Despite recent public policy initiatives limiting or banning forms of distracted driving resultant from cellular phone use, crashes remain on the rise. Individuals from the millennial generation, ages 16 to 35, appear to be most susceptible to distracted driving. Understanding the behaviors, attitudes, and habits of millennials is critical to developing effective policy for behavior change. A dual task ethnographic study framed by Skinner's theory of behavior modification and Maslow's hierarchy of needs motivational model, was used to investigate to what extent millennials feel public policy has influenced their driving, and if additional policy initiatives are required to deter distracted driving behavior. Two phases of inquiry, first, naturalistic observation, and then focus group were conducted at a commuter university. Distracted driving behaviors including hand held cellular phone use, eating, drinking, and passenger interaction of 100 drivers entering or exiting campus were observed, tracked, and analyzed using a researcher-developed tracking form. Eighty-four percent exhibited at least one distracted driving behavior. After which, 12 enrolled and licensed students, aged 18-35, were recruited via social media for two focus group discussions. Focus group data were inductively coded and analyzed using semantical attribution analysis. The students revealed that millennial drivers felt distracted driving policy did not address behaviors they see as worthy of intervention, they did not perceive that cellular phone use while driving posed a significant threat, and they felt current law was difficult to enforce with penalties they regarded as non-prohibitive. Social change implications include improved distracted driving public policy, which may result in driving behavior changes and a potential reduction of death, injury, and property loss.

Today's college students are diverse and include students who differ in chronological age and developmental learning levels. This recent shift in student demographics, including millennials and adult learners, has created a need for instructors to understand and address their students' learning preferences. Traditionally, student feedback has been collected from course evaluation forms after each term ended, thus preventing instructors from incorporating student feedback into their teaching. Accordingly, this narrative qualitative case study was conducted to explore what instructional methods students in a community college developmental reading course preferred to meet their learning preferences and classroom needs. Willingham's interpretation of informational processing theory that reinforced instructional reading comprehension strategies framed this study. Sampling was purposeful, and criterion-based logic was used to determine the participants. Participants ranged in age from 18-43 and were enrolled in 1 section of a developmental reading course. Data were collected through 8 student interviews, 3 classroom observations, and the participating instructor's lesson plans as an alternative to using course evaluation forms. Data were analyzed using open and axial coding. Findings indicated that students preferred when their instructor used active approaches to learning. Findings also indicated that students preferred receiving instruction that met the needs of their different learning styles. Findings contributed to social change as understanding students' learning preferences may assist instructors with incorporating teaching methods to promote improved support to students in developmental reading courses.

Increased mobility and a growing presence in the workforce by millennial employees are pushing sustainability to the forefront of concerns for business leaders. Especially for small to medium enterprises (SMEs) with limited human capital resources and no formal succession plans. Thus, increasing the need for insight on millennial employee development to mitigate voluntary turnover. The purpose of this multiple case study was to explore successful millennial employee developmental strategies employed by 3 SMEs leaders in southern New Jersey. These SMEs leaders were the ideal population with millennial employees with 3 or more years of employment and not solely family-run organizations. The unfolding model of voluntary turnover, expectancy theory, and the human capital theory was the conceptual framework that guided introspection into this phenomenon. Semistructured interviews collected data about the perceptions held by the SMEs leaders of the phenomenon in their respective organizations. Methodological data triangulation enabled the identification of evident millennial employee development themes and the basis of millennial employment development strategies as mitigation or the exertion of motivational force. The effort to answer the posed questions identified 4 prevalent themes (a) flexibility, (b) organic culture, (c) self-governance, and (d) laissez-faire leadership, which aligned with the mitigation versus motivational conceptions. The findings may contribute to societal change by broadening perceptions held by individuals and communities, particularly leaders, about millennial employees to dispel preconceived stigmas, reduce interaction ambiguities, and minimize the escalation of generational conflicts and discourse within respective communities.

