rest of it, go ahead. the bottom it says in is ripples will be set to announce $200000000.00 of new, but it's the a to, to keep the funds i said to be, to have become available off of the 6000000000 dollar plus accounting mistake. and mentioned by the pentagon in june, it goes on the hills of a recent saying and public opinion bowl that revealed the majority of americans do not support provide any frame with additional minute equipment. the survey revealed that 55 percent of americans are opposed to congress, both rising additional funding for the for any movie above or kind of were more likely to hold that position than democrats also of majority. 51 percent of the washington has already done enough. so this is keith, that's up from the 8 percent since february of last year. what else? how they feel that the buttons have been, you know, the conflicts, 53 percent said they disapprove manual on his own price is on with it's

a restful and high well, the end of august of cuba government, the amount tools, any previous supplies to american allies in the history from january they'll see it to may of this year, the u. s. provided will the $46000000000.00 worth of menifee assistance. the crane vice included $23.00 and a half $1000000.00 in weapons. i'm equipment process, but i comprises more than 60 percent of total us assistance for the country that i this package estimated at $1300000.00 would include dependency, drones and ad defense systems that we spoke to radio, some physical coolant data, steve bill, he says, that in the polls like this may pump the american politicians to question the seemingly limited support of keys. i think the numbers are pretty amazing, considering the one sided story the media has been seeking americans. i think it's, it's uh illustrative that, that many are having doubts when they haven't really been given the truth of what's actually been done on the life of accountability of the money. we've set the

defense contractors, the military defense, industrial complex. the politicians hands are deep in their pockets, and after the afghanistan war came to an end, the military needed a new war, so more bombs, more missiles, more airplanes, as exit with these polls, maybe you're going to see members of congress and the senate start as the tougher questions about how many. busy or billions, we're going to deliver to the lens. a lot of propaganda has been said to the american people that this is somehow a critical, vital issue for the american government for the, for the european government. when it's becoming increasingly clear that this was award. it could've been a void is and should've been avoided as ukraine continues to fail to show victory on the battlefield of the stomach for a lot of politicians and congress and the senate to continue to fund this more is gonna, is gonna start to dissolve all that on some of this news our from everybody here most. so thanks for watching, we'll be back at the top of the out. the

generation z also known as j. n. z refers to individuals born between the midnight tonight is in the mid 2010. as the youngest generation in the workforce, gen z is quickly becoming an important demographic for employers to understand and engage with as 24 percent of the global workforce is made up of this age group on sky. now we use it on this edition of 360 view. we're going to look at the various characteristics of the latest generation now entering the workforce and how businesses are having to adjust all in order to attract and retain generation z workers. let's get started. the

12 percent of employers reported at firing a agenda, the employee all within their 1st week of working. now communication is the most important tool we have in the workplace. international course bought. it works on us. a lot of breaks down how people are getting lost and generational translation roxanna. well, scotty, teens or australia has come up with that jen z dictionary to help me daniels understand what their younger culture parts are trying to say in my so i'm even larger and generational divide. the neighbor, seen the research shows 62 percent of people ages 18 to 25, feel they speak. i completely different language compared to older people that they are meeting the dictionary allies, new phrases, and even the new types of relationships in the races the has made up one be not see

for a student sick. and i have a difficult time even saying it, which is describe as a romantic, don't sure, that hover somewhere between a steady relationship and an affair, or friendship and remains on defined throughout many of the destinations of relationships where describe as noncommittal or hook up cultures seems to be more widely accepted, generation z seems to be as coined conscious generation a some all familiar terms are about saving money, afford dating. i'm frugal, flirting refers to affordable dates, such as going for walks or a coffee, even the coffee cost money. some other news we're keeping facing where the date makes itself out to be better than they were online. not necessarily looks butting jobs and lifestyle. another is beach flex where someone is incompatible because they seem boring or basic. many of the terms focus on sexual preferences and gender

