Definition of a Protagonist in Literature, With Examples

Definition of a Protagonist in Literature, With ExamplesDefinition of a Protagonist in Literature, With ExamplesCharacters in a story have many roles and purposes, all of them dictated by the writers intent and style. The protagonist is the main character in a story, novel, drama, or other literary work. He or she is usually a character that the reader or audience empathizes with, or at least cheers for, whether its rooting for that persons success or demise. More importantly, however, this character acts as a catalyst to the storys plot by making or causing an action that moves things along. Without a protagonist, literally nothing happens. History of the Protagonist The term protagonist comes from ancient Greek and roughly translates to one who plays the first part. Ancient Greek playwrights such as Thespis, Aeschylus, and Sophocles all incorporated protagonists, as Greek plays evolved from having mainly static Greek choruses to featuring complex plots and characters with diffe rent dramatic purposes. Identification In many stories, the reader experiences the tale through the protagonists eyes. But in some instances, the story is revealed through several characters who describe their perspectives to the reader or the audience. The protagonists nature and moral fiber can also vary. The protagonist may be an anti-hero or another character whom the reader or audience dislikes. The protagonist should not be confused with another important lead character in a story, theantagonist, who opposes the protagonist. In the most archetypical of narratives, this dynamic boils down to bad guy versusgood guy. A prime example in modern-day cinema is ?good-guy Luke Skywalker going head to head with bad guy Darth Vaderin the Star Warsmovies. However, one also could make the argument that two other characters in the Star Warsuniverse could be considered protagonists Princess Leia and Han Solo. After all, if not for Leia sending a coded message to Obi-Wan Kenobi, Luke woul d likely have remained a farmer on Tattooine. And if not for Han Solos ship the Millennium Falcon, Luke and Obi-Wan would not have gotten very far. But since the story is told primarily from Lukes point of view, hes probably the strongest example of a protagonist in the original Star Warstrilogy. Usually, the audience sees the action through the protagonists eyes. Examples in Literature In movies as well as in works of literature, the protagonist may be hard to identify, especially if youre looking for a heroic character. Becky Sharpe is one of the main protagonists in Vanity Fair, but shes extremely flawed. By the end of the book, Becky is almost unlikable. In this way shes a very good example of another truth in literature well-written protagonists are well-rounded characters. In Hamlet, the titular character is also the protagonist he seeks revenge for his fathers murder and takes action to find and punish the killer. Many literary arguments exist about who serves as Hamlets antagonist is it his uncle, the murderous Claudius, or is it Laertes, son of Polonius, who seeks revenge for his own fathers death at Hamlets hand? Some scholars even have argued that Hamlet himself is his own antagonist, i.e., his own worst enemy. False Protagonists Sometimes a character who appears to be a storys protagonist is abruptly removed from the plot. These characters are known as false protagonists. They often appear in mysteries and are usually killed off at the beginning of the story. A false protagonist usually represents an authors deliberate attempt at deception. An example of a false protagonist in modern cinema is the character of Dallas in the 1979 sci-fi horror film Alien. Played by actor Tom Skerritt, Dallas is captain of the doomed ship Nostromo, which is infested with a malicious alien creature. Once the alien is loose, however, Dallas is one of the first to be killed, and- spoiler alert- Ripley is the sole survivor.