As the United States prepares for a generational shift in leaders, there is a lack of literature adequately examining how Generation X and Millennial entrepreneurs manage organizational conflict about leadership and change management. The scope of this problem should concern individuals who are stakeholders in any organization. In preparation for the coming shift in generational leaders, the subject study explored the management of organizational conflict regarding leadership and change management for Generation X and Millennial entrepreneurs. Supported by a theoretical foundation built on theory of generations and realistic group conflict theory, this qualitative study analyzed the interviews and narratives of six Generation X entrepreneurs and six Millennial entrepreneurs. The analysis outlined specific themes of the management of organizational conflict by participants from both generations. This study revealed that Generation X cohort members tackle contemporaneous or emerging conflict via formal dialogue and compromised reconciliations, in the service and advancement of the organization, while Millennial entrepreneurs manage organizational conflict as it relates to leadership and change management by employing conversations rooted in fundamental company values, orchestrating team meetings, and establishing a goal-aligned yet collaborative work culture. The subject study also disclosed that Generation X and Millennial entrepreneurs both incorporate conversations to manage organizational conflict as it relates to leadership and change management, but they contrast on prioritizing creating a collaborative work culture versus focusing on company growth. At an organizational level, the instant study impacts stakeholders by enabling positive social changes informed by evidence-based insights about how Generation X and Millennial entrepreneurs manage organizational conflict.

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This diploma thesis deals with the comparison of democratic values within the Czech Republic between the Millennial generation and Husak's Children generation. It sets out to answer the issue as to whether or not a significant difference can be found for the support of democracy within these two generations of the Czech Republic. It also sets out to answer the question whether or not Czech Millenials show low support for democracy. Based on the researched literature, the research for this paper found a low support of democracy of less than 50%. To answer the mentioned questions, data from the sixth round of the 2012 European Social Survey was analysed. The research was quantitative and SPSS was used to analyse the data. Differences in the support of democratic values were examined using exploratory factor analysis, analysis of variance ANOVA, and multiple linear regression. The level of support of the democracy of the Czech Millennials was resolved using descriptive statistics and pairwise comparisons. The results are presented in the form of graphs and contingency tables. The conclusions are also introduced in the form of contingency tables and graphs. The test results do not exhibit a significant aberration in the support of democratic values between the studied generations; however, there was a...

ABSTRACT  Date: 02.06.2021  Level: Bachelor thesis in Business Administration, 15 cr  Institution: School of Business, Society and Engineering, Märlardalen University  Title: An exploratory study: The role of trust and perception through influencer marketing and artificial intelligence on millennials and generation Z’s purchase intent in the online retail context.  Tutor: Leanne Johnstone  Keywords: Online consumer behavior, Influencer marketing, Artificial intelligence, Trust in the online context, Perception in the online context, Millennials and Generation Z  List of abbreviations: SNS, SMI, AI, Gen Z, Gen Y, TRA, TPB, TAM  Research questions: How does Influencer’s marketing and AI affect trust and perception (i.e. aspects of consumer buying behavior) for millennials and generation z’s purchase intent in the online retail context?  Purpose: The purpose of this thesis is to develop an understanding on how trust and perception, through social media influencers and AI (algorithms) influences the purchase intention of millennials and generation Z’s in the online retail context.  Method: This thesis used an inductive approach towards theory development. In order to accomplish this qualitative research focus group interviews were conducted. The data collected through these focus group interviews were then thematically analyzed to identify common patterns, themes and topics.  Conclusion: The conclusion for this study finds that influencer marketing and artificial intelligence influences trust and perception in the online retail context, which in return impacts the purchase intentions of Millennials and Gen Z. Furthermore, this study also finds that Millennials and Gen Z, based on the experiences of their respective generations, have different behavioral attitudes in the online context.