ideology, so it's a strengths we're non binary, kind of sexual polyamory ethnic. oh, not my one. not gonna be many of the terms have to do with wanting to be environmentally friendly. so in generation z values, climate change as a high priority echo dumping refreshed to dumping someone who thinks climate change is fake. a green dating is when you specifically date someone who stares your values about the environment. this dictionary shows the values you have as you grow older, step into the language you use. this could help you understand then the reasons the better. that is if you want to. so then the reasons the believes they do not understand their baby boomer comforter parts in the workplace. and i cannot keep up with generation suite terms. i have a list of january, so in the workplace service and i have found that the lease of the baby moved

mirrors before from the lease of getting their agency. so i have a legal test to you guys. let's say you can keep up with times and i'm going to say what's in the ration we are convinced that would be the millennials. now, some of us that are less and more of a millennial than the other. but i have a test. so the 1st word i'm going to say to you, then there was some z in the workplace, is wyatt quitting, quiet quitting. that means it might just tell you what it means if you know, and i, and, and full disclosure, obviously i did not look ahead into the script. i was actually honest. so i have no idea is, are quite quiet quitting. i'm just not coming back. the next day as well, you're in the right track, but it really means doing the bare minimum at your job so they can fire you. okay. that kind of makes sense. i can, i makes is okay. i'll give them a term. ok. i'm going to give you a simple one, okay. c, e o c a, that's the chief executive officer. so you're the boss. yes. that means like you

are the best i what do you do? okay, but it's not necessarily the boss is just are the best in that and, and what you do, i contact them. you know, you find out what the reasons the people i have to and we're moving to baby boomers, we're place dictionary because apparently people don't understand baby boomers either. okay. okay. so throwing the towel. oh say that you're done. you're giving up. you know that one. okay. a baby but it was a lot cut the mustard cut the most serious to um cut the bull, hunky cut the stupid stuff. well, no, it come up to expectations. i have never, i have never heard that term before ever like why mustered like of all of the condiments. mustard would not be the one that i would think of expectation fee. well, these one i love was the beef was to be what's up with you. what, what's your, what, what's going on, or what's the problem? you even got the, i guess, i guess i already, i did tell you in advance for probably the last one,

the big next big i that one of these activities and the reasons the term i've had to say, i don't want for the big dikes. that's like a surprise and it's not in a good way. ouch. ouch. yeah, you got it out. you can talk to any generation 70 hours would mean her like hours. that hurts. but yeah, maybe i'm wrong on that one. okay, so i'm here. while i said, i didn't look at it, we had it back going amongst my little generations, these if i could get any of them, i'll take at least what a b, i got to be a minus. okay. i like this, but i like the side of it as well. thank you, roxana, what a fun fun game to play. johnny is now is a well known entrepreneur, executive coach, public speaker, trainer, and h. r consultant sarah hamilton deal who won h r consultancy of the year and 2020. she was awarded by the business and industry today publication in the u. k. who is joining us to discuss. i know you probably enjoyed that little game that we just paid. you probably know better terms than i

do. some of those actually kind of surprised me, but i want to, i wanna pick your brain, give me this overall observation of who generation z is a little faster. the thank you spoke to the and i'm delighted to be here based is a and they tell preston working directly with employers and self employed, but also i'm a parent to jen z boys. so um, yeah, very interesting terminology that it'd be useful jose, i recognize some of it like the old solutions about den z. i mean, it's clearly a whole topic that i'm in, jen z a, every way you look this is all schools about that. they, they get a press, gen's, a, you know, typically classified as full work ethics. you know, they're entitled difficult to manage. i'm so wanted to just give you a few pointers in terms of some of the context and i think that surrounds why they might get these labels. and typically they're kind of 7 characteristics, all grocery that was like briefly the gen z of the 1st generation that we're kind

of roll top from day one with a digital smartphones and the internet and everything else. they've never known anything different. so that makes that whole behavior very different from previous gen x. and again, why they, like you said earlier in the, into the very, very, i'm focused on diverse c and the most as in any of the generation. i'm very, very conscious about the environment and they've also been through an age where potentially the parents was sitting around the table in 2008 when the financial crisis took place. and of course they've had a economic impact on them, as well as kind of had 9 se, so a slightly more cautious and pragmatic about the employment. well, then perhaps some of the generations. and they're going to be the most well educated generation ever. however, they're awesome, however as well, this one is not over as a m, the mental health of generations. that is set to be