5 Things Your Introverted Co-worker Wishes You Knew- The Muse

5 Things Yur Introverted Co-worker Wishes You Knew- The Muse5 Things Your Introverted Co-worker Wishes You Knew- The MuseEven though introverts loathe being the center of attention, they shouldnt be a complete mystery to their peers and managers. Susan Cains Quiet The Power of Introverts in a World That Cant Stop Talking is a best seller. There are blogs about introversion, articles about working with and managing introverted team members, and people who know their Myers-Briggs type indicator (hi, fellow ISFJs). Still, the vergammeln workplace feels like it caters to the extroverted. Look no further than the way schreibstube architecture has literally broken down the walls, leaving no quiet spaces for reenergizing. Stand-ups, scrums, and communal brainstorming rule the day. If this work flow makes total sense to you, it can be hard to understand a teammate who needs more alone time or who thrives on solo work.So heres a handy cheat sheet, full of lessons I wish I couldve handed out ( quietly and in writing, of course) to my former co-workers.1. We Like to Take Time to ThinkI cant count how many times Ive been in a brainstorming session, anxiously trying to come up with fully coherent ideas fast, and then working up to actually saying them. Meanwhile, Im nervous my co-workers or team lead will think Im not participating because Ive spent the first half of the meeting sitting in silence.The truth is, we process information differently. In An In-Depth Look at How Introverts Think, Susan Krauss Whitbourne, PhD, explains that introverts notice a change before an extrovert, but the extrovert will be the first to act in response. She uses a phone as an example The introvert will be the first to process that its ringing, but the extrovert will be the first to react and pick it up. So, when you ask for ideas in a meeting, all of the colleagues are processing the information in their own time, but the extroverts will be able to prepare- and share- their thoughts more quic kly. The solution is not to call on a quiet teammate, rushing him or he isnt going to help. Instead, give everyone some time, and instead of running with the first idea, wait a few minutes and ask if there are anymore. 2. We Need Personal Space (But Were Not Anti-Social)Theres a persistent myth about introverts that were socially awkward and hate people, but thats not true Many of us love spending time with people and engaging in social situations.The real difference is that an extrovert will get recharged by a social situation, and feel depleted after too much time alone. Were the opposite Spending time with people drains our battery, and we need solitude to reenergize.Additionally, even just being around a lot of people takes more effort. So spending time alone in a coffee shop or with headphones on in an open office can still feel like an exhausting social situation. Be attentive to how your co-worker would like to plan his or her day. If theres a major work event that evening, i ts best not to schedule two meetings after lunch as well. And dont take it personally if he declines a lunch invite so he has energy for a networking function after work.Related 5 Strategies Introverts Can Use to Boost Their Energy Levels3. Wed Rather Avoid the PhoneThe phone is the bane of our existence- with its sudden ringing and insistence on forcing interaction that we cant keep on our terms. Many of us prefer to write and communicate via email or text, so we can craft our responses in our own time. A lot of us have even come up with coping mechanisms or just dulled our instinctive dislike of the phone through repetition. But if never hurts to be sensitive to a co-workers communication preferences. So, do your phone-averse colleagues a favor and use the chat app or email to reach out on a regular basis.4. We Can Be Leaders, TooSo, we might not share our ideas first, or want back-to-back meetings in the same day, but we make excellent leadersThose same tendencies make us really good at providing space for discussion and gathering consensus when everyones views are heard. We also have the right dose of humility and tend to stay pretty darn unruffled no matter what emotional or literal storm rages around us.Dont overlook a quieter co-worker for team leadership positions or as an unofficial role model. Challenge yourself and broaden your view of what qualities someone in charge should possess.5. Were All DifferentNow that you know all the secrets, bear this in mind as well Introversion is a scale, just like any other personality-related indicator. Some people find it impossible to function in an open office environment while others are so close to the center or well-adapted that youd probably guess they were ambiverts or extroverts. In other words, while its worthwhile to be thoughtful and consider different work styles, youre not going to improve your work relationships through stereotyping. The best way to know if you could be more accommodating is to simpl y ask your co-worker about his or her preferences- much like you would with anyone elseNext time you find yourself noticing the co-worker whos sitting quietly by herself, think about all the ways having diverse personality types on your team makes it more creative and supportive. (And if you want to share those ideas with her, please choose text or email.)

