Category Archives: Beliefs

Plse critique book ms. on how global youth values will change our future

I invite you to critique and add your observations to chapters of interest.

 Global Youth Values Will Transform Our Future

Gayle Kimball, Ph.D.

Over 4,000 young people from 88 countries SpeakOut! Future leaders reveal trends in youth culture. Discover the values and religious beliefs of Generations Y and Z, based on their own voices rather than adult projections from multiple-choice surveys. The book includes futurists’ projections of significant trends. Please email for chapters to gkimball at csuchico dot edu

Chapter 1: A Global Generation

Get to Know Eva, Abel, Sahar and Yuan; Global Youth Worldview; Trends Shaping Our Futur

Chapter 2 Generation Gap

Teenaging of Culture vs. War on Kids; Generation Gap; Generation We or Me?; Helicopter Parents Want School Success; What Youth Think About Adult

Chapter 3 Modern Values

Morally Lax?; Modern Cultural Creatives; Generational Differences in Values; Individualism vs. Collective Values; Respect for Elders is a Common Value but is Diminishing; Burdened Youth Value Education, Service and Career

Chapter 4 Traditional Values

Critics of Modern Values and Stress; Traditional Rural vs. Modern Urban Values; Traditional Values in First Generation Immigrant Youth; Youth Are Becoming More Family-Focused

Chapter 5 Religious Beliefs

Religious Beliefs; Participation in Organized Religions


Rural Millennials are More Supportive of Trump

US Millennials Values

By 2020 more than one-third of voting age people will be Millennials. They tend to be liberal but 26% weren’t registered to vote and 32% didn’t vote in 2012, according to a 2014 national online interviews with 2,004 Millennials, ages 18 to 31 (56% white).[i] Only 8% were conservatives and 13% were cynics–the least likely to vote, while 44% felt closer to the Democrats (63% said they voted for Obama in 2012), 26% felt closer to the Republicans, and 19% said they had no party affiliation. The issues most important to them were making college more affordable, economic opportunity and background checks for gun sales. They believed government should be involved in solving these kinds of problems. Despite the legacy of the Recession of 2008, 70% were optimistic about their economic prospects for the next few years although what they worry about most is finding a good job. Only 39% thought they would be better off than their parents and 60% talk to their parents at least once a day. Most (87%) agreed, “It’s up to me if I succeed or fail.” The values they considered most important for the US were quality, opportunity, and personality responsibility. At the bottom of their values list were competition (7%) and patriotism (8%). Most of them (79%) thought young people have the power to change things although they agreed, “The system is rigged in favor of the rich” (71%). The survey researchers concluded that digital native Millennials (born 1981 to 2004) are “collaborative, tolerant, with high expectations.”

[i] “Understanding Millennials: Nationwide Survey,” Harstad Strategic Research, April 2014.

Teens want to build a better world

What MTV asked over 1,000 13 and 14-year-olds in the US what they would name their generation, they picked the Founder Generation.[i] The endnote includes a video of a panel of teens discussing the topic. Runner-up terms were in the same vein: bridge, builder, regenerator, and navigator. The teens said Millennials were disruptive “of the existing framework of race, gender and sexuality equality;” in contrast 90% of the Founders want to “build a better world” and 91% are optimistic they can achieve this goal. Diversity will be valued in the new world as they’ve learned from the Internet to understand people from different backgrounds and starting in 2011, a majority of the Founders are people of color. They said their generation doesn’t feel “pressure to stick to a mold of who they should be” (79%). MTV researcher Jane Gould reported they have “a stunningly intuitive sense of the changing times they’ve been born into and the huge opportunity to make new history.”

[i] “Meet the Founders,” @MTVinsights,

Diana Bradley, “The New Influencers,” PR Week, February 2016.

Fourth Industrial Revolution by Klaus Schwab

A fourth industrial revolution began at the turn of this century building on the digital revolution, according to Klaus Schwab, German engineer and founder of the World Economic Forum. [i] The transition to agriculture from hunting and gathering occurred around 10,000 years ago, the first industrial revolution evolved from about 1760 to 1840, the second was the mass production that began in the late 19th century, and the third was the information age enabled by computers in the 1960s. The new revolution depends on smart technology: mobile devices that can connect billions of people, AI (artificial intelligence, self-driving vehicles, robotics, drones and virtual assistances like Apple’s Siri), 3D printing that can manufacture a new liver or a gun, quantum computing, new materials, and IoT (the internet of things such as chips in household appliances). Nanotechnology and biotechnology will change medical practices, permit gene engineering, implanting memories in brains and designer babies. As futurist Alvin Toffler predicted, each revolution occurs faster than the previous one. The iPhone was only launched in 2007 but there were about two billion smart phones in use by the end of 2015 (Sub Saharan Africa is the fastest growing area), and Airbnb, Uber and Alibaba (China’s online sales service) are even newer. Buyers can get virtual books and music online and arrange car rides without needing to own a car. Technological tipping points such as most people connected to the Internet are listed in Schwab’s book.[ii]