El objetivo general de la investigación es identificar los factores motivacionales intrínsecos y extrínsecos en servidores públicos de la generación millennials de una entidad pública en la ciudad de lima que realizan trabajo remoto durante la pandemia CoViD-19. A través del marco teórico se analizan diversas fuentes y teorías de la motivación de autores como Maslow, Herzberg, McClelland, McGregor, además de la teoría de Deci y Ryan. En la investigación se utilizó la metodología cuantitativa y el proceso ha sido no experimental, dado que no se manipulan las variables por tratarse de elementos motivacionales intrínsecos y extrínsecos, que impactan en factores económicos y emocionales. La técnica de recolección de datos utilizada ha sido a través de encuestas de tipo descriptiva, que permitieron conocer las actitudes, condiciones presentes y opiniones de los entrevistados, describiendo la situación en la que se encuentran los colaboradores millenials de una entidad pública en la ciudad de Lima. El resultado de la investigación es trascendente e importante porque servirá de soporte y análisis para entender el entorno laboral que vienen atravesando los servidores púbicos en diversas entidades del estado y organizaciones en general. Es debido a ello que, este trabajo de investigación busca contribuir con las áreas de recursos humanos proporcionándoles información actual y útil que les permita gestionar al personal de la generación millenials que integra la organización a través e la implementación de aciones orientadas a mantener o mejorar su motivación en el contexto actual de pandemia y trabajo remoto. / The main objective of this research has been identifying intrinsic and extrinsic motivational factors in millennials generation public servants of a public entity in lima city doing remote working during CoViD-19 pandemic. We have consulted different sources of information and theoretical foundations about motivation, authors such as Maslow, Herzberg, McClelland, McGregor and the theory of Deci, and Ryan as well. The research used the quantitative methodology and a non-experimental process because variables aren´t manipulated as they are intrinsic and extrinsic motivational elements, which impact economic and emotional factors. The data collection technique used for this research was the descriptive survey, which made it possible to collect attitudes and opinions, describing the millennials workers' present conditions of the public entity in Lima´s city. The result of the research is transcendent and important because it will serve as support and analysis to understand the work environment that public servants are going through in various state entities and organizations in general. This research seeks to contribute to the human resources areas by providing current and useful information that allows them to manage the personnel of millennials generation that integrates organization through the implementation of actions expectinting to maintain or improve their motivation in the current context of pandemic and remoteworking. / Trabajo de investigación

Millennials are the newest generation to enter the workforce. When Millennials enter organizations, managers construct perceptions about Millennials’ communication behaviors, including their characteristics and adherence to organizational rules. These perceptions help managers decide Millennials’ organizational fit. A review of literature revealed a scarcity of empirical research in this area with little empirical research from communication scholars who apply communication frameworks, theories, and concepts. This research used the lens of social constructionism to understand the membership categorization devices and category-bound activities managers use to characterize Millennials. In order to better understand how Millennials conform to and change organizational culture, data were reviewed for those normative and code rules managers described Millennials violating. In this qualitative, exploratory study, 25 managers who were 31 years of age or older that worked in the hospitality industry and managed Millennial (18 to 30 years old) employees were interviewed through a snowball convenience sample. Interviews were transcribed and patterns were identified. Data analysis indicated that “kids,” “age group,” and “Millennials” and variations of the Millennial term were used to categorize Millennials. Analysis of category-bound activities showed patterns in Millennials’ desire for learning and training, mixed preference for teamwork often affected by their liking for peers, and needs for frequent, clear, personalized feedback. With respect to rule violations, data showed that some organizations were adapting their cell phone policies in response to Millennial rules resistance. However, organizations were not willing to accommodate Millennials’ rule violations in either the area of time-off requests or uncivil behavior due to organizational codes. iv Keywords: Millennials, social constructionism, membership-categorization devices, categorybound activities, communication rules, organizational assimilation

In some organizations four generations work together creating a unique culture. Millennials are the second largest generation currently in the workforce. Organizational culture is affected by interpersonal communication. Interviews were conducted with 17 workers between the ages of 19 and 30. Interviews consisted of 22 open-ended questions regarding daily tasks, organized activities, and interpersonal interaction. The perspective of organizational culture was evaluated through personal, task, social, and organizational rituals. Membership categorization was used to determine common vocabulary used to identify with coworkers. Duck’s theory on attraction was used to evaluate interpersonal behavior seeking to determine psychological attractors acting as catalysts for relationship building. Data found suggests that Millennials create a culture similar to the tribal example suggested in previous research. Rituals act as forms of cultural dissemination and strengthening. The use of membership categorization devices reflected the structure of the organization and relationships between coworkers. Using Duck’s attraction theory, an analysis reflected the identification factors that act as catalysts for relationships. Psychological attraction was linked to common interests