scholarly journals Work and Life Balance of the Change Generation: Results of The V St Petersburg International Youth Labour Forum

2021 ◽  
Vol 27 (2) ◽  
pp. 183-191
Author(s):  
Olga Nikiforova
Keyword(s):  
Young People ◽  
Business Education ◽  
Scientific Conference ◽  
Government Officials ◽  
Life Balance ◽  
Saint Petersburg ◽  
Generation Z ◽  
Career Strategies ◽  
Work And Life ◽  
Youth Labour

On the 21st of April 2021 in Saint Petersburg there was an anniversary International Youth Labour Forum, which once again united young people, representatives of business, education and government officials to discuss the situation on the labour market and offer solutions for the career development of Generation Z. At the scientific Conference “Life and Labor balance of Generation Z” held within the framework of the Forum, the main values of modern youth and their career strategies were discussed.

scholarly journals Generation Z and Organizational Listening on Social Media

2020 ◽  
Vol 8 (2) ◽  
pp. 185-196 ◽  
Author(s):  
Hanna Reinikainen ◽  
Jaana T. Kari ◽  
Vilma Luoma-aho
Keyword(s):  
Social Media ◽  
Young People ◽  
Political Institutions ◽  
Online Survey ◽  
Global Climate ◽  
Public Authorities ◽  
Generation Z ◽  
Non Governmental Organizations ◽  
Age Cohort ◽  
The Uk

Young people are avid users of social media and have appeared as a powerful force for social change, as shown by the ranks of those who have joined Greta Thunberg in the global climate movement. In addition to challenging political institutions and governments, young people today are also holding the corporate world accountable. To respond to young people’s expectations, brands, and organizations have turned to social media to interact and build relationships with them. However, critics have lamented that these attempts often fail and that young people’s trust in institutions, brands, and organizations continues to decline. This article asks how young people perceive organizational listening on social media and whether their perceptions are related to their trust in the information shared by brands and other organizations on social media. Data for the study were gathered through an online survey in Finland and the UK. The respondents (N = 1,534), aged 15–24, represent the age cohort known as Generation Z. The results show that organizational listening is connected to higher levels of perceived benefits from social media as well as higher levels of trust in the information that brands, public authorities, and non-governmental organizations share on social media. The results highlight the role of competent listening on social media, bolstering the previous literature connecting both organizational listening and trust with higher levels of participation and engagement online.

scholarly journals Dimension of Work Life Balance in Software Companies

2017 ◽  
Vol 5 (2) ◽  
Author(s):  
Deivasigamani J. ◽  
Dr. Shankar
Keyword(s):  
Work Life ◽  
Work Life Balance ◽  
Social Changes ◽  
Life Balance ◽  
Software Companies ◽  
The Media ◽  
Convenience Sampling ◽  
Work Family ◽  
Significant Attention ◽  
Work And Life

Work-Life balance is a concept with several connotations and varied consequences within and among different stakeholders. Over the past two decades the issue work-family and work-life balance have received significant attention from employers, workers, politicians, academics and the media. Concerns about work-life balance have become salient for number of reasons. Demographic and social changes have resulted in more women entering the workforce, working mothers becoming the norm rather than the exception. In this view, the researcher has done a study to understand the employees work life balance with reference to software companies in Chennai.This study was conducted based on the objectives to know the work life balance of the employees in the software companies. There were 110 sample of respondents were chosen based on convenience sampling. Questionnaire was administered to collect the responses which have been formulated in such a way to meet the objectives of the study.The results of the study brought out various interesting findings. However, this study also had thrown few suggestions for managing the work and life in software companies.

scholarly journals Interconnected communities

2020 ◽  
Vol 16 (2) ◽  
Author(s):  
Atanas Tomovski ◽  
Josh Finegan ◽  
Simran Rughani
Keyword(s):  
Social Capital ◽  
Social Networks ◽  
Young People ◽  
Work Life ◽  
Support Networks ◽  
Environmental Benefits ◽  
Work Life Balance ◽  
Life Balance

Younger cohorts want changes in the environments they live in. They want to live in interconnected environments that provide fluidity between work, home and recreational spaces. Interconnected environments are conducive to young people building connections and social networks, creating interconnected communities. These interconnected communities provide flexibility in work–life balance, improve accessibility to amenities, build latent support networks and social capital, and provide environmental benefits that are congruent with compact living.