a crisis point in terms of behavior. mrs. and mckenzie report that came out last year. and the last of this is down to the vision so well that they live in. so um, yeah, there were lots of characteristics around gen ed, but of course it's a huge generalization. say everybody's like, that's a, you know, they're all individuals. but the face of some of the plates and behaviors the same displayed in the world a lot. and i'm sure that if they looked at these other generations in the 1st few years, he would have some of the same complements some of the same misconceptions said about them. so obviously it's going to try to try out in history to actually clarify what jen z really is. but as we said before, 12 percent of employers have already fired agency worker all within their 1st week being easily offended as often the reason our office environments unwilling to adjust to attract engine as generations the workers. or did we raise this overly sensitive? everybody gets a trophy generation. what it's really interesting on say,

i think most of recruitment my think if, if somebody is fired again, they will find anybody in the 1st week of the poppy highlights me that they didn't have a very good recruit recruitment process in the 1st place. so some of these characteristics should have been blown out through that process and i'm sure it's not just generally that gets hard and that fast where he's comfortable. nice. you know, many people with us, the price is on like my end up in the same, but really i was interested in could you also, like i said, it's about the recruiter and also falls on the questions the duration z is actually asking. so while interviewing for position jen z is more likely to ask about office culture and what it company does to offset environmental impacts than other generations before. not something that i ever asked, especially for my 1st job. you know, there's the soft skills of communication, teamwork, diversity, equity, and inclusion. those are becoming more important, a generation z than hard skills. they believe they can just learn on the job. can

you explain why these are more important to generation see in the workplace? and just because that is what we're teaching in schools now, is those sort of social issues versus the actual job skills. this is really interesting on i'm in terms of the best in inclusion. they've grown up with, with the whole of these various movements have been going on with that. um uh, environmental impact to goals. i seen the, the scenario that we had with them, the rest of them, but with her, the climate change full. so they, for now, i'm with people becoming more active this in their approach. and of course, federal into that with social media, they get thrown into more than anyone else. um, do you come? is it that jen z? i think they've been quite slow. if you look at the recruitment and selection processes that go on or around the world and you know, some companies and making some past, it uses a technology to attract jens,

a. but what they're not doing necessarily is lining the values that are really important to jen z. 228 of the packages they thoughts or the white like what sort of misalignment going on? well, that's interesting when you and i probably not, and i would just generalize are probably in the same generation. and when we went to apply for a job is like, okay, how much are you going to pay us? and what's the work environment, what is gonna be? what does it mean time that we're supposed to be at work in time? we're allowed to leave at work. do we get health insurance? do we actually get for one case, those are kind of questions we ask, but it's interesting because i feel like now employers are having to look at social identity because it's also completely changing with this younger generation, you know, according to gallup polls, 2.7 percent of baby boomers actually identifies l g b t q, where a whopping 20 percent of duration z identified as being part of this rainbow alphabet to use their term. now hiring managers say they actually are looking more likely to overlook those resumes with pro nouns on them. what are some of the

concerns being expressed about generation z and hiring? i hey tim, i mean i spoke to quite a number of people about several devices in the workplace about jen, jen, z. and there is this misalignment between the leadership skills that exist out on the agenda, the expectations, you know, generally from talking to a number of people in the last few weeks. you know, generally that very, really eager to do like career progression learning and development. and the very, very impatient and they want to, they want to see this career lot where of how they get to make it, they, and how they can do it quickly. and some of the lead is that's awesome. going to be typically older, not necessarily always case, but maybe the leadership skills on good enough to bring out the best in the jens, a generation maybe just fractions. i them all things that are definitely

conversations. thank you so much sir hamilton, gil, please stick around for us because you know, when we come back, we're going to continue our conversation and look into whether or not jen z workers play well with others in the workplace. the, [000:00:00;00] the what we've got to do is identify the threats that we have. it's crazy from

