The millennials and dirty old man, a spicy metaphor

Why Millennials leave companies?

Source: www.lapatilla.com

An elderly gentleman with a lot of money, very sure of himself, believes his wealth and power granted the right to seek in youth the attributes that nature has disappeared or gradually deteriorated on his wife, companion of all life. He decides leve her  and find a young companion. For a while everything seems wonders and the gentleman thinks he has rejuvenated. Clearly, money, generous checks and access to luxuries motivated the young to accept the company of someone who could be her grandfather.

Before long,  begin the difficulties and disagreements; Young is happy, dynamic and up scatterbrained, maintains a pace of life that the lucky suitor can no longer hold; the rhythms of life are clearly different.  Without warning, she starts to leave mentally and physically, each absence is longer tin time. Once the old man finds her on the street, showing too much affection for someone who did not seem to office, perhaps a bum, a kept man, someone without a future. But he was young and old companion , showed that loyalty was not a recognizable quality in her.  A dirty old man (DOM) once treated as a disposable object to his faithful wife, now he discovered that it was also a disposable object for the  scatterbrained young girl.

Source: www.loquenosabias.net

How does this story with business? Lot, especially in the field of human resources, when focusing on the obsessive preference  by millennials and contempt from  the CEO or Human resiources recruiters (HRR), indifference or even irritation they feel when presented with a candidate who has more years that they (usually 35 years).

Millennials is conquering the world and making their mark in today's society as did previous generations. Those who arrived at the beginning of adult life around 2000, are known as a hyper group and very familiar with the technology that interact in social media or as the boomerang generation who has returned to live with his parents. For some, the millennials represent protesters middle class Squat movements, new generations of professionals highly indebted or narcissists who made "selfie" the most famous word in recent years (Nava, Karp, Nash, 2014: 1)

In companies presently it preferred young professionals, among which are the millennials, which are believed to have extraordinary abilities and professional skills. For HRR and entrepreneurs or CEOs, millennials have the power of the philosopher's stone that turns everything into gold; ie they can "solve any business problem." The problem is that even though some are bright, many of them not, but all adopt the pose of special people or prima donna of opera. The truth is that they can achieve results if they work in organizations working with older partners, who have the experience, willingness to work regardless of the age of their peers. Millennials may be tech-savvy but do not know the subtleties of critical thinking, accumulated knowledge and even wisdom of older workers, so although they are valuable supplements in the organization, are not absolutely essential (nor are the most age workers).

When millennials decide to resign from the company for various reasons, some are shown in the graph, executives, especially the HRR, despair and lose control without managing to see that the solution lies in people staying in the institution.

A sign that millennials are not indispensable absolutely as believe those that are blinded by the apparent brightness is that when they are removed,  organization  not plummets, because it continues to operate until another millennial appears or problems resolved with staff will not leave. If they were the source of knowledge, the absolute masters of the solutions, visionaries who see the future clearly, innovators who only have winning ideas, fans of them (CEOs, HRR that are decidedly hostile to the elderly) could have reason to despair when some of them leaves the company. The supposed superiority in the use of technology is spurious if they do not add value to the organization. It is a waste to have a millennial access to 50 digital networks and many network resources, but does not know statistical analysis to detect a trend in sales and make appropriate recommendations. It is like putting a "plastic pretty flower" in the CEO's office (unless he has a lot of money and bad taste).

Source. Gananci.com

In fact, the complaint and lamentation by the output of a millennial is justified only rarely (but the HRR is wailing not know by stubbornness, foolishness and sheer ignorance). The complaint would be justified only if the millennium had had an outstanding performance in the company, if it had been do as the light scattered the darkness and lit the way to guide all. If it was just brilliant in their tasks without these transcend the organization, you can not say that was a good idea hiring and assigning them excessive privileges.

So, we believe that there is a parallel between green old of our history and the CEO or HRR weeping over the departure of their "millennials ones." Both overestimated their strength and potential. The DOM believed that with money or power could conquer the curvaceous young forever; but he did not mind the limits of nature or their limited ability to keep up with the young. The HRR or CEO addicted to Millennials thought they could control, coerce and even manipulate; but they find that their managerial powers or smell to recognize and detect potential in atrophied or collaborated fully know the mindset of the millennials.

The following table shows the parallelism between dirty old man (DOM) and the CEO or the HRR. I do not know if in this case it applied the phrase "All resemblance is purely coincidental" ; in any case you judge.

