bold raids from the territory of zambia and mozambique and inflicted painful blows on the races. as the situation worse than the rhodesian army, turned to chemical and biological weapons, the races boys in the water and food and planted contaminated medicines on the gorillas. this caused an epidemic of cholera and anthrax and led to masturbate to ality. however, the attempts to break down the africans resistance were futile. the white minority ramsey was due in 1979. it kept the deal later, a year later, free elections warehouse instead of racist road. the just the state of zimbabwe appeared on the world map and became a true best yes. of the ideas of that african is of the generation z also known as g 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 sky . now he's 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 generating 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 generate tional translation

roxanna. while scotty tender us, right? yeah. has come out with that, james z big. so mary, to help me daniels understand what their younger, contra parts are, trying to say in my so i'm even larger and generational divide the neighbor 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, and even new types of relationships, generations, the has made up one be not see to a student sip 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 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 others news were keeping ceasing where the data makes itself out to be better than they were online. not necessarily looks budding jobs and lifestyle. another is beach flex where someone is incompatible because they're seen boring or basic. many of the term spoke with and sexual preferences and xander ideology. so it's a strengths we're non binary found sexual. well yeah, maurice ethic go not. i'm, i'm 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, refresh the 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 b is they do not understand their baby boomer comforter parts in the workplace, and i cannot keep up with generations the terms. i have a list of january. so in the workplace terms, and 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 guys. let's say you can keep up with times and i'm not 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 were some z in the workspace, 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. 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 just are the best in that and, and what you do exact. okay. oh yeah. yeah. you know what the reasons the people i have to and we're moving to baby boomers or plays dictionary because apparently people don't 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 mustard 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 got the tell you in advance for a problem. the last one, the big next big i that one is actually you 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, oh is that hurtful? 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 i said, i like the side of it as well. thank you. i've said a lot of fun. find a game to play. johnny is now is 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 wanted, i wanna pick your brain, give me this overall observation of who generation z is a little faster. lose on keys to go see, 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 it'd be useful jose, i recognize some of it like dates of 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 by us. it, they, they get a press, jens, 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 groceries. it was like briefly the gen z of the 1st generation that were kind of rules up 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 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, is on the phone, is no rosie and 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, listen so um, yeah, there were lots of characteristics around gender that because 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, you 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 is fired again, they will find anybody in the 1st week of the property highlights me that they didn't have a very good recruit recruitment price as 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 way to control nice. you know, many people with less the price of his own life might 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 then 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 is it just because that is what we're teaching in schools now? is those sort of social issues versus the actual job skills? it 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 mean, where people are 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 i think quite slow. um, 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 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 our 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 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 a to be and how they can do it quickly. and some of the lead is that's also 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 distracting by them. of 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 jen the workers play well with others in the work by the

look forward to talking to you all that technology should work for people. a robot must obey the orders given by human beings accept. we're such orders that conflict with the 1st law show alignment of the patient. we should be very careful about our personal intelligence. the point obviously is to create a trust rather than fit the various. i mean with artificial intelligence, we have somebody in the payment, the robot must protect this phone. existence was on the

secret string and successful people to realize their dreams. but it won't cost. and how long must they wait before that 1st blast of? yes it, which isn't present to you to just if i just send you the results which it is not, spends most produce the option for you just this is about an office executive and his spontaneous decision to quit trying to become a customer. no, it was more than i was just collecting this almost swipe as it was, but only me doesn't bring you more than i could. so when you try to is we 1st met konstantin, then a feeling about free dining. and when we heard of his desire to be a customer note, we just had to film him again. and we followed his journey for 7 days to get ahold because she was last but not least, mission specialist konstantin, for us off. this will be his 1st trip. the space of the years of preparing

something could go wrong at any time and the launch would be cancelled 0 did. it won't go to any of this. is chelsea village the way from somebody else? you need to do more that would have, you know, there's a lot of misconduct. the welcome back is we continue our discussion with around noon entrepreneur, executive coach, public speaker trainer and h. r consultant sarah hamilton. gail, talk 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, they jens edge 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, they using slot for using what's that they using also says teams. and, you know, that's very match 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 the setting in the u. k. the over 50 is since the pon, demik have decided to back and say exit the corporate world as well because they want, you know, that picking up some of the gen that, um, 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'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 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 not been 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 started off pressure 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 up, jen z together. i've got 2 sons, the agenda, these opportunities to nephews, 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 to pass because they have access to it. but,

and just 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? a yes, so this is a major challenge for all employee is the trying to get people to go back into what slice off of 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 laptop to fax it the desk got high with that technology, denial thing. manual. what? 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 threat 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. 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 of the say, 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 working smart, 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 folks, 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 i 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 feed our families or to provide shelter. what happens generations if we kind of have to go backwards in the technology road, i think that'd be stop the last. i mean, you, if you're going to go to try to 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 to fail 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 reliant upon? you mentioned artificial intelligence. that's the jobs that they're good. they can easily replace. do you think the jen z might be actually against a guy or more? probably push for legislation that might limit a guy so they can at least keep their jobs. i can, i, i, i don't know the answers that one, but i would imagine jen, jen z would be um, a jumping on, i mean, 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 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 the way through by themselves. and they seems to be quite soft in terms of doing their own research, in terms of what's out there on the internet, whether it's true or not 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. why 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 jobs. there's i think the leads of the future are going to 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 that this 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 alpha is 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 as 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. generation z workers attend devalue 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 the since world war 2, united states has fostered extremist anti russian prejudices and hatreds among the ukrainian d as for in at least in canada,

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