story, the media as the scene 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 going 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 instead of start asking tougher questions about how many. busy billions, we're going to deliver to zones. 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 a war that could have been of orders 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 a senate to continue to fund this more is gonna, is gonna start to dissolve. well,

that's all for this and he is out as always, is great and to have your company here on, on the international i'm, i'm good on the generation de, also known as j. n. z refers to individuals born between the mid 19 nineties and 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. i'm starting now who 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 generations. the 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, while it works on us, a lot of breaks down how people are getting lost and generational translation roxanna. well, scotty, team there, astray. yeah. has come out with that. james z big. so neary to help me daniels understand what their younger conser parts are trying to say in my so i'm even larger and generational the by the name or the in the research. so 62 percent of people ages $18.00 to $25.00. feel they speak. i completely different language compared to older people, but they are meeting the dictionary allies,

new phrases. i'm even new types of relationships, generations, the has made up one be not see place to ship 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 the fine, throughout many of the definitions of relationships were described as noncommittal or hook up cultures seems to be more widely accepted. generation z seems to be as coined conscious generation as some i'll some your terms are about saving money, afford dating. i'm for a while. flirting refers to affordable dates such as going for walks or a coffee, even the coffee cost money. some others news we're keeping ceasing where the data makes itself out to be better then they wear

a line. not necessarily looks butting jobs and lifestyle. another is beach flex where someone is incompatible because they seem boring or basic. many of the term spoke with some sexual preferences and gender ideology. so it's a strengths we're non binary found sexual. well yeah, morris ethical not, my not going to be many of the terms had to do with wanting to be environmentally friendly. so in generation z values, climate change as a high priority echo. dumping refers to dumping someone who thinks climate change is fake. 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, i have found that the list of the baby move mirrors the 1st from the lease of getting their agency. so i have a legal test to you, scott. let's say you can keep up with times and i'm not going to say what generation we are in this. that would be the millennials. now some of us 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 were some z in the workplace is quiet, quitting, quiet, quitting. that means, and i tell you what it means if you know, and i, 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 make sense. okay, i'll give them a term. ok. i'm going to give you a simple one. ok, c e o c o, that's 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 to share the best in that and, and what you do exact contact me. you know, you'll find out what the reasons the people i have to and we're moving to baby boomers or plays dictionary because apparently people dont or some 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 a was to be what's up with you, what,

what's your, what, what's going on or what's the problem? and 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, which would mean her like hours that hertz. 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 fun game to play. johnny is now is a well known entrepreneur, executive coach, public speaker, trainer, and h. r consultant sarah hamilton, dill, 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 played. 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 frustrated with. thank you. supposed to be and i'm delighted to be here based is a, an a tough question working directly with employers and self employed, but also i'm a parent to jen z boys. so um, yeah, very interesting terminology that would be useful jose, i recognize some of it like dates. i'm what solutions about den z. i mean it's clearly a whole topic and i'm in jen z a every way you look this is all schools about that . they, they get a press, james, a, you know, typically classified as full work ethics. you know, they're entitled difficult to manage. i'm so wanted to just if 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 se on 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 no rosy. i'm the mental health of generations. that is set to be a crisis point in terms of behavior, mrs. and mackenzie report that came out last year. and the last of this is down to the digit. 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, they would have some of the same complements some of the same misconceptions set about them. so obviously it's going to 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 work or 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 the last recruitment my think if, if somebody spies kid again, they will find anybody in the 1st week of the property 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 at 5, and that's the best ways to, i'm sure bye. so you know, many people with, with the price. this 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, which 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 us in but with her, the climate change full. so they, for now i'm with people becoming more activist in their approach. and of course, federal into that with social media that gets within more than anyone else. um. do you come? is it that jen z?

i think i think quite slow. um, if you look at the recruitment and selection processes, but go on around the world and you know, some companies and making some past, it uses a technology to attract gens 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 was 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 of pronouns on them. what are some of the concerns being expressed about generation z and hiring a hey tim, i mean they are site to quite a number of people about their worlds of ations 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 that career progression learning and development. and the very, very impatient and they want to, they want to see this career lodge where of how they get from make they and how they can do it quickly. and some of the latest that talk is going to be typically

older, not necessarily always the case, but maybe the leadership skills on good enough to bring out the best in the jens, a generation maybe distractions. i them all things that are definitely conversations. thank you. so much sarah 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 gen the workers play well with others in the workplace the, the russian states. never. i've side as i'm one of the most sense community best ingles, all sense and up the in the system must

be the one else holes. question about this, even though we will fan in the european union the kremlin mission, the state on the russia scooting and supports the r t supposed neg keeping our video agency roughly all the band on youtube tv services. for what question did you say even closer to the welcome back is we continue our discussion with around noon entrepreneur,

executive coach, public speaker, trainer, and h. r consultant sarah hamilton. gail talked you about generation z and the changes in the workplace, you know, is there as, as how is generations in 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 it a good quality laptops like they like to have communications account based, you know, so using slot for using what's that they using also says teams and you know, that very met check um you know, if you take the baby boomers, for example, um a lot of the not 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 once, in fact, civility and what life balance. and i've certainly seen that 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 workers and the workers actually get along with others in the workplace? 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 gen z

is lazy, but i think it's the, the kind of the focus on the walks in the output. so not necessarily focus on how they get it, so they kind of page be very distracted. they, you know, you might have a meeting that are 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, they're not concentrating not doing what they should be doing and maybe not turning up 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 lum full of gen 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, is 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 that don't necessarily need a college education to be successful? a yeah, so this is a major challenge for all employee is the trying to get people to go back into what price options and then as well. yeah, you know, many people typically 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, gens, that's a much happier. so after the dash 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 in those big follow us as some of the biggest threats blue coworkers right now is a, i think it's jenny, 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. and 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 glue to the social media because 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 to some people, if they all work in small, we 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 that be stuck the last of the, i mean you, if you're going to go to try take, you know, a phone off, somebody for half an hour and you can see the reaction you get. so i think if, 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, overline to find, you mentioned artificial intelligence? that's the jobs that they're good. they can easily replace. do you think the degeneracy 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 can't, no i, i don't know the answer is that one, but i would imagine jen, jen z would be a,

a jumping on, i mean, suddenly my son who's a generous a, he was the one that told me about shot tv today. um, 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 in times 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 their way way through by themselves. and they seems to be quite safe 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 that unusual thing. 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 lead, just as a teacher are gonna get the best from jen. 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 for all that. then, you know, seeing the message disruptive group of people, i think it's a reflection on some of their 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 world so, 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. but, 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 devalue diversity and inclusion in the workplace, and may even bring a fresh perspective on issues related to diversity and social responsibility. this

can be particularly valuable for companies who are speaking to build a more diverse and inclusive workforce. however, this is also the newest generation and the workforce. therefore, whacking 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, heavier, cohesive, internal environment is 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

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news. yeah. before they refuses to extend a twilight, so a mediation mission from the u. n. the happened in union, i lead a cool new thing. i made threats of lindsey intervention, but it says neighboring lot eagles, but outside the powers not to intervene. they ready to go and attack a silver and country that's a new sherry and problem and it's up to new jersey to solve it. it's not up to africa to intervene. 5 sessions heat up in africa offensive. so i have to send a letter in manual maximum questioning the president's policy on look on the progress on the ripples of the suspect was the construction of a major gas pipe fire with neighboring a wrong due to the switch of u. s. site.