Table 1. Analogy between milennials and young lovers

Situation	Millenials (HRH)	Young (Dirty old man)
Mental state (mental fallacy)	The RRH think being fashionable hiring young, apparently endowed with extraordinary profesional skills; thinks that with them, the company will be competitive	DOM believes that if he has a young lover, and  rejuvenation is achieved
Decision	Ignores "old" (over 35 years) collaborators, fallacy ad hominem (if an "old" is outdated, others too)	Leave aside his faithful wife, who was his engine life and success, who knows his strengths and weaknesses
Assessment of strengths	Believes in management capacity, control capacity, domination and power to  mistreat the millennials. The company is attractive to all	Assumes that has vigor, energy and time needed to live well with the young lover. Money is useful for all
Signs  (beauty)	Some have titles and real powers, some not, but all are digital natives. Only millennials really know what they can do but take advantage of the myth about them	Beauty can be artificial (plastic surgery, silicone or can even be a transsexual). Only the girl knows, but uses his charm to gain the attention of the DOM
Performance or behavior	Millennials can be really competitive, or they can hide weaknesses after prima donna attitudes	Can be loyal, may have frigidity and even prefer people of the same sex, but for the money deceives the DOM
Unexpected effect	They leave the company, can go to the competition or to a smaller company	Leaves DOM, can be paired with vague or maintained without a penny or future (common occurrence)
Control of the situation	They have no idea how to use the potential of millennials, can not handle them or coercing them	Impotence, underperforming and infirmities away him from the girl. The blue pills do not work.
Cause	Thye dont have genuine management capacity, do not speak the language of millennials, do not know their values	HRR does not know his limits, does not speak the language of the young, does not know their values ​​and preferences

Source: Carlos Rivas, oct 2016

The old, to maintain and retain young, besides money and luxuries must live the frantic pace of it,  must understand her tastes and interests, must know her verbal and emotional language, but can not always because nature is relentless and puts limits. With or without money, she will leave. It may not be the "John Charrasqueado" an old Mexican song. (2)

The CEO or RRH, to keep the millennials must also adapt to them, treat them with respect (they not support abuse and are intolerant of abusive or overbearing), speak their language, adopt their values. Nor do so because they do not understand their way of life and can not catch up with them, it will also be out of date and out of focus on what they do or can do. They act as a DOM and believes to be an Olympic athlete (3)

When someone is neglected or underrated by a RRH fan of the millennials, think that acts as a DOM,  who has the money to attempt the seduction of the young, but not what is natural to youth. The RRH believes that for millennials have the power, the ability to create or destroy jobs, assign or remove privileges and therefore will be accepted; but the millennials are disloyal by nature and way of life, and he will put aside by his obsession really valuable people.

Notes

(1)   Since the defection of millennials seems to be a common phenomenon, an investigation should find a sufficient number of cases, if the output of which produces a significant drop in organizations, the sales decline or loss of value the bag. Or, if the arrival of a millennial significantly raised the value and competitiveness of the organization.

(2)  John Charrasqueado is a Mexican song that recounts the adventures of a "peasant don juan" so fickle and conqueror, to the point that all the ladies were seduced by him.

(3)  We say "some" because there are contributors outside the group of millennials who are 40, 50 60 years with a mental activity, creativity, enthusiasm for work, an experience that makes them equal or superior to the best millennials or most from them; also they have a forgotten quality, loyalty. The only gap can be on knowledge and mastery of technology, because while others are digital natives, they are only digital migrants.

Link to listen Juan Charrasqueado

https://www.youtube.com/watch?v=iWaw7bKaVk4

  References

Nava, Marcial;  Karp,  Nathaniel; Nash-Stacey Boyd (2014) La paradoja de la generación del milenio BBVA, 16-12-2016

https://www.bbvaresearch.com/wp-content/uploads/2014/12/141216_US_BW_BankMillennials_esp.pdf

Black holes: On sky and earth, closer than you imagine

Black Holes and toxic bosses. A disturbing parallel

We can not see, at least directly black holes, do not we discover as some are dormant, but researchers at the University of Maryland, NASA Goddard and the University of Michigan recently discovered one of these giants asleep devouring a star.

The black hole called Swift J1644 + 57, is 3.8 trillion light years from  center our galaxy. It was detected in 2011 when a passing star voracious giant awoke, the action was recognized by capturing the reverberation of X rays, emitted when the black hole prepared to absorb this star and other celestial bodies.

Clearly, black holes are not good for active star like the sun or planets; just as in organizations are toxic bosses, which also devour or predate the best employees and therefore are negative and destructive. Toxic bosses devour the potential, initiative, proactivity, the skills of the best professionals and are left alone with the worst, hardcore toadies, who as space debris, are around.