Scenario and Experience-Based Interview Questions

Scenario and Experience-Based Interview QuestionsScenario and Experience-Based Interview QuestionsWhether youre getting started on your career search or youre hoping to advance and promote, theres a good chance youll face some sort of oral interview somewhere along the way. If you really want to shine in your next interview, you need to do all you can to prepare yourself for whatever the interviewers may bring, including understanding the types of questions you may be asked and thinking through your possible answers. The Difference Between Scenario-Based vs Experience-Based Questioning When preparing for an interview, you need to recognize the difference between scenario-based and experience-based questions. Understanding the difference between the two types of questions will help you prepare well-formulated answers that are in line with what your employers are looking for. Scenario-based questions are designed to get a glimpse into your decision-making process and give your empl oyer an idea of how you may react to various situations. Answers to scenario-based questions should include all the steps you might take to respond to an issue. Experience-based questions are designed to gauge your level of experience and see how you responded to relevant issues in the past. Many employers believe that past experience is the best indicator of future performance. You can expect to see one or both types of questions in any criminal justice job interview. Scenario-Based Questioning In scenario-based questions, you wont necessarily be expected to know precisely how to react. Employers understand that you cant know everything about procedures or expectations for a job you dont already have. Instead, they want to get a glimpse of how you may approach a situation and what steps you might take to solve a problem. These types of questions are mora about demonstrating your decision-making process, and they provide information about what kinds of insights you might use in accomplishing tasks. Employers want to see how you might work through a problem what available resources you may identify whether or not you are able to recognize a problem and identify what information you might need to solve it and how you might interact with your employees or members of the community. A well-formulated answer to a scenario-based question should begin with articulating what the issue is and why it is a problem. It should then walk the interviewer through, step-by-step, the measures you would take to resolve it, including follow-up after the fact. Experience-Based Questions An experienced-based question will likely begin with tell me about a time when or another similar phrase. These types of questions require you to draw on past experiences to give your employer an idea of how you might perform similarly in the future. Experience-based questions often feel more difficult to answer than scenario-based questions, perhaps because its easier to answer a hypothetic al situation in a step-by-step fashion than it is to try to retroactively fit a past event into a well-formatted interview answer. Itdoesnthave to be as difficult to answer experience-based questions as it may seem, though. First of all,you dont have to rely solely on work experiences to find answers. Very often, you can draw on experiences from school, family, or volunteer work to provide answers, especially when they touch on issues related to interpersonal communications or getting along with others. When answering experience-based questions, you need to set the stage. Explain the situation, and then explain why it was a problem. Next, discuss the steps you took to resolve the issue and what the final outcome was. Finally and this is crucial discuss what, if anything, you would do differently if faced with a similar situation in the future. This will tell employers whether or not you are introspective and willing to learn from your mistakes. Smart Thinking Leads to Smart Res ponses No matter what type of question youre asked, the most important things to remember are to think through your answers and provide thorough, logical and detailed responses. A well thought-out and structured answer will go a long way towards success in your next interview.