foundation. let it be an arms race is on all sides. very dramatic. the only personally, i'm going to resist. i don't see how that strategy will be successful, very political time. time to sit down and talk the welcome back is we continue our discussion with around noon entrepreneur, executive coach, public speaker, trainer and h. r. consultant sarah hamilton guild. talk you about generation z and if it changes in the workplace, you know, is there as, as how is generations the different from past generations who are still in the workforce? yes and, and then this is

a really interesting one because all of the generations have different strengths and weaknesses in terms of what they've brings. the pots, a gen, ed, are very technology driven individuals. so they expect when they join the company, they expect to have, you know, good quality laptops like they like to have communications account based, you know, so using slot for using what's out there using also says teams. and, you know, that's very, that's it. um, you know, if you take the baby boomers for example, um a lot of them all, much more comfortable and happy with the face to face interactions on necessarily digital. you know, they're very keen to be in the office physically. so i think, i think the generations are changing and some research have recently, but i'm sitting in the u. k. the for 50 is since upon them it to decide that the back end c, x it the corporate world as well because they want, you know, that picking up some of the gen that you know, behaviors around once he moved from life and say there's been

a big x with us in terms of people wanting flexibility and what life balance and i certainly see not coming through with the work i do with people setting up their own businesses as well. well, the debate between those who are older and those are just coming in has always happened regardless of this time period or 50 years from now. but how have generation z worker, genji workers actually get along with others in the workplace? or? i think one of the big uh, areas of conflicts i understand from, from the managers i've spoken to is this sense of and some people to describe jen z is lazy, but i think it's the, the kind of focus on the walks in the output. so not necessarily focused on how they get, so they kind of page be very distracted they, you know, you might have a meeting there on that mobile phone that, you know, doing something, catalina, they're on the laptop there listening to music,

then multi tasking. and i think many people judge that as then, but not concentrating, not doing what they should be doing and maybe not turning up to welcome time as well as another one that says they need to kind of address maybe well, so as we start off, as you're talking about is it fair to actually generalize generations agency, especially in their work ethic? are they all the same? absolutely. no, i do a lot of what the psych metric testing and every everybody's different. so it is really difficult. let me pull again z together. i've got 2 sons, the agenda, these opportunities to nephew's, all 6 of them already the self employed or wants to be self employed and that behaviors and personalities are completely different. so i think it's difficult, i think the context of them growing up which shapes many of the factors as to why they've got some of these behaviors are going to be similar. but i think they all

very different. well, sir, you're told us that, and i agree with you that this generation is going to be the most educated of all of the generations the past because they have access to it. but and since generations is more tech savvy, what effects you think this will have on blue collar workers and jobs more of that skilled labor, but don't necessarily need a college education to be successful. yes, so this is a major challenge for all employee is the trying to get people to go back into what place often and make as well. yeah. you know many people, sickly jens. that wants to go into blue color and roles. you know, you've got problems with construction workers, hospitality, manual work, as you know, jen said some much healthcare stuff at the desk. got high with that technology, denial, doing manual work. so i think in terms of technology, we can tap into the gen said, you know, savvy, this when it comes to technology,

to help look at the alterations within those industries and help with the digital transformation, maybe up skilling. some of the people that are really nice to call us as the biggest threat blue coworkers right now is a, i hope it gets done. so that's interesting. oh that's, that's a whole nother. sure to go down. but here's the thing that you mentioned is about into artificial intelligence and technology because influencers have become a large part of this generation. do you think that is a positive that people are finding that they can make money? they're not to live on actually become celebrities themselves. just based on social media was actually having their, the product, they don't actually have a product that they're contributing. i think it's, um, does this research tools are there is a been done, which is the fee we're missing out. and i think a lot of gen sides constantly glued to the social media, but they worried about missing out. and then there's this, you know, make money, fox mentality, you know, that it's almost like you don't have to put the effort into get the money out. and some people, if they all working small,

