1. Home
  2. 45W 65W 4X20M26268 Cord Adapter Supply Power Laptop USB-C s340 c340 500e 300e 100e c330 Chromebook 920 730S S730 730 C930 C740 C940 Yoga T480s, T580 T480 ThinkPad Lenovo for Fit Charger AC C Type
  1. facebook
  2. twitter
  3. linkedin
  4. pinterest
65W 45W 4X20M26268 Type C AC Charger Fit for Lenovo ThinkPad T480 T580 T480s, Yoga C940 C740 C930 730 S730 730S 920 Chromebook c330 100e 300e 500e c340 s340 USB-C Laptop Power Supply Adapter Cord

Compatibility -1: Compatible with Lenovo 100e 300e 500e Chromebook c340 s330 s340 c630 Yoga, ThinkPad A275 A285 A475 A485 T470 T470s T480 T480s T570 T580 T580s T490 T590 T495 E480 E580 E485 E585 E490 E590 L480 L580 X270 X280 X380 X390 X395, Yoga 370 720 720s C630 730 730S S730 910 920 C930 (13" ONLY!) C740 C940 S940 S540 C740-14 C940-14 S940-14 730-13IKB 910-13IKB 920-13IKB C930-13IKB S730-13IWL, ThinkPad X1 Carbon 5th 6th 7th Generation, X1 Yoga 2nd 3rd 4th Gen, X1 Tablet 2nd 3rd gen,





skip to content

45W 65W 4X20M26268 Cord Adapter Supply Power Laptop USB-C s340 c340 500e 300e 100e c330 Chromebook 920 730S S730 730 C930 C740 C940 Yoga T480s, T580 T480 ThinkPad Lenovo for Fit Charger AC C Type Laptop Replacement Parts

the post-millennial generation is about to arrive in your workplace, but there are few overlaps between these digital natives and their older colleagues. poised to disrupt the workforce with an influx of 61 million job seekers, generation z brings characteristics and expectations you might not anticipate to the office. here’s what you need to know to stay ahead of the transformation.

45W 65W 4X20M26268 Cord Adapter Supply Power Laptop USB-C s340 c340 500e 300e 100e c330 Chromebook 920 730S S730 730 C930 C740 C940 Yoga T480s, T580 T480 ThinkPad Lenovo for Fit Charger AC C Type Laptop Replacement Parts

who is gen z?

members were born between 1995-2010, meaning the oldest are 22 and just entering the workforce.

  • 48% – forty-eight percent are non-caucasian1, which makes them the most diverse generation to date.
  • defined by privacy, cautiousness, practicality, and mindfulness of the future, they tend to be more like their grandparents than millennials

unprecedented digital connection…

gen z has never known life without technology at their fingertips (the first smartphone debuted when they were infants).

  • – on average, they use five screens – smartphone, tv, laptop, desktop, and ipod or ipad.2
  • 96% percent own a smartphone.3
  • more than half spend at least 10 hours a day on an electronic device.3

…but crave real-life connection

despite being inundated with technology all their lives, gen z expresses concern about their digital devices and place high value on offline relationships.

  • only 49 percent agree that social media is an important part of their life.1
  • nearly 60 percent are concerned that social media is too public.1
  • 37% – thirty-seven percent worry that technology is weakening their ability to maintain strong interpersonal relationships and develop good people skills.4

cautious (but reasonable) consumers

this generation grew up in the great recession and the occupy wall street movement, which has made for frugal shoppers with a distrust of big brands.

.

  • 35% – thirty-five percent plan to start saving for retirement in their 20s.5

gen z at work

gen z makes up the latest wave of young professionals entering the workforce. outnumbering their millennial predecessors, this group will make up forty percent of the working and consumer population by 2020.twenty-eight percent of millennial managers look to gen z with concern, doubting their ability to recruit, retain, and train them. 5 gen z are hard workers – an asset to employers – but when it comes to recruiting and retaining, what matters to these incoming job seekers? we’ve compiled results from several surveys to find out.

practical prospects

gen z is deeply driven by security. more pragmatic than millennials, gen z express concerns about money and benefits.

  • 65% – sixty-five percent of respondents think salary is important.6
  • 70% – seventy percent describe salary as their top motivator.7
  • 70% – seventy percent say their top “must have” is health insurance.7

career ownership

not only do gen z work hard, they also take responsibility for their career. this generation is willing to put in the extra hours if they’ll be rewarded for it. they are competitive and want to be judged by their merit. this means they also value skill development and self-improvement, and they often prefer to work independently.

this also makes for a generation of entrepreneurs. nearly half (42 percent) of the monster multi-generational survey respondents want to have their own business someday.7

  • only 38 percent of respondents consider work-life balance to be important.6
  • 76 percent describe themselves as responsible for driving their own career.7
  • 58 percent say they’d work nights and weekends for higher pay.7

technology as a tool

while generation z are anything but strangers to technology, they view it is a tool – not a toy. they are less enamored with flashy new releases than previous generations. these employees expect work phones and laptops. adept at quickly picking up new technology and instantly accessing information, you can expect gen z workers to learn and start contributing sooner rather than later.

  • 23% – twenty-three percent of respondents expect texting to be essential to workplace communication.7

fans of face-to-face

perhaps because of their digital environment, gen z place high value on face-to-face interaction. these employees don’t just want to work for you – they want to be coached by you, too. social experiences matter in the workplace and beyond, which makes culture a key convincing point for recruiters. gen z is also the most accepting generation yet, so they feel right at home in a diverse work environment.

  • 40% – forty percent want daily interactions with their boss and think they’ve done something wrong if they don’t.5

the bottom line

employers prepared to deliver a positive and rewarding day-to-day work experience with competitive compensation will be well-equipped to welcome their youngest workers. earning a bachelor of arts in human resource management or a master of arts in human resource management from concordia university, st. paul, is an excellent way to refine your hiring and training practices.

sources:

  1. http://www.collaborata.com/projects/198
  2. https://www.ibtimes.com/marketing-generation-z-millennials-move-aside-brands-shift-focus-under-18-customers-1782220
  3. http://mediakix.com/2017/03/the-generation-z-statistics-you-should-know/#gs.aenzufs
  4. https://www2.deloitte.com/content/dam/insights/us/articles/4055_fow-genz-entry-level-work/4055_fow-genz-entry-level-work.pdf
  5. https://www.cnbc.com/2018/05/01/61-million-gen-zers-about-to-enter-us-workforce-and-change-it.html
  6. https://www.visioncritical.com/generation-z-statistics/
  7. https://www.monster.com/career-advice/article/gen-z-boss-0816

45W 65W 4X20M26268 Cord Adapter Supply Power Laptop USB-C s340 c340 500e 300e 100e c330 Chromebook 920 730S S730 730 C930 C740 C940 Yoga T480s, T580 T480 ThinkPad Lenovo for Fit Charger AC C Type Laptop Replacement Parts

WWW.AFLAM.COM RSS