How to make your flaws the key to your success

How to make your flaws the key to your successHow to make your flaws the key to your successThe same traits that make people a nightmare to deal with can also make them the people who change the world.As any mathematician knows, averages can be deceptive. As a general rule, anything better aligned to fit a unique scenario is going to be problematic on average. And qualities that are generally good can be bad at the extremes.When it comes to the extremes of performance, averages dont matter what matters is variance, those deviations from the norm.You may think intensifiersare only relevant to areas of individual artistry and expertise, like sports, or that they just arent relevant in the regular world. Youd be wrong.Consider some of the richest people in the world. Do you see conscientious rule followers, free from negative outlier traits? No.Fifty-eight members of the Forbes 400 either avoided college or ditched it partway through. These fifty-eight - alfruchtwein 15% of the total - have an average net worth of $4.8 billion. This is 167% greater than the average net worth of the four hundred, which is $1.8 billion. Its more than twice the average net worth of those four hundred members who attended Ivy League colleges.The hard-charging Silicon Valley entrepreneur has become a respected, admired icon in the verkommen age. Do these descriptors match the stereotype? A ball of energy. Little need for sleep. A risk taker. Doesnt suffer fools gladly. Confident and charismatic, bordering on hubristic. Boundlessly ambitious. Driven and restless.Absolutely. Theyre also the traits associated with a clinical condition called hypomania. Johns Hopkins psychologist John Gartner has done work showing thats not a coincidence. Full-blown mania renders people unable to function in normal society. But hypomania produces a relentless, euphoric, impulsive machine that explodes toward its goals while staying connected (even if only loosely) with reality.So under the right circumst ances there can be big upsides to negative qualities. Your bad traits might be intensifiers. But how can you turn them into superpowers?I askedGautam Mukunda, Assistant Professor in the Organizational Behavior Unit of Harvard Business School, and he said there are two steps.First, know thyselfIf youre good at playing by the rules, if youre a filtered leader, then double down on that. Make sure you have a path that works for you.If youre more of an outsider, an artist, an unfiltered leader, youll be climbing uphill if you try to succeed by complying with a rigid, formal structure. By dampening your intensifiers, youll be not only at odds with who you are but also denying your key advantages.By knowing where your strengths are, youre miles ahead of the average rolle in terms of achieving both success and happiness. Modern positive psychology research has shown again and again that one of the keys to happiness is emphasizing what are called signature strengths.Research by Gallup shows that the more hours per day you spend doing what youre good at, the less stressed you feel and the more you laugh, smile, and feel youre being treated with respect.Once you know what type of person you are and your signature strengths, how do you thrive? This leads to Mukundas second piece of advice.Second, plektrum the right pondYouve got to pick the environments that work for you. Context is so important.The unfiltered leader who is an amazing success in one situation will be a catastrophic failure in the other, in almost all cases. Its way too easy to think, Ive always succeeded, I am a success, I am successful because I am a success, because its about me, and therefore I will succeed in this new environment.Wrong. You were successful because you happened to be in an environment where your biases and predispositions and talents and abilities all happened to align neatly with those things that would produce success in that environment.Ask yourselfWhich companies, institutions, and situations value what I do?Context affects everyone. In fact, the conscientious valedictorians so good at following rules often stumble the most here. Without an existing passion and being so eager to please, they often head in the wrong direction when theyre finally free to choose.Whether youre a filtered doctor or a wild, unfiltered artist, research shows the pond you pick matters enormously. When Harvard Business School professor Boris Groysberg looked at top Wall Street analysts who jumped ship to work for a competitor, he noticed something interesting they stopped being top analysts.Why? We tend to think experts are experts just because of their unique skills and we forget the power of context, of knowing ones way around, of the teams who support them, and the shorthand they develop together over time. Thats one of the things Groysberg discovered when the analysts switched firms but brought their team with them, they stayed awesome.When you choose your pond wisely, you can bes t leverage your type, your signature strengths, and your context to create tremendous value. This is what makes for a great career, but such self-knowledge can create value wherever you choose to apply it.If you follow rules well, find an organization aligned with your signature strengths and go full steam ahead. Society clearly rewards those who can comply, and these people keep the world an orderly place.If youre more of an unfiltered type, be ready to blaze your own path. Its risky, but thats what you were built for. Leverage the intensifiers that make you unique. Youre more likely to reach the heights of success - and happiness - if you embrace your flaws.From Barking Up The Wrong Tree The Surprising Science Behind Why Everything You Know About Success Is (Mostly) Wrong. Copyright 2017 by Eric Barker. Reprinted with permission by HarperOne, a teilen of HarperCollinsPublishers.How to make your flaws the key to your successThe same traits that make people a nightmare to deal wi th can also make them the people who change the world.As any mathematician knows, averages can be deceptive. As a general rule, anything better aligned to fit a unique scenario is going to be problematic on average. And qualities that are generally good can be bad at the extremes.When it comes to the extremes of performance, averages dont matter what matters is variance, those deviations from the norm.You may think intensifiersare only relevant to areas of individual artistry and expertise, like sports, or that they just arent relevant in the regular world. Youd be wrong.Consider some of the richest people in the world. Do you see conscientious rule followers, free from negative outlier traits? No.Fifty-eight members of the Forbes 400 either avoided college or ditched it partway through. These fifty-eight - almost 15% of the total - have an average net worth of $4.8 billion. This is 167% greater than the average net worth of the four hundred, which is $1.8 billion. Its more than t wice the average net worth of those four hundred members who attended Ivy League colleges.The hard-charging Silicon Valley entrepreneur has become a respected, admired icon in the modern age. Do these descriptors match the stereotype? A ball of energy. Little need for sleep. A risk taker. Doesnt suffer fools gladly. Confident and charismatic, bordering on hubristic. Boundlessly ambitious. Driven and restless.Absolutely. Theyre also the traits associated with a clinical condition called hypomania. Johns Hopkins psychologist John Gartner has done work showing thats not a coincidence. Full-blown mania renders people unable to function in normal society. But hypomania produces a relentless, euphoric, impulsive machine that explodes toward its goals while staying connected (even if only loosely) with reality.So under the right circumstances there can be big upsides to negative qualities. Your bad traits might be intensifiers. But how can you turn them into superpowers?I askedGautam Mukun da, Assistant Professor in the Organizational Behavior Unit of Harvard Business School, and he said there are two steps.First, know thyselfIf youre good at playing by the rules, if youre a filtered leader, then double down on that. Make sure you have a path that works for you.If youre more of an outsider, an artist, an unfiltered leader, youll be climbing uphill if you try to succeed by complying with a rigid, formal structure. By dampening your intensifiers, youll be not only at odds with who you are but also denying your key advantages.By knowing where your strengths are, youre miles ahead of the average person in terms of achieving both success and happiness. Modern positive psychology research has shown again and again that one of the keys to happiness is emphasizing what are called signature strengths.Research by Gallup shows that the more hours per day you spend doing what youre good at, the less stressed you feel and the more you laugh, smile, and feel youre being treated wit h respect.Once you know what type of person you are and your signature strengths, how do you thrive? This leads to Mukundas second piece of advice.Second, pick the right pondYouve got to pick the environments that work for you. Context is so important.The unfiltered leader who is an amazing success in one situation will be a catastrophic failure in the other, in almost all cases. Its way too easy to think, Ive always succeeded, I am a success, I am successful because I am a success, because its about me, and therefore I will succeed in this new environment.Wrong. You were successful because you happened to be in an environment where your biases and predispositions and talents and abilities all happened to align neatly with those things that would produce success in that environment.Ask yourselfWhich companies, institutions, and situations value what I do?Context affects everyone. In fact, the conscientious valedictorians so good at following rules often stumble the most here. Withou t an existing passion and being so eager to please, they often head in the wrong direction when theyre finally free to choose.Whether youre a filtered doctor or a wild, unfiltered artist, research shows the pond you pick matters enormously. When Harvard Business School professor Boris Groysberg looked at top Wall Street analysts who jumped ship to work for a competitor, he noticed something interesting they stopped being top analysts.Why? We tend to think experts are experts just because of their unique skills and we forget the power of context, of knowing ones way around, of the teams who support them, and the shorthand they develop together over time. Thats one of the things Groysberg discovered when the analysts switched firms but brought their team with them, they stayed awesome.When you choose your pond wisely, you can best leverage your type, your signature strengths, and your context to create tremendous value. This is what makes for a great career, but such self-knowledge ca n create value wherever you choose to apply it.If you follow rules well, find an organization aligned with your signature strengths and go full steam ahead. Society clearly rewards those who can comply, and these people keep the world an orderly place.If youre more of an unfiltered type, be ready to blaze your own path. Its risky, but thats what you were built for. Leverage the intensifiers that make you unique. Youre more likely to reach the heights of success - and happiness - if you embrace your flaws.From Barking Up The Wrong Tree The Surprising Science Behind Why Everything You Know About Success Is (Mostly) Wrong. Copyright 2017 by Eric Barker. Reprinted with permission by HarperOne, a division of HarperCollinsPublishers.

