Kirjahaku

Over the past decade much attention has been paid to the apparent differences in consumption preferences or workplace attitudes and behaviours across generations. Within Western economies such as the USA, UK and Australia, it is commonly assumed that that there are now four generations in the workplace, namely Veterans (born 1925-1942), Baby Boomers (1943-1960), Generation X (1961-1981) and Generation Y (1982- 2000) The concept of generational differences at work is one that has recently been adopted by practitioners as a basis on which to design human resource management and career management practices. However, there has been some concern in academic circles about the validity of the notion of generations and the evidence base that supports it. There is therefore a need for new perspectives and methodological approaches to investigating generational differences at work in order to establish the validity and value of generations as an axis of diversity. Generational Diversity at Work: New Research Perspectives will address this need by presenting and discussing research into generational diversity that adopts a range of new theoretical perspectives or methodological approaches. This book is designed as a first step in addressing the need to critically examine the theoretical and empirical basis for generational differences and to provide some new empirical data in this area.

Over the past decade much attention has been paid to the apparent differences in consumption preferences or workplace attitudes and behaviours across generations. Within Western economies such as the USA, UK and Australia, it is commonly assumed that that there are now four generations in the workplace, namely Veterans (born 1925-1942), Baby Boomers (1943-1960), Generation X (1961-1981) and Generation Y (1982- 2000) The concept of generational differences at work is one that has recently been adopted by practitioners as a basis on which to design human resource management and career management practices. However, there has been some concern in academic circles about the validity of the notion of generations and the evidence base that supports it. There is therefore a need for new perspectives and methodological approaches to investigating generational differences at work in order to establish the validity and value of generations as an axis of diversity. Generational Diversity at Work: New Research Perspectives will address this need by presenting and discussing research into generational diversity that adopts a range of new theoretical perspectives or methodological approaches. This book is designed as a first step in addressing the need to critically examine the theoretical and empirical basis for generational differences and to provide some new empirical data in this area.

A fresh, provocative portrait of the young woman who almost ended the American Revolution. Philadelphia in the 1770s. Peggy Shippen longs for the war she's living through to end. Though not always appreciated at home, she finds her curiosity is welcomed by a lively and influential circle of friends, including a glamorous rising star in the British army, Captain John Andr . When the war separates them, Peggy is devastated--both by his absence and the horrors of ongoing conflict--before finding consolation in a man whose heroics for the Patriots have captured the world's imagination: General Benedict Arnold. As she trades Loyalist balls for Patriot salons, entertaining the most prominent figures of early America, and navigating the country's lethal political currents, she conceives of an audacious scheme to achieve peace and her family's survival, unleashing what would become the most famous act of treason in history. When uncertainty and bloodshed are the only constants, Mrs. Benedict Arnold asks, how far will one woman go for safety?