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PCV Valve,Black 90° PCV Valve Kit Fit For Honda Acura/Toyota 17130PK1003 17130-PM6-003

Specification:
Condition: 100% Brand New
OE: 17130PK1003 17130-PM6-003
Color: Black
Fitment:
Fit For Acura CL 1997-1999  
Fit For Acura Integra 1988-1993  
Fit For LS; RS; Special Edition; 1.8L; B18B1 Eng.; Non V-Tec 1996
Fit For GS; LS; RS; 1.8L; B18B1 Eng.; Non V-Tec 1997-1998
Fit For S; Si; 1.6L; D16Y7 Eng.; D16Y8 Eng.; SOHC 1996
Fit For S; Si; 1.6L; D16Y7 Eng.; D16Y8 Eng.; SOHC 1997
Fit For Honda Odyssey
Fit For L4; 2.3L; F23A7 Eng. 1995-1998
Fit For Honda Passport 1996-2000  
Fit For Honda Prelude 1988-2001  
Fit For Isuzu Amigo 1998-1999 L4; 2.2L
Fit For Isuzu Oasis 1996-1999  
Fit For Isuzu Rodeo 1996-1999 V6; 3.2L
Fit For Isuzu Stylus 1991-1993  
Fit For Isuzu Trooper 1998-1999  
Fit For Isuzu VehiCROSS 2000  
Fit For Lexus ES250 1990-1991  
Fit For Lexus GS300 1993-2000  
2001 L6; 3.0L; 2JZGE Eng.; To 5/01
Fit For Lexus IS300 2001  
Fit For Lexus SC300 1994-2000  
Fit For Toyota Camry
Fit For V6; 2.5L 1988-1990
Fit For V6; 2.5L; 2VZFE Eng.; To 9/91 1991
Fit For V6; 3.0L; 3VZFE Eng.; From 6/91 1991
Fit For V6; 3.0L 1992-1993
Fit For Toyota Paseo 1992-1998  
Fit For Toyota Sienna 1998-2001  
Fit For Toyota Solara
Fit For V6; 3.0L 1999-2001
Fit For Toyota Supra
Fit For 2JZGTE Eng.; From 5/93; Includes Turbo 1993
Fit For Includes Turbo 1994-1995
1996-1998  
Fit For Toyota Tercel  1987-1988 3E Eng.; Hatchback; Sedan
1989-1998

Package List:
2 * PCV Valve Kit Accessories








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PCV Valve,Black 17130-PM6-003 17130PK1003 Acura/Toyota Honda For Fit Kit Valve PCV 90° PCV Valves

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.

PCV Valve,Black 17130-PM6-003 17130PK1003 Acura/Toyota Honda For Fit Kit Valve PCV 90° PCV Valves

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

PCV Valve,Black 17130-PM6-003 17130PK1003 Acura/Toyota Honda For Fit Kit Valve PCV 90° PCV Valves

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