Since it is possible full parallelism, we present a set of identical questions to both,

1. What is a black hole? It is a region of space that has so much mass concentrated in it that a nearby object cannot escape its gravitational field. A black hole relates to such a strong gravitational pull that nothing, including particles and electromagnetic radiation such as light, can escape from within. This strong gravity occurs because the matter has been compressed into a very small space; It occurs when just the life of the stars and are invisible because light cannot escape them; but telescopes with special equipment can detect them, observing the matter and stars that are near black holes.

The General theory of relativity predicts that a sufficiently compact mass can deform space and time to form a black hole. The boundary of the region which is not possible escape is called the "event horizon" •

2. Are there black holes? Yes, astronomers have discovered many objects that can only be explained as black holes. These objects are dark, cannot be seen but exert a strong influence on the stars, gas and even the surrounding space. The objects are so dark, dense and heavy that have to be black or holes or something even more exotic.

3. How does a black hole form? When an object reaches a certain critical density and gravity causes it to collapse until it becomes an almost infinitely small point. These objects can be stars that collapse.

4. What can escape from a black hole? Nothing to fall into a black hole can back out, at least in the original form. But a black hole may lose some of its mass according to quantum theory for the formation of "virtual partners" of particles that quickly cancel each other out and disappear. The material returns to space as energy and subatomic particles. This energy is known as Hawking radiation in honor of Stephen Hawking.

5. Are there different types of black holes? There are several qualified by criteria: Static (Schwarzschild black holes), rotating (Kerr), static load (of Reissner Nordström) and in rotation with load (Kerr-Newman). They are also classified according to their mass in micro black holes, stellar-mass black holes, black holes of intermediate mass and supermassive black holes. Depending on their origin, they are classified as stellar black holes and primordial black holes.

6. How many black holes exist? Data collected with the space nuclear spectroscopic telescope NASA (Nustar) suggests the existence of millions of black holes in the universe, some even hidden. The high-energy X-rays can confirm its existence.

7. Can black holes disappear altogether? No, the process of creation, evolution and eventual disappearance is part of the evolution of the universe. They are as real and necessary as protons and electrons in atoms. While there are stars, there is the potential of black holes.

Stephen Hawking in 1976 stated categorically that black holes exist and set the characteristics we all know now. By 2014 he changed his mind and changed some parameters regarding its existence, yet remain singularities of the universe, yet invisible, always dangerous and destructive buts.

Drawing a parallel with toxic, harmful and dangerous bosses, sometimes very dangerous, for the organization and employees, describe what they are and do the same questions. 

1. What is a toxic boss? It is a boss who mistreats its employees, for no reason, not value his colleagues ignored, makes them feel bad or always creates a bad working environment.

Some vices that reveal the toxic boss:

She cries a lot and does not respect. Does not communicate or nor knows how to communicate. It gives great importance to the titles, positions and displays like medals. It is authoritarian, creates anxiety and fear. Always on the defensive, is not trusted, not keep his word and irresponsible. It is harassing or intimidating, humiliates others when orders abusing his position. It is micro retailer who does not delegate because he wants everything to be done according to his tastes or he fears the best. It's workaholic and do not know schedules, call and send emails at any time. Is all-numbers, obsessed with the results, confuses ends with means. Practice favoritism, with likes and dislikes, it is not fair. It is servile and fawning to those above him, may be creeping, conspirator, sells his soul to the devil. Has a great inferiority complex, is very insecure, he not has a personal trust or confidence in his  abilities because hi does not has them. And of course, always looking for culprits to hide their mistakes.

2. Are there toxic bosses, or "human scale black holes" in the organization? Bad bosses abound, pollute workplaces. Some do it openly, while others manipulate their employees to use them as instruments of their own success.

3. How can a toxic boss is formed? Basically when it comes to a person without professional or personal skills, a trickster (eg someone with false or legitimate titles purchased at auction); when the charge is delivered via favoritism, nepotism, collusion or any way omitted or prevents proper selection to choose appropriate leaders. In the public sector is the norm this infamous way and therefore the proliferation of toxic leaders at all levels, from ministers to the lowest position in the organization.

Often the condition to display a toxic boss is previously office or position is that arrives is occupied by a moron. The word sounds strong but fair, a person with genuine personal and professional skills that have been in a public entity may account for it. This group is one which exist in all classifications (public company are at least 90%, apprentices, incompetent or stupid)

Someone comes with or without titles, but incompetence jumping to the visit from the first order, which rests immediately someone to do everything. When he/ she  chooses a competent, honest person with values, everything goes better. But when he/ she  chooses a manipulative, ambitious, unscrupulous, without real skills (often fake degrees), conspiratorial and poisonous falls into their networks and this person exercises the real power, while openly manipulates the "stupid boss" and play their own cards. They are like Cardinal Richelieu, "ambitious unscrupulous cynics" who manipulate the king, the "stupid boss".