we'd like to make lots of money by using technology, but i think that gives the wrong expectation for the majority of people that are in the web box, it's only a few very successful people that make lots of money from the micro influences or even even, you know, influence as in a, in a bigger scale. you know, sir, it's funny that you talk about this because you're talking about technology. but, you know, i'm one of those that it has to plan for everything. what if we did see a massive technology fail? a, like you said, he mentioned artificial intelligence, we're relying on it more what happens to those generations? the technology, all of a sudden we have to go back to, to other things besides technology in order to, to feed our families or to provide shelter. what happens to generations if we kind of have to go backwards in the technology road? i think it'd be stop the last of the, i mean you, if you're going to go to try to, you know, a phone or somebody for half an hour and you can see the reaction you get. so i

think, you know, technology was the file in some way. we maybe not building up a not for those other skills on digital. and you know, the broad life skills, what skills might be needed out. uh well, are you worried that because they're becoming searching logically relying upon you mentioned artificial intelligence, that's the jobs that they're good. they can easily replace. do you think that and jen z might be actually against a or more probably push for legislation that might limit a i said they can at least keep their jobs. i mean, i, i, i don't know the answers that one, but i would imagine jen, jen z would be a, a jumping on, i mean, and suddenly my son who's a generous a, he was the one that told me about shot tv take, you know, he was very into it and i think they would actually ride the waves of this new a browser than being against it. but i do think that the jersey looks more to the government or their peers for reliance upon and situation have tried to. they

looked at the government as something that they can trust or the fact that they, they look for them and types of trouble or they're more about, i want to find my own solutions without any interference. i think it's a blend of all of those things, but probably least so i think it's probably least in terms of governmental support . so i think it's more likely to be a peer group or finding the way through by themselves. and they seems to be quite stop in terms of doing their own research in terms of what's out there on the internet, whether it's true. well, no that's, that's how they kind of tend to find the news, i think. which brings me back to my beginning and this whole thing, the boss. what does a good boss, the generations, the works for works with look like what kind of boss and expectations would they have? of someone who is managing a bunch of jens ears. i think the leaders of the future are gonna get the best from gens. these lead is going to be empathetic and understanding not judge mental and i think they need to,

to not sure and understand the strings at least generations and brings to what falls rather than, you know, saying there was a disruptive group of people. i think it's a reflection on some of the leadership skills, quite frankly. interesting. well, last question for you, sir. you look at the trends, we've talked about baby boomers to millennials agency. what are your predictions for this next generation that happens at what do you see them going to be gleaming from gen z and how they possibly be different? oh, gosh, the alice's going to be coming alone, and goodness knows what that the next generation of working is going to be like. i think my understanding of a, i is that some by 2045. the collective knowledge of a guy is going to be great in the heart of the well say. so the whole world of but will be completely different. i think in the next generation of the agenda. they think this is probably one of the last generations,

whether it's traditional offices that we go to and them traditional ways of working . i think it will become much more digital and much more remote, which i think is quite side, quite frankly, for you know, who knows what's gonna happen. lots of great information. thank you, sir. hamilton, a gill, managing director of global stage, our consulting limited for joining us. thank you. so every generation comes with their positives and their negatives. duration z workers attend to value diversity and inclusion in the workplace, and may even bring a fresh perspective on issues related to diversity as social responsibility. this can be particularly valuable for companies who are seeking to build a more diverse and inclusive workforce. however, this is also the newest generation and the workforce, therefore, lacking and working life experiences which can be invaluable, especially in crisis situations. the goal of any space should be to integrate all of the workers to create

a positive and productive environment. for those of all ages, considering all of the outside elements working against business, how do you go use of internal environment? is it crucial for a company survival? to understand now here's, and this has been your 360 view of the news affecting you. thanks for watching. the b is for wisdom, the wisdom, the word order. and indeed, all for you is for jim with that word order is now darren beach and you will see in your 3 is the last i came by the americans and the fuel western allies that they have full time, including the dry to the being that it's

a more upbeat in order that has no relation with the media reported. he refuses to accept a fly that full mediation mission from the un african union and across group to bring him effectiveness intervention of neighboring molly coal for outside power to be ready to go. and attack a sovereign country that certainly sherry and problems and is up to need yet to solve. it is not up to africa to into the 5 testers. the top in the after the 1st to into that the manual background pushed in the presence of the policy on the confidence. funniest. all right, both of these and spend the function of