What Is It About 20-Somethings? [GOOD READ]

A cover of The New Yorker last spring picked up on the zeitgeist: a young man hangs up his new Ph.D. in his boyhood bedroom, the cardboard box at his feet signaling his plans to move back home now that he’s officially overqualified for a job. In the doorway stand his parents, their expressions a mix of resignation, worry, annoyance and perplexity: how exactly did this happen?

"What Is It About 20-Somethings?" A good question, and a seemingly apt title for this New York Times article that delves into the psyche of folks in their 20's. The piece speaks on the possibility of a new distinct life stage based on research by J.J. Arnett, a psychology professor at Clark University ...but I'm thinking "Youth In Revolt" would be an even more fitting title despite already being the title of the recent Micheal Cera film, and cult classic novel. We have what looks to be a scattered tempering of what adulthood constitutes.

"People can vote at 18, but in some states they don’t age out of foster care until 21. They can join the military at 18, but they can’t drink until 21. They can drive at 16, but they can’t rent a car until 25..."

Back in our (our being my other 20-something year olds) parents days as 20-somethings they had similar psychological samplings, and the term "youth" was used to to house characteristics such as “pervasive ambivalence toward self and society,” “the feeling of absolute freedom, of living in a world of pure possibilities” and “the enormous value placed upon change, transformation and movement” -- all of these are now under the umbrella of "emerging adults", a term coined by J.J. Arnett. It's a very interesting read.

Read the full article HERE.

Your Brain Is Racist! [THOUGHT]

Well not quite, but our brains make us empathise with people of the same race. At least according to a report published in Journal Experimental Social Psychology. The study which was performed with a group of white men by asking them watch videos of Asian, black, and white men drinking a glass of water. As they watched the film clips the scientists monitored brain activity to see whether their brains mimicked the action. The result? The men's brains lit up most when watching someone of their own race. Not imperical data, but this much I'm convinced by, people are born with a tendency to group others on how like themselves they are ...that being said, "racism still alive, they just be concealing it!"




via Mail Online

I am what I am...

Have you ever taken a personality test? They are suppose to put in to perspective the type of person you are. How you work independently, as well within a team environment. I had recently take one, and I've just been served...Who am I?

Summary

Sean, your responses indicate that you are careful, precise, thorough, and systematic. Your strong sense of duty and loyalty is supported by your conservative thoughts and actions. Criticism may cause you to react in a highly sensitive manner. You seldom make mistakes, unless you are misdirected. You use a persuasive communication style, and you prefer small groups and one-on-one relationships. In order to make sure that projects stay on schedule and are completed correctly, you may be inclined to itemize details in the process.

Communication Style

Sean, you prefer to tell people what to do in a straightforward fashion, rather than use persuasion. You are very effective in expressing yourself factually and sincerely. You are precise, frank, sensitive to tone, and can become discouraged if criticized unfairly.

Also, Sean, you use a diplomatic tone in order to work peacefully with people. You do not intimidate others and, in turn, you do not appreciate verbal intimidation.

You express yourself in a factual, to-the-point manner. Your communication style is precise.

Sean, you are intent on getting things done right, and you insist on maintaining the highest quality. You focus on the disciplined mastery of details and systems, and you use principles and tradition to help you maintain an orderly environment. You need to know all of the details all of the time, are cautious of changes in the system, and often take negative feedback personally.

You function well when supplied with rules, manuals, and systems. You prefer that details and proposals be presented in writing. If not pressured, you rarely make mistakes.

My Leadership Style, Conscientiousness, Motivational Needs, Primary Motivators, and Primary Demotivators after the jump.


Read more.

Leadership Style

Leadership Style: Traditionalist
You expertly perform your leadership role by managing your people through systems and procedures, and requiring them to follow your organization's rules. You exercise a conservative and watchful style while requiring that projects be completed correctly. You show respect for colleagues' positions and you expect the same in return. You may desire time alone to judge if performance standards and quality controls are being realized by your people. You may prefer to deal with your subordinates one-on-one. You like a lot of variety and to set a fast pace.

Conscientiousness

You balance solid, goal-oriented achievement and a relaxed approach to life. You may fluctuate between periods of highly motivated, achievement-oriented activity and periods of more easy-going behavior. Alternatively, you may demonstrate a sustained, moderate level of effort toward your goals. While you may not demonstrate an intense desire for achievement for its own sake, you are able to summon a sense of purposefulness and self-discipline when needed. The level of your positive motivation toward achievement may depend on the task or situation.

Motivational Needs

Sean, you tend to be motivated by praise for tasks well done, and by having enough time to complete projects. You are more productive in a structured environment where there are few abrupt changes, and where there is basic job security with good benefits. You desire a professional culture where criticism is carefully administered, and where tradition is respected.

You can be demotivated if systems are not firmly established and routine procedures are not in place. You can become discouraged when criticized unconstructively or unfairly. You tend to be less productive when not supported by enforceable rules, clear directions, step-by-step plans, or written communications.

Primary Motivators

• A structured environment that has few sudden or abrupt changes.
• The security of basic benefits.
• A worked out system and quality products.
• Praise for specific accomplishments.
• Standard operating procedures and sound actions.
• Fairness in dealings with individuals and groups.
• Time to do things right.

Primary Demotivators

• You are constantly criticized.
• The rules are changed without plenty of notice.
• There is a lack of procedures, quality and fairness.
• There is not a worked out system.