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OTUAYAUTO 4-Pieces Tire Pressure Sensor, 68249197AA 434MHZ TPMS - for 2014-2018 Jeep Cherokee, Dodge RAM 1500 2500 3500 - OEM Aftermarket
Color:6849198AA TPMS Sensor

Tire Pressure Monitoring Sensor(TPMS) Used for:
- TPMS can monitor tire leaking and low pressure for safe driving
- Improves fuel economy and spend less at the pump
- TPMS helps to extend the lifetime of a tire
Fitment:
Jeep:
- - Jeep Cherokee (ALL MODELS)

Dodge:
- - RAM 1500 (ALL MODELS)
- - RAM 500 (ALL MODELS)
- - RAM 3500 (ALL MODELS)
Specifications:
- Placement on Vehicle: Left, Right, Front, Rear
- These sensors come pre-programmed specifically for your make/model/year of vehicle, but required activation ID. Our TPMS requires proper relearn procedure to connect to vehicle, work with most major TPMS tools(like OBD tool)/scanner
- Vehicle try-on testing has been conducted on this part to ensure trouble-free installation and performance of OE
Note:
- TPMS sits on the rim centre and is opposite the valve stem
- If a single sensor has reached the end of its lifespan, it is highly recommended to replace all sensors at the same time
- We provide a good product by our most effort. If you had a problem of installation or other situation for no work, please message us before leaving any negative feedback






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1500 RAM Dodge Cherokee, Jeep 2014-2018 for - TPMS 434MHZ 68249197AA Sensor, Pressure Tire 4-Pieces OTUAYAUTO 2500 Aftermarket OEM - 3500 Replacement Sensors

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.

1500 RAM Dodge Cherokee, Jeep 2014-2018 for - TPMS 434MHZ 68249197AA Sensor, Pressure Tire 4-Pieces OTUAYAUTO 2500 Aftermarket OEM - 3500 Replacement Sensors

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

1500 RAM Dodge Cherokee, Jeep 2014-2018 for - TPMS 434MHZ 68249197AA Sensor, Pressure Tire 4-Pieces OTUAYAUTO 2500 Aftermarket OEM - 3500 Replacement Sensors

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