When the boss is stupid and his "assistant" is in office, he immediately reveals his condition toxic boss. It's time to annoy, harass and if you can, get rid of enemies or people who represent a hindrance or moral restraint.

4. Is there anything that can escape a toxic boss? No one except sycophants, menial and people he has chosen as his ravings and accomplices of continuous blunders. Are the curators, planted spies or lookouts in the organization who watch others and that many unfairly give them away to relieve the paranoia of toxic boss. The Waylon Smithers (assistant to Mr. Burns, The Simpsons) .are the only immune to their venom, at least until you find or need other more servile and perfidious.

5. Are there different types of toxic bosses? A classification that is not the only or final is as follows:

The "Connect" or inappropriate "friend". It's too "friendly", but cannot form a good team. Invite drink outside working hours, it is gossip.

The micromanager. He makes you feel you're under constant surveillance; he can return a 20-page report that a clip is used instead of a staple.

The tyrant. Machiavellian tactics used to feed his ego constantly. He just wants to keep power, for it manipulates and intimidates anyone takes. Those who support it become "first admirals," others are condemned to "wash the cover and clean the latrines."

Incompetent or "stupid". This boss was promoted or hired a hurry without knowing whether it was able to take the job. He is a friend, family member, an accomplice; it is the predominant feature in the public sector (at least 95% of the heads has this feature).

The robot. In the mind of the robot you are the employee number 72 with a production level of 84 and 91 experience points.

The visionary. They may have innovative ideas, but lacks the leadership necessary to implement these plans.

The head gull. We've all had a boss like that. It is the one who is always absent and one day decides it's time to work, make some changes to the project in turn and get angry when they do not understand its progress.

6. How many bosses are toxic? In the world there are millions. In the book, 'New management for dummies' Ana Maria Castillo and Juan Carlos Cubero, professionals with extensive experience in the academic and business world, claim that they are toxic four out of 10 heads (in the private sector, the public sector 8 or 9 out of 10)

7. Toxic bosses can disappear? Never, as long as the public sector; while never favoritism, nepotism, collusion and the need for adulation and servility by those who are appointed or designated for the post of chief.

No matter what  methods are used, bad bosses cause irreversible damage to their companies and employees to prevent them from performing to their full potential and create unnecessary stress damage.

It is worrying is the amount of bad bosses in the world. A Gallup research found that 60 percent of government employees are unhappy because they have a bad boss. Another study found that 69 percent of workers surveyed compared to bad bosses with much power to three year olds with much power.

In the case of black holes the best way to avoid them is to know its position and stay out of the field of influence, keeping the spacecraft away from them. For now still is fantasy. In the case of toxic bosses, each person has their own way: Some keep low profile; others openly faced while goodbye to the company (these toxic bosses are like scorpions, always bite and inject venom), or resigning to pursue new opportunities. One of the greatest skills that a person can develop is the ability to neutralize toxic people; It is not easy and requires a lot of emotional intelligence.

You can find interesting tips to avoid toxic bosses

https://www.entrepreneur.com/article/268214

Reference

Agujeros negros

http://www.ifca.unican.es/sites/default/files/preguntas/archivos/Agujeros_negros.pdf

Andrea Coloma  Fuente Publicación (2015)  ¿Cuántos agujeros negros hay en el universo? 2015-07-07 22:06:27  

http://noticias.starmedia.com/ciencia-salud/cuantos-agujeros-negros-hay-en-universo.html

Travis  Bradberry,  junio 2016.  Cómo "neutralizar" a estos  7  jefes tóxicos

https://www.entrepreneur.com/article/268214

John Wenz | « Gun Deaths Dropped Following Australian Gun Control Laws, Study Says Astronomers Watched a Black Hole Gobble a Star

June 22, 2016 4:20 pm

http://blogs.discovermagazine.com/d-brief/2016/06/22/astronomers-black-hole-eat-star/

What Is a Black Hole?

Nasa, June 4, 2014

http://www.nasa.gov/audience/forstudents/5-8/features/nasa-knows/what-is-a-black-hole-58.html

 

ISABEL MUNERA Cuatro de cada 10 jefes son tóxicos. ¿Cómo es el tuyo?

Madrid, 16/11/201517:10LABORAL

http://www.elmundo.es/economia/2015/11/16/564386d2ca474195628b45b3.html