Gen Y: Multigenerational Workforce

The Bamboo Ceiling In 1985, historian David A. Bell claimed that the triumph of Asian Americans was “America’s greatest success story” (Bell). While one might argue Bell is giving the success story of Asian Americans too much credit, no one can deny the advancement of Asian Americans in American society. Despite being exploited and subject to discrimination in the mid-1850s to mid-1950s, Asian Americans have become one of the richest ethnic group in America and have a higher percentage of individuals who have received a college education relative to other races. However, many Asian Americans suffer from the “bamboo ceiling” phenomenon, where Asians are unable to advance to highest level managerial, executive, or social positions.

The ever so sagacious older generations say that technology makes youth dumb and shallow. Bauerlein states, “56 percent of 18-to29-year-olds possessed low knowledge levels” (Source 1). He also claims that the Y generation desires fun and status instead of knowledge. On the contrary, “IQ scores have been rising” and there has been a shift to “agile brains” (Source 2). This disproves his claim that this generation is dumb or vapid.

He is an outcast partially by choice, but partially because he’s so strange. He doesn’t enjoy most of the activities

When comparing countries with one another you would think the U.S would be the winner with every category whether it’s with health or with the economy. When completing the Health Equity Quiz it shows how the United States is far behind than we thought. To our understanding, we believe that the U.S is more superior than other countries, but in reality it lacks in many areas. I scored a 7/10 because some things did not surprise me; everything that I read I’ve already done some research about it. Throughout this quiz it educates you on certain areas, surprises you in others, and shows the injustices for many in this country.

“Teachers report that

The sky is limited to what you can build, and what can happen to you and your family" expressed Sanford I. Weill. With low levels of belief in the value of hard work and high levels of stress among poor respondents in the U.S. as a starting point, it compares optimism about the future across poor respondents of difference races. The poor minorities were much more optimistic about the future than other people. There are high costs to being poor in America, where winners win big losers fall hard. Indeed, the dream, with its focus on individual initiative in a meritocracy, has resulted in far less public support than there is in other countries for safety nets, vocational training, and community support for those with disadvantage or bad

with regards to immigration. Several poll questions suggest that immigrants are unequivocal in their desire to remain in the United States and are enthusiastic about being U.S. citizens. The vast majority of immigrants do prefer U.S. to their homeland when it comes to job opportunities available for themselves and their children, and most think the United States superior in terms of legal justice. Two-thirds of all immigrants also think the chances of being treated fairly under the law are better in the United States; only 15% think the chances are better in their homeland. Poll findings suggest ethnicity is not related to general feeling of welcomeness, but age at the time of immigration is.

Human resources are arguably, the most important aspect of any business, and nobody understands that better than the sports industry. Many companies often overlook the importance of their employees, but the ones that have figured it out like Google, Boston Consulting Group and SAS, who continuously rate among the top for Fortune Magazine 's: 100 best companies to work for, see a positive correlation in company performance because they understand that happy employees equal satisfied customers and lead to more revenue for the company. Unfortunately, the College Football Hall of Fame fell in the majority of companies that don 't stress the importance of human resources. If given a grade for how human resources were handled at The College Football Hall of Fame, it would get a "C." There were components that were well organized, such as the recruiting and payroll strategy, but other areas such as scheduling and performance evaluation that were organized poorly. One of the smart, strategic moves the College Football Hall of Fame made was to target and recruit recent college graduates in the sports related majors, current college students and seasoned hospitality/service industry workers, which gave the company a good mixture of youth and experience.

The goal is to expand their representations beyond a chief nursing officer or vice president of human

Millennials also take the cake in the most racially diverse generation ever seen as well, with nineteen percent of them being Hispanic heritage, fifteen percent being African American and four percent being Asian. It 's gets even more diverse for this new generation, majority of millennials are sick of their baby boomer parents style of suburbia living and are attracted to cities that can fit their quick attention spans. This is a generation that is growing at an alarming rate as well, and to think all this procreation occurred after no wars or depressions. The population is projected to peak in 2036 for this diverse millennial generation, with 81.1 million. The oldest