University of the Incarnate W

Myths and the Sacred

Myths – as they are known to most of the world – give insight into the pasts of various countries and religions as the people saw them. In the study of religions, myths are important components. They (Links to an external site.) are specific accounts of gods or superhuman beings involved in extraordinary events or circumstances in a time that is unspecified but which is understood as existing apart from ordinary human experience. These narratives concerning sacred reality and its relationship to humanity; are designed to disclose ultimate truth about crucial human questions. Myths of origin, in particular, define how the Earth itself was created, along with the universe, heavens, hell, people, and creatures that exist today. Using two creation stories from the list below, you answer the following questions:

  1. Who tells these stories? Is it from a sacred book, oral legend, or religious leaders?
  2. How did early people in the the stories you chose explain their origins?
  3. Do these stories provide enough evidence for the existence of creation and great flood from a legal/historical point of view? Or Are these stories to be taken literally or allegorically (metaphorically)? Why or why not
  4. In your opinion, what purpose do these stories serve in society? (What contribution do they make toward the improvement of society?)

As always, reference the stories in your answers.

Reading: Hebrew/Christian Creation Myth

https://www.cs.williams.edu/~lindsey/myths/myths_15.html (Links to an external site.)

Reading: Greek Creation Myth

https://www.cs.williams.edu/~lindsey/myths/myths_16.html (Links to an external site.)

Reading: Creation Stories from the Philippines (Read the second story by Igorot)

https://www.pitt.edu/~dash/creation-phil.html (Links to an external site.)

Read: The Mayan Creation Myth

http://www.laits.utexas.edu/doherty/plan2/wren.html (Links to an external site.)

Reading: Australian Aborigine Creation Myth
https://www.cs.williams.edu/~lindsey/myths/myths_13.html (Links to an external site.)

Reading: Cherokee Creation Stories
http://tennesseeoverhill.com/wp-content/uploads/2014/12/Cherokee-Creation-Story.pdf (Links to an external site.)

Reading: Iroquois Creation Myth

https://www.cs.williams.edu/~lindsey/myths/myths_12.html (Links to an external site.)

Reading: African Bushmen Creation Myth
https://www.cs.williams.edu/~lindsey/myths/myths_14.html (Links to an external site.)

Reading: Modern Scientific Origin Myth

https://4.files.edl.io/16f1/09/13/18/163305-3af0b34e-2ecd-47c3-88a4-29ca0becbf47.pdf (Links to an external site.)

Reading: The epic of Gilgamesh: The story of the flood

https://www.poetryfoundation.org/poems/57375/gilga…

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University of The Incarnate W

Please create a discussion response to the discussion post below. Minimum of 175 words.

Millennials post-pandemic

     I think millennials would be more apt to stay with their current employment, especially because most of them were out of a job for a long time and some had to rely on public welfare to make ends meet during the pandemic. To finally be able to return to work and make their own money once again, most millennials will stay with their most current job, so that they do not have to learn new skills and can focus solely on getting back on their feet post-pandemic. This does not mean that a millennial will not eventually seek employment elsewhere, once they decide they are bored with their current job or seek higher pay, but I think this would take months to years after settling back from quarantining.

Millennials will be less likely to switch employers for higher wages after the pandemic

           While it may be true that millennials are more likely to switch jobs for higher wages because they are dissatisfied with employment, there are other factors that come into play, like personal investment in their job and what sector they are currently working in (AbouAssi et al., 2019, p. 225). Gallup has reported that the number of millennials to switch jobs is three times the number of non-millennials (Adkins, 2021). However, because we are in a state of a pandemic, which had shut down a lot of businesses and left many people without a job, to be back at work is a huge sigh of relief to them. Thus, I think that the number of jobs hopping has and will decrease in the coming months. The reason for this is because it takes a lot of time to search for a new job, adapt to their new job description, and learn their new skills and job specifications, especially if it’s a different sector all together (Snell et al., 2015, p. 132). Finding a job is a daunting task, then having to adapt to a new workflow and go through a recruitment and selection process would not appeal to many millennials that were out of work for some time (Snell et al., 2015, p. 133). Just being able to earn their own income again is what millennials will focus most on, instead of finding a job with higher wages.

Millennials will leave their current employer once job dissatisfaction arises both pre- and post-pandemic

           The authors of the study concluded that dissatisfaction and tenure are positively associated with leaving one’s current employer, while satisfaction with their job is negative associated (AbouAssi et al., 2019, p. 234). This may be because the employer or manager has failed to express appreciation and support, minimize unnecessary criticism, or failed to follow up with the employee’s goals are reasons that a millennial will feel dissatisfaction with their job when evaluating their performance (Snell et al., 2015, p. 330). If managers fail to focus or offer opportunities for advancement within the company, most millennials will be quick to leave and find new employment (AbouAssi et al., 2019, p. 222). This may be from boredom in their current situation and not being challenged mentally enough to want to stay. Millennials are more ready to leave than other generations because they feed from their own drive to do a job well done every day. If the work becomes mundane and monotonous than millennials will more likely seek a new employer, regardless of having to learn new job skills and specifications.

Millennials who volunteer are more likely to stay with their current employer or sector both pre- and post-pandemic

           Millennials are committed to social causes and therefore, have a higher likelihood of volunteering (AbouAssi et al., 2019, p. 220). Thus, even if a job became mundane or the work was not stimulating, those millennials that volunteer for social causes will not leave their employers post-pandemic because they would feel bad to put the pressure on their employer to find a new replacement. Those millennials would understand the time and money needed to find and train a new employee. This is especially true if they worked for an organization that created a work-life climate, allowing paid time off to volunteer and balance their employees’ work and personal needs (Snell et al., 2015, p. 437). These employees would feel fulfilled at their current employment and would have no desire to start over at another company or sector.

