discussion 2

i need responses to 2 discussions one source per each.
1st
The decision to decide the value of the subjective evaluations should be based on the individual themself. Although they can come to form an array of people. Opinions of other people are subjective and could lead to confusion of the individual, who should evaluate themself. I agree with Richard Florida’s regarding the youth generation viewing flexibility and creativity as key professional status. I say this because they appreciate the flexibility in a professional atmosphere. They are thinkers and that will cause their creative juices to begin. “Creativity is commonly associated with the generation of products, services, processes”. (Seidel, 2011)Being creative can help to increase productivity and increased productivity will she the manager as being effective in his leadership. (Ashwood 2008)This is a positive effect on practical productivity in the workplace.
2nd

In any evaluation, there needs to be a set of standards that the employee will be evaluated on. These standards need to be in print and accessible to everyone that would want to read them. In a results-to-evaluation setting, the evaluation needs to be governed by a set of determinations such as, knowing what results are valued by the organization, consistency across the board with the whole of the organization, agreement among those doing the evaluations, and an effective way to deliver feedback in a manner that is understood( Ashwood 2008). The value of the evaluations or the value of a point system attributed to the evaluations must be set up and published before any can take place. You cannot judge or grade someone on standards that they have no idea of existence.

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Richard Florida’s assertion in saying that young people see flexibility and creativity as a key to professional status makes sense. In previous generations, the sign of a company man was to be a cookie-cutter cut out of everyone else. If you didn’t rock the boat you could get to the top. In the 80s and 90s’, thinking outside of the box became valued when companies were needing to reinvent themselves and evolve. Being flexible to change and creative in how it is approached can help a company or product stay relevant for years. I think this is a positive change because the newer generations, such as millennials, are innovators. To show value to these passionate and creative new employees a need for converting their creativity to productivity with the least amount of friction possible is very important (Moon 2014). The negative aspect of this is the older generations still in the workforce that will fight change because it is new. a good idea would be to create teams mixing the older and younger employees together, the younger to light a motivation fire and the older to help create stability.

 

I agree that flexibility and creativity are keys to professional status and opportunity. I have taken courses where we compared the work habits of millennials, Gen Z, X, and boomers. Statistically speaking, millennials and Gen Y have been more willing to jump ship at any sign of not gaining respect. I’m not sure if I agree that the perception has changed over the years, but I think it will positively influence the workforce into treating people with respect and convincing them to stay on board. By persuading others to stay on your team, productivity, costs, and morale will stay at an all-time high agree that flexibility and creativity are keys to professional status and opportunity. I have taken courses where we compared the work habits of millennials, Gen Z, X, and boomers. Statistically speaking, millennials and Gen Y have been more willing to jump ship at any sign of not gaining respect. I’m not sure if I agree that the perception has changed over the years, but I think it will positively influence the workforce into treating people with respect and convincing them to stay on board. By persuading others to stay on your team, productivity, costs, and morale will stay at an all-time high

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