for companies who want to attract, retain, and foster Millennial workers within their organization.They’re ready to interject their values into the organizations they are part of, and help the communities they serve move past merely navel-gazing to put those values to work.As a Gen Xer whose generation moved into leadership roles more reluctantly, I’ve been amazed to see how fully engaged Millennials are.

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