I really really hate that people refer to the most influential and powerful generation (my generation) as Generation Y. Coined in 1993, by a marketing magazine (a marketing magazine I tell you!!!) â€“ it is supposedly the Generation that follows Generation X. Generation X supposedly got its moniker from a brilliant, funny and poignant book by Douglas Coupland in 1991. Or from a Billy Idol band name. Or from a sociology book written in the 1950s. Generation Y is supposed to be those born from 1982 to 1995.
It really irritates me that Generation Y got itâ€™s name from a lazy ad executive whose only qualification was a rudimentary knowledge of the alphabet. That is intellectually lazy, and not a name fitting to my generation. Generation X and then Y is tautologous. Whatâ€™s next? Generation Z? And then? Generation ZZ? It is so stupid! Almost as stupendously stupid as the geniuses who didnâ€™t think beyond the year 1999.
Recently, some people have tried to defend this terminology â€“ but Iâ€™m not buying it! In 1999 , I wrote an editorial in my high school newspaper criticizing the use of Generation Y. Back then, I proposed the use of iGen to describe our generation. Seeing as the iPod only came out in 2001, I am understandably chuffed that I understood where we were going as a society 2 years before we got there.
Thatâ€™s the point of iGens. We want to be taken seriously.
Who do you think made Apple the worldâ€™s most appealing company?
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The other service of the practice includes psychological assessment tests for career decision-making for teenagers (including career choices) and adults.
A battery of tests are administered (multiple choice) together with the counselling. The tests measure Career maturity, Personality, Values, Interests and Intelligence.
All these are important aspects to consider when searching for a career that is a best fit for the client. It takes all these dimensions into consideration in seeing confirmations and blind spots opening up for the client, in terms of possible careers to follow.
The client is part of the process as they research the confirming careers after the tests to make an informed and quality decision. The counselling assists in the process to see what problems may have a negative effect on the client’s decision making process eg low self-esteem etc. Positive outcomes are then seen which has a positive effect on the client's view of themselves and the career as a calling and not just a work.
The career assessment takes 5 sessions (1 session per test) for 4 tests and a feedback session with a report. Intelligence tests may be done by referral on request and the report is then evaluated with the other tests for an outcome.
Teenagers having to undergo decision making regarding subject choices can use the career tests as a guide to make informed decisions regarding the subject choices that will keep their options open for the relevant careers they fit.