Millennials and the Great Resignation movement

           During quarantine, many, including millennials, had a lot of time to rethink their priorities during the pandemic, especially with the rise of working from home (Skolnik, 2021). By allowing millennials to work from home, they get to balance their social, family, and work life so much better and easier. They would be able to devote more time at home, even while working, because they would already be at home. Further, this allows millennials to find more free time to volunteer for their favorite social causes, thus appealing more to millennials to quit their 9-5 jobs and opt for remote work. Millennials are already known for being the generation to frequently job switch, per AbouAssi, so being part of the Great Resignation is not at all far-fetched.

AbouAssi, K., Johnson, J. M., Holt, S. B. (2019). Job Mobility Among Millennials: Do They Stay or Do They Go? Review of Public Personnel Administration 2021, Vol. 41 (2), 219-249. https://doi.org/10.1177%2F0734371X19874396

Adkins, A. (2021). Millennials: The Job-Hopping Generation. Gallup. https://www.gallup.com/workplace/231587/millennial…

Skolnik, J. (2021). From Striketober to the Great Resignation: Pandemic pushes worker to rise. Salon. https://www.msn.com/en-us/news/us/from-striketober…

Snell, S., Morris, S., Bohlander, G. W. (2015). Managing human resources (17th Edition). Cengage Learning.

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University of the Incarnate W

Please create a discussion response to the discussion post below. Must be 175 or more words.


Post pandemic findings

Personally, I believe our society lives a fast-paced lifestyle and the pandemic really forced us to slow down. Some people were fortunate to be able to continue working and sadly, others found themselves without jobs. While this likely created financial stress, I think there was a benefit from the time spent at home and away from extended family. It allowed us to realize the importance of our personal relationships and not take life for granted, our own and the lives of others. These reasons make me believe that the results of the research presented in the article would still be the same.

I think the millennial mentality exists with or without the pandemic. The article discussed data from the National Longitudinal Survey of Youth 1997 cohort (NLSY97) and found that low pay and job dissatisfaction contributed to job switching across sectors (AbouAssi, et.al., 2021). After experiencing the global loss of millions of lives and maybe even losing close relatives, millennials may be realizing that their compensation may not be reflective of their value and worth, not only to the employer but to being away from their families. Others may simply have enjoyed their time away from work and are now realizing that they are not satisfied with the time constraints of a career.

Salary/Pay Hypotheses

Compensation consists of direct and indirect compensation (Snell, et.al., 2015). Employee wages, salary, incentives, bonuses, and commissions are examples of direct compensation while employer provided benefits and nonfinancial compensation, such as employee recognition programs and flexible work hours are examples of indirect compensation (Snell et.al., 2015). Researchers hypothesized that across job sectors, millennials will switch employers or sectors in search of higher wages (AbouAssi, et.al., 2021). The data in Table 1 showed that a percent increase in wages in the year of switch was much higher for the group who switched sectors than the group who switched employer (AbouAssi, et.al., 2021). This result suggests that in order to persuade workers to switch sectors, a larger pay increase is required (AbouAssi, et.al., 2021).

Dissatisfaction Hypotheses

The second hypothesis stated that millennials will more likely leave a current employer or sector as job dissatisfaction increases across job sectors (AbouAssi, et.al., 2021). Snell et. al. mentions that the millennial generation is particularly interested in meaningful work (2015, p. 21). It is common for millennials to switch employers because of dissatisfaction with their jobs but it is less common for them to switch sectors (AbouAssi, et.al., 2021). Job satisfaction can encompass many factors, salary, organizational support, career and personal development, and work flexibility to name a few. Any sort of effort that makes a job feel more rewarding or satisfying by adding meaning to the job is called job enrichment (Snell, et.al., 2015). When employees are intrinsically motivated at their workplace, they take pride in their work and are motivated to do a good job because they feel as though they are making a difference (Snell, et.al., 2015). I believe that the pandemic would not change the results of this research. Millennials would leave their place of employments if they were dissatisfied with their job.

Volunteering Hypotheses

Research discussed in the article suggests that when employees participate in sponsored volunteerism, their commitment to and identification with the organization increases (AbouAssi, et.al., 2021). These results further suggest a potential higher retention rate among employees who also have had a history of volunteerism (AbouAssi, et.al., 2021).

The Great Resignation

The pandemic has pushed many towards telework, home schooling children, and other social and economic changes. These dramatic changes will continue to shape our work decisions even after things return back to normal. According to the Bureau of Labor Statistics, over 3.6 million people dropped out of the workforce between April and July of this year. This trend was coined the Great Resignation by psychologist Anthony Klotz. I do not believe that only millennials are contributing to the Great Resignation, but I think they make up a large portion of the group. A recent analysis by the Harvard Business Review looked at 9 million employee records and found that resignation rates were the highest among 30–45-year-old employees (Cook, 2021). This showed an average increase of more than 20% between 2020 and 2021 (Cook, 2021).

References

Snell, S., Morris, S., Bohlander, G. W. (2015). Managing human resources (17th Edition). Cengage Learning.

AbouAssi, K., McGinnis Johnson, J., & Holt, S. B. (2021). Job mobility among millennials: do they stay or do they go? Review of Public Personnel Administration, 41(2), 219–249. https://doi.org/10.1177/0734371X19874396Links to an external site.

Hoffower, H. (2021, September 18). Geriatric millennials have the most power in the workforce right now. Business Insider. Retrieved November 11, 2021, from https://www.businessinsider.com/geriatric-millennials-great-resignation-have-most-power-workforce-quit-rate-2021-9.

Cook, I. (2021, November 10). Who is driving the great resignation? Harvard Business Review. Retrieved November 11, 2021, from https://hbr.org/2021/09/who-is-driving-the-great-resignation.

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