A Mentors role and responsibility for effective teamwork in a changing knowledge society.
Knowledge Society is a fundamental role in the future development of our way of learning. A knowledge society is one that creates, shares, and uses knowledge for the common good of all involved. Knowledge defined by Collins Dictionary as “facts or experiences known by a person; state of knowing; specific information on a subject (Brookes Ian, 2016) it may be shown that this is indeed of benefit to a Mentor Role whom must be well informed when taking responsibility within a team and society in general.
The origins of the concept of a Knowledge Society can be seen in the work of Daniel Bell, in 1973, his book “The coming of Post- Industrial Society was
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Furthermore, they have a constant quest for updating and expanding their knowledge. Millennials’ use of technology clearly sets them apart. One of the defining characteristics of the millennial generation is their affinity with the digital world. They have grown up with broadband, smartphones, laptops and social media being the norm and expect instant access to information. This is the first generation to enter the workplace with a better grasp of a key business tool than more senior …show more content…
Moodle is a learning platform designed to provide educators, administrators and learners with a single robust, secure and integrated system to create personalised learning environments. You can download the software onto your own web server or ask one of our knowledgeable Moodle Partners to assist you. (Moodle, 2017). If for example due to diverse weather conditions a college had to close its doors for a period of time lectures offer their students the opportunity to access class notes through Moodle, thus utilising the students time in the comfort and safety of their
Stein assists in helping the readers understand that millennials have "just mutated to adapt to their environment"(31) by providing quotes and examples, even of people who may be a part of the older generations. This helps readers acknowledge there has been a change within technology, which millennials have had alongside them their entire lives. Stein points out: "Imagine being used to that technology your whole life and having to sit through algebra"(32). Although millennials seem to be on their phones a great deal, they have not been taught to do otherwise. Millennials did not grow up "trapping their friends in houses to watch their terrible vacation slideshows"(32); they grew up "watching reality-TV shows"(30) and "interacting all day but almost entirely through a screen"(29).
Mark Bauerlein makes it extremely clear that Generation Y, The Millennials, are losing their intelligence and drive to acquire and obtain knowledge. Bauerlein states in the beginning of his book that he is not here to undermine and look down upon this Generation but to share the facts of reality, a reality that the young people of today simple do not care about their education and see social media such as Twitter and Instagram a more important way of spending their free time. This Generation is extremely lucky, never before has so
According to Professor Jeffrey Bosworth, in his editorial “Hunting for Hope in Modern America,” he discusses the “screwed” millennial generation and the potential they have to be successful, despite current existing United States problems. Bosworth explains this from three different perspectives: the current issues in America, the positive attributes of the millennial generation, and what the millennial generation should do to succeed. In Bosworth’s opening proposition he elucidates the “[millennial] generation is screwed”. He expounds the millennial generation is predicted to “do worse than the previous generation”.
The study found Gen Y are tech savvy but not great team player, Gen X are entrepreneurial thinking but rank low on executive presence and boomers are team player and loyal but do not adapt so well (Giang, 2013). 78% of the responders agree member of Gen Y are believed to be the most tech savvy who know how to utilize social media to leverage opportunities. 68% of the responders agree that this young workers are most “enthusiastic” about their job. In contrast, Gen Y scored lowest on being team player, hardworking, and productive part of an organization. More Gen Y were interested in how to get a promotion compared to Gen X or Baby Boomers (Giang, 2013).
Companies will also need to anticipate and assess which new skills and training older employees will require, particularly in the realm of technology where they may feel less comfortable than many of their younger colleagues. The federal workforce is building toward a potential retirement wave in coming years, with more than a third of career federal employees projected to be eligible for collecting their end-of-career benefits by September 2017, compared to just 14 percent at the same time in 2012. The dynamic of this workforce is the wealth of knowledge, skills, abilities, and experience that will be walking out the door never to return. Millennials will make up 50 percent of the U.S. workforce by 2020 and 75 percent of the global workforce by 2030. At issue is how to attract and retain
Knowledge can be compared to a torch, or fire. Fire brings light and can help guide us through darkness. At the same time, fire, when not used wisely or contained, can lead to destruction. Similarly, the human species can use knowledge to further advance us, or we could let it tear us down. This is a common theme in the novels
“The Beat (Up) Generation: Millennials’ Attitudes about Work” is an article written by Abby Ellin and published in Psychology Today. It talks about the generation born between 1982 and 2004, how they react to working around the older generation and why they are hated by the older generation. The millennial generation was born during the rise of technology. They can do a lot of work remotely and not have to work as hard because of all the technology they have access to and the boomer generation doesn’t understand it they equate working hard with time and physical work. The boomers feel that millennials are just lazy and have no respect.