Voices from the Street: What Homeless Youth Think We Need to Know

2021 ◽  
pp. 193672442110425
Author(s):  
Marilyn Dyck ◽  
Jill Leslie Rosenbaum ◽  
Kaitlin O’Grady
Keyword(s):  
Young People ◽  
Homeless Youth ◽  
Program Effectiveness ◽  
Program Improvement ◽  
Marginalized Youth ◽  
Policy Changes ◽  
Government Officials ◽  
Social Scientists ◽  
Street Life ◽  
Program Staff

While social scientists have attempted to become informed about the needs and realities of marginalized youth, rarely do they include their voices in these discussions. Yet, research suggests that listening to young people results in the development of more successful programming. The authors examined 30 years of youth writing to understand what program participants think they need. Focusing on youth experiencing homelessness narratives regarding “leaving the street,” the article identifies three themes to guide government officials and program staff in program improvement: (1) the process of becoming ready to leave street life, (2) the factors that cause setbacks to occur, and (3) the recognition of young people’s need for independence and concerns that impact program effectiveness. Finally, using their words, we present suggestions for policy changes perceived to be most beneficial.

Ubiquitous Learning for New Generation Learners' Expectations

2020 ◽  
pp. 176-200 ◽  
Author(s):  
Tarık Kişla ◽  
Bahar Karaoğlan
Keyword(s):  
Young People ◽  
Digital Technology ◽  
Environmental Influence ◽  
Smart Devices ◽  
Ubiquitous Learning ◽  
Time Duration ◽  
Generation Z ◽  
The World ◽  
New Generation ◽  
Information And Technology

It cannot be denied that environmental influence has a great effect on the characteristics of individuals: reason why people can be profiled with their generation. Generation is a collection of lifespans which fall into a time duration when major changes have occurred. The last decades are labeled as information and technology era where the world is witnessing great changes in lifestyles that go in parallel with the speed of evolving digital technology. Young people born after 2000 are categorized as “Generation Z,” who are born into a world of IT technology and are independent, social individuals competent in using technology and mostly interested in technology-driven/enabled events and devices. Due to this fact, portable/wearable smart devices may be used to offer new opportunities for delivering education tailored according to situational needs and preferences of these people. In this chapter, after touching distinctive characteristics of the generations, concepts regarding ubiquitous learning and how it aligns with the aspirations and values of Generation Z are highlighted.

Global Diversity Management Programs and Strategies at CEVA Logistics

2012 ◽  
pp. 306-321 ◽  
Author(s):  
Hale Öner ◽  
Esra Kaya ◽  
Olca Surgevil ◽  
Mustafa Ozbilgin
Keyword(s):  
Human Capital ◽  
Continuous Improvement ◽  
Diversity Management ◽  
Mentoring Programs ◽  
Life Balance ◽  
Global Diversity ◽  
Diversity And Inclusion ◽  
Participation Of Women ◽  
Employees With Disabilities ◽  
Work And Life

The main Diversity and Inclusion activities of CEVA aim at increasing the participation of women at higher echelons of the management cadre, retaining diverse talent, and increasing the number of employees with disabilities. The diversity and integration understanding is the commitment to continuous improvement in every sub-region retaining the talented human capital with a focus on work and life balance initiatives and development by mentoring programs, network groups on the intranet, e-teams, and communities on gender and disability. Although diversity is integrated at CEVA at both the regional and global levels, the main motto in implementing the Diversity and Inclusion activities is “Think global, act local.”

scholarly journals Work-Life Balance in Great Companies and Pending Issues for Engaging New Generations at Work

2019 ◽  
Vol 16 (24) ◽  
pp. 5122 ◽  
Author(s):  
M. Isabel Sánchez-Hernández ◽  
Óscar Rodrigo González-López ◽  
María Buenadicha-Mateos ◽  
Juan Luis Tato-Jiménez
Keyword(s):  
Labor Relations ◽  
Work Life ◽  
Work Life Balance ◽  
Job Seekers ◽  
Life Balance ◽  
Generation Z ◽  
Corporate Websites ◽  
On Line ◽  
Healthy Work ◽  
Low Levels

The changing nature of employment and work causes new demands in society, such as work-life balance, that has emerged in labor relations as an important aspect of a healthy work environment. In this context, Best Companies to Work for are a reference in caring for their staff, and it is well known that new generations—that frequently use the Internet to be informed—are making their decisions as job seekers by checking and comparing corporate websites. In order to learn from the best companies, but also to discover what could be improved by identifying the gaps, this study observes the current work-life balance practices in the last Best Companies to Work for awarded by Fortune. The main contribution of this work is the development of a weighted index for benchmarking purposes considering the preferences of new generations at work. The study demonstrates that the best companies still report low levels of work-life balance information. The main implication drawn from the study, due the requirements of new generations at work and the rapidly emerging field of e-recruiting, is the need for human resource departments to fit work and personal life in a fluid way, while maintaining a healthy balance. It is also recommended for companies to improve their disclosure of work-life practices on line for attracting talent from Millennials and Generation Z.

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