What To Do When Youve Lied on Your Resume

What To Do When Youve Lied on Your ResumeWhat To Do When Youve Lied on Your ResumeYouve lied on your resume or stretched the truth a little or a lot, and now youre worried. Can you get caught? What happens if an employer finds out that your resume or job application isnt accurate? What do you now? Lying on your resume is a bad idea for many reasons, not the least of which is that youre likely to get caught. From the initial hintergrund check to the multiple meetings that make up the interview process, there are just too many opportunities to reveal that youve been less than truthful. Even if you make it through and get hired, youre not off the hook history is full of examples of high-level executives who lost their positions and their reputations after being caught embellishing their resume or curriculum vitae. If youre caught lying before youre hired, you wont get a job offer. If the organization discovers you lied after youve been put on the payroll, you can be fired. Lying on your resume can also impact your future employment. FindLaw notes that it can be harder to get hired when you have a termination for cause in your work history. The question is whether its worth taking a chance on being caught in a lie. But if youre reading this, you already know that its a dilemma. Your problem is that you already stretched the truth on your resume, and now youre trying to cope with the possible consequences. Maybe you just got a call to schedule an interview for a perfect job. However and this is a big however you lied on your resume when you applied so the gaps in your employment history would be a bit smaller or so your belastung job sounded better. Perhaps you even added a job or two to make your resume look more impressive. And now the company wants you to fill out a job application. When you complete the application, you are legally affirming your dates of employment and your employment history. The company may verify those dates with your previous employer. Most Common Resume Lies If you have lied, you have a lot of company. A CareerBuilder survey reports that more than half of employers (75%) have caught a lie on a resume. Think about that more than half the people you know might be guilty of telling fibs on their CV. Another CareerBuilder survey reported on what job seekers tried to get away with most often Embellished skill sets 62%Embellished responsibilities 54%Dates of employment 39%Job titles 31%Academic degrees 28% What To Do When Youve Lied on Your Resume Youve done it, but now youre worried. What do you do? Do you take a chance that you wont get caught? Or, do you try and fix the problem without jeopardizing your chances of getting the job? It wasnt smart to lie on your resume in the first place, because it can come back to haunt you. Even after youve been hired, lying on a job application is grounds for termination at any point in the future even years later. That said, what can you do now thatthe damage is already do ne? Here are options for how to handle it when your resume contains something other than the truth vorkaufsrecht 1. Update your resume. Unfortunately, there are no guarantees and no surefire way to keep yourself in consideration for the job, let alone get an offer, but you could update your resume fix the dates, change some of the wording, and so on and tell the interviewer that you noticed some errors on your resume and have a revised copy. Option 2. Come clean and tell the truth. Another option is to tell the hiring manager the truth, which will probably knock you out of consideration. However, at least you wont be hired based on a lie and wont have to worry about someone finding out after the fact. Option 3. Do nothing. The third option is to do nothing and hope you dont get caught. The danger in that is if they have you fill out a job application, you need to be honest because you can get fired at any point in the future if they find out and/or if they check your references and verify dates of employment. Option 4. Withdraw your application. Another alternative is to withdraw your job application. You dont have to give a reason why. You can simply thank the employer for the invitation and say youre not interested in the position at this time. You have obviously lost your chance of getting the job, but this is the panzerschrankst option if you dont want to explain or to have to deal with the consequences of lying. The Consequences Unfortunately, theres really no safe alternative other than withdrawing, because, with any scenario, theres a chance they wont consider you for the job once they find out. Plus, again, you could be fired in the future if the company finds out you didnt tell the truth. Fix Your Resume If youve fudged the dates on your resume, fix it. Instead of having to worry about getting caught in a lie, considerexplaining the gaps in your cover letter. That way youll be proactively addressing them and not having to scramble after the f act. Once youve got the facts straight, consider tweaking your resume to make it sound better. A few small changes can help you make a better impression on the hiring manager without having to stretch the truth.