Schwab is concerned about traditional leaders’ low level of preparedness for the rapid changes the fourth revolution is bringing, changes in entire systems, and the increased inequality and social unrest that can result from failure to collaborate. Talent is now the basis for success, requiring flexible networks rather than hierarchies. He thinks there’s never been a time of greater promise or potential danger due to the following problems. With growing economic inequality, half of all assets are controlled by the richest 1% and the lower half owns less than 1% of wealth, according to Credit Suisse’s Global Wealth Report 2015. The authors of The Spirit Level: Why Greater Equality Makes Societies Stronger show that more equal societies have higher well-being, less violence and stress, and better health.[iii] Nearly 1.3 people still don’t have electricity, half the world’s population doesn’t have mobile phones and 60% don’t have Internet access.[iv] New industries are creating fewer jobs than in the previous technological revolutions and with “on demand” economies more employers are using the “human cloud” of temporary workers called the precariat. Millennials set the tone for these consumer trends in a “now world” of peer sharing and user-created content, where 87% of young people in the US report their smart phone is always with them.[v] Progress towards gender equity is slow and possible stalling. The global population is ageing, requiring changes in retirement practices and other issues. Schwab observed that North American companies remain the most innovative, along with the EU, but China and other countries are catching up.

Governments will need to adapt to the fourth revolution by using more digital sharing of information in e-governance, adapt to loose networks replacing old hierarchies, and the growing importance of globally connected cities and regions as “hubs of innovation.” (Among the most innovative cities are New York, London, Helsinki, Barcelona and Amsterdam.[vi]) Citizens already have to be vigilant about government electronic surveillance, cyber warfare, and the ability of terrorist groups like ISIS to recruit fighters on social media from more than 100 countries.

The fourth revolution leads to what Schwab believes is a disruptive “transformation of humankind” in a global civilization. Some of the changes in identity are people are willing to be mobile as in moving for work, families may be separated by these moves in a “trans-national family network,” and people are more comfortable with “multiple identities” that come from exposure to other cultures. A “me-centered” society creates “new forms of belonging and community.”[vii] Spending so much time being interrupted by multiple electronic messages can impact ability to concentrate and relax. More polarization can result between those digitally connected and those not connected. Schwab’s book is a plea for leaders to adapt to the fourth revolution so that too many people don’t get left behind.

[i] Klaus Schwab. The Fourth Industrial Revolution. World Economic Forum, Geneva, 2016.

[ii] Ibid., p. 26.

[iii] Richard Wilkinson and Kate Pickett. The Spirit Level Why Greater Equality Makes Societies Stronger. Bloombury Press, 2011.

[iv] Klaus, p. 77.

[v] Ibid, p. 54.

[vi] Ibid., p. 78.

[vii] Ibid., p. 94.

Millennial Work Values–25,000 surveys from 22 countries

Jennifer Deal and Alec Levenson. What Millenials Want From Work. McGraw-Hill Education, 2016.


Findings from surveys and interviews with over 25,000 Millennials from 22 countries were published in What Millenials Want From Work (2016).[1] The young adults born from 1980 to 1995 work in professional jobs requiring a university education and the majority live in the US. They represent both genders about equally and the authors didn’t find big differences in female and male responses. About a quarter are married but only 9% have children. They characterized Millennials similarly to other researchers who are pro-Millennial.


The authors explained that Millenials are viewed as entitled because they believe they should be able to voice their needs and suggestions even as entry-level employees to improve their team performance and they want work-life balance. However, the reality is they feel they’re often contacted after work, one-third work more than 10 hours a day, and almost one- third observe they’ll be viewed as less dedicated if they take advantage of a work-life program. The Millennials weren’t different from older generations surveyed in thinking they deserve the best, but they were less happy and more irritable, and less trusting of people.[2] Only 39% predict their quality of life will be higher than their parents’ lives.[3] The most optimistic lived in Russia, South Africa, Singapore and Mexico. They want frequent feedback and mentoring.


Most (97%) believe it’s important to work for an employer that shares their values and only 29% said they were motivated by being able to make a lot of money.[4] However, 99% think that their pay rate is important, partly because of concerns about debt (especially in Singapore, the US, UK, Russia and Italy). They want work to be interesting and altruistic. Most (92%) say that making the world a better place is at least somewhat important to them and 88% value involvement in community work.[5] A majority believes their employer is a good community citizen. Millennials want to learn about the global situation so they can help, more focused on international issues than older generations. Many would like to travel and work in another country.


Although Millennial are often said to value horizontal structures, more than three-quarters believe that hierarchies are useful and a majority like a clear chain of command—keep in mind many of the respondents are in management. In all 22 countries surveyed, a majority said they prefer working in a group rather than alone, with the exception of Korea and Japan.[6] The most group-oriented are Spain, Mexico, China, Brazil, Germany and the Netherlands, all with over half in favor of groups.


Millennial women in the US are much more likely to volunteer and donate to charities than men, according to The Millennial Impact Report—91% of females had donated to charities compared to 84% of men.[7]

[1] Jennifer Deal and Alec Levenson. What Millenials Want From Work. McGraw-Hill Education, 2016, Chapter 1.

[2] Deal and Levenson, p. 56

[3] Deal and Levenson, p. 87.

[4] Deal and Levenson, Chapter 3.

[5] Deal and Levenson, p. 31, pp. 74-.

[6] Deal and Levenson, p. 121.

[7] Achieve, “The 2013 Millennial Impact Report,”