The Millennials desire new experiences, are well informed, and etc. Joel Stein, recognizes
This generation no longer have to keep remembering every single material they are learning. Or have to go back to the library and spend hours to find the book they used for an assignment. As Kosil and Marcel say, “We are gradually changing from a nation of callused hands to a nation of agile brains … Insofar as new information technology exercises our minds and provides more information, it has to be improving thinking ability” (Source B). This shows people have technology right between their finger tips which enables them to think beyond just the facts. It is no longer only sticking to the facts.
Compared to the technology we possessed before 1980, technology today is significantly more advanced in many ways, enabling communication and learning to continue to grow. The use of technology has increased dramatically in our everyday life, but it seems to be negatively affecting the way Millennials think and process information. Mark Bauerlein, an English professor and researcher, declares that all of those under 30 years of age, also known as the Millennials, constitute the dumbest generation of modern history. Neglecting beneficial opportunities that have been handed to them and instead using them for non-educational purposes as well as solely depending on technology to obtain information are main reasons as to why the generation we live in now holds the title of the dumbest generation. Students today have countless privileges and opportunities compared to those of prior generations.
In her essay “In defence of the iGeneration,” Renee Wilson argues that today’s technology has benefitted not only the students, but also the generation as a whole. The advancement in technology allows for change, innovation and creativity that result in one of the best generations yet. Although Wilson generalizes today’s iGeneration, she succeeds in providing a compelling argument. Much of her argument is supported by scientific evidence and personal experiences that demonstrate the ability of the iGeneration to accept change and provide self-actualization. Wilson’s use of generalizations reveals a degree of disconnect between the current iGeneration and previous generations.
Technology has been expeditiously changing over previous generations. Those born between 1946 - 1964 are classified as Baby Boomers, and from 1995 - 2012 are catergorised as Generation Z. Over the years, youths become more connected to their mobile phones and given up and lost real connections and relationships? The behaviour standards and the influence from Baby Boomers has significantly altered towards the youths over the past decades. Generation Z has an overall population of 82 million worldwide, with the oldest turning 23 and the youngest turning 6 (Robinson, 2018). As part of the research, Shane Lynch was interviewed from the Generation Baby Boomers.
A millennial is the title of anyone who is born after 1984. The author, Simon Sinek, is not a millennial, but does express his opinion in his informal lecture, “Millennials in the Workplace.” Sinek argues that all of the millennial’s issues stem from bad parenting, technology, impatience, and the environment and their long lasting effect the workplace. The only way to resolve the problem is to have corporate environments take responsibility and train the new employees to their standards. It is reasonable to agree with a majority of Sinek’s argument, but a corporation does not need to overcompensate; it is best to give millennials a push in the right direction and let them experience the world with the proper tools and skills necessary.
Implementing training programs where all generations can learn about each other’s differences can help employees understand how and why each generation works. Workshops in which multigenerational workforces can share work experience and mentor each other can assist in creating a sense of community and a supportive environment where employees can be open and share their ideas an collaborate with each other in order to better their organization. Millennials are perceived as being disloyal and quick to search for new employment when they unhappy in their work environments, but due to starting their careers during times of recession, Millennials try to maintain their roles in the workplace to remain financially stable. The main reason for turnover among Millennials is a result of exclusion, slow growth within the workplace, and limited development opportunities. Finding gratification and meaning to their work is important to Millennials so that they can excel and be productive in the workplace that is supportive of their work.
Some people argue that Millennials are entitled, self-centred, and uninterested in anything other than their own Facebook and Twitter page. This generation has been known to have high self-esteem, assertiveness, self-importance, narcissism, and high expectations. Having a higher self-esteem comes with many positive outcomes and benefits. People high in self-esteem claim to be more likable, attractive and make better impressions on others in a working environment than other people with low self-esteem. Millennials with greater self-importance are the ones who help others and care about large social