Sample Resume Download at a Glance

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3 Reasons That Millennials Are Useful to Your Business - Spark Hire

3 Reasons That Millennials Are Useful to Your Business - Spark HireIn 1976, a poll of twenty-year-old job seekers showed that vacation time and a well-respected job position were very important when choosing a position. Thirty years later, Generation Y employees answered the same questions very differently. It appears that things like ample vacation time arent on the millennials list of important job aspects. But do the statistics from this infographic by MBAUNC (full size below)from 2012 mean that our standards have lowered? Does it mean that we dont like vacation time or value a job position that others would respect? Or is it that our priorities have just shifted somewhat?fruchtwein would agree that this data shows a shift in priorities and culture. We know that the job market is different than in 1976 we know that the demographics are different our understanding of what a job is and how it should work for us is completely different, as well. Of the priorities that define the mill ennial generation, which of them could be leveraged to be beneficial to your company?Millennials want to be developed professionally.52% of millennials agree that career progression is an attractive trait in an employer 65% say that the most influential factor for accepting their current position was that there was opportunity for development. The truth is, too, that many in Gen Y are interested in a style of self-help development. Millennials are likely to have side jobs or even own their own geschftliches miteinanderes on the side which continues to develop their skills in numerous areas. 30% already started a business while still in college 35% have started a side business to supplement what theyre already doing at their day-time job.Millennials know their way around technology because they grew up alongside it.This doesnt just mean theyre savvy about social media. The infographic reveals that millennials move seamlessly between numerous media platforms every hour27 times, actual ly, as compared to only 17 switches among earlier generations. This mean theyre moving from a computer to their cell phone to their iTouch to their tablet and back again 27 times every hour. While this may sound like overstimulation and a recipe for complete distraction, its doesnt have to be. Millennials are also savvy about maximizing the use of each device for their actual usefulness, and they could actually be more productive for it.Millennials are motivated by different things than previous generations.As seen in the infographic, previous generations valued things like ample vacation time and the chance to make lasting relationships with their coworkers. While these things probably still impact a millennials choice in employer, 30% have also said that they want their work to be meaningful in some way. Millennials tend to be self-motivated and to expect a lot from their jobs they want to know that their work is having an impact. ansicht aspects even overtake the consideration of compensation only 28% valued high pay as important in a job. Connect their tasks to the goals and larger vision of the company, and youll be able to use their desire or impact for the companys benefit.The tech savvy, ambitious generation that is sweeping the workplace can be an advantage to companies. If you leverage the skills theyre already carrying with them and help them to find the benefits of the workplace theyre looking for, theyll likely be happy to work very hard.Have you hired Generation Y workers at your company? What unique qualities do you think they bring to the table? Let us know in the comments