What have you learned from the reading notes and the lecture notes?: "Topic Checklist
Work, professionalism, career, passion, globalization, global careers.


Nghia, TLH 2019, Building Soft Skills for Employability : Challenges and Practices in Vietnam, Taylor & Francis Group, pp. 1-17.



https://qz.com/quartzy/1527584/marie-kondos-interpreter-is-unsung-hero-of-konmari-phenomenon 
Marie Kondo's Interpreter: The Unsung Hero
Key Points:
Marie Iida, a professional interpreter, is the one translating Marie Kondo's tidying philosophy for English speakers.
Iida is praised for her seamless interpretation, capturing Kondo's nuances and energy.
Iida prioritizes accuracy and conveying Kondo's personality, not a literal translation.
She emphasizes Kondo's message is about keeping what sparks joy, not minimalism.
Iida finds inspiration in Kondo's confidence despite her height and cultural differences.
Iida's Background
Self-taught interpreter with a background in creative writing.
Originally aspired to be a writer, translating books and screenplays.
Began interpreting accidentally while working in the film industry.
Iida's Approach to Interpretation
Extensive vocabulary and cultural understanding are crucial.
Studies the speaker beforehand to grasp their style and diction.
Focuses on conveying the speaker's emotions and personality.
Believes a great interpreter disappears into the background.
Iida's Relationship with Marie Kondo
Mutual encouragement and support during filming.
Shared respect and understanding of each other's cultures.
Iida admires Kondo's confidence and ability to connect universally.

https://theconversation.com/the-japanese-concept-of-ikigai-why-purpose-might-be-a-better-goal-than-happiness-88709 
Ikigai: A Different Perspective on Well-being
This article explores the concept of ikigai, a Japanese term that translates to "a reason for being" or "having a purpose in life".
Key Points:
Ikigai offers an alternative to the pursuit of happiness, which can be subjective and fleeting.
It focuses on finding meaning and purpose in different aspects of life, such as work, family, hobbies, or self-improvement.
Ikigai is linked to the idea of "chanto suru" - doing things properly and with mastery.
Criticisms of Ikigai:
The concept can be culturally specific, with Japanese ikigai often tied to social roles (work for men, family for women).
It might lead to neglecting other aspects of life if one domain becomes the sole focus of ikigai.
Ikigai vs. Happiness:
Focusing on achieving happiness can be self-defeating and lead to disappointment.
Pursuing a purpose (ikigai) can bring a greater sense of well-being and fulfillment.
Ikigai in Practice:
Ikigai can be found in everyday activities and doesn't require grand achievements.
The process of improvement and mastery ("chanto suru") is central to the concept of ikigai.
Overall:
Ikigai provides a valuable perspective on finding meaning in life beyond just chasing happiness. It highlights the importance of purpose, mastery, and appreciating the journey rather than just the destination.

https://www.businessinsider.com/8-lies-youre-telling-yourself-while-trying-to-find-your-purpose-in-life-2016-11?amp&utm_source=flipboard&utm_content=user%2FBusinessInsider 
Lies You Tell Yourself About Finding Your Passion
This article dismantles common myths surrounding finding your purpose (passion).
The Lies:
Your passion is one big thing.
 Truth: You can have many small passions that contribute to your overall purpose.


Passion is a noun (what you do).
 Truth: It's also an adjective (how you live) and adverb (living passionately).


Your passion must be your job.
 Truth: Pursue passions outside of work too!


You can't make money from your passion.
 Truth: Many people do, but it's not guaranteed.


Your passion is permanent.
 Truth: Your passions may change throughout life.


Finding your passion is easy.
 Truth: It often involves sacrifice and hard work.


Passion is what you love.
 Truth: It might be something you're scared to do, but that could be a sign to pursue it.


Finding your passion is the goal.
 Truth: It's just the beginning. The real work is taking action and pursuing it.


The Takeaway:
Focus on exploring your interests and living passionately in the present. Don't get discouraged if your purpose takes time to discover or changes along the way.

https://www.theguardian.com/sustainable-business/2016/sep/14/millennials-work-purpose-linkedin-survey 
Millennials and Purpose at Work
Key Points:
Millennials are stereotyped as the "purpose generation" who prioritize meaning over money in work.
However, a survey suggests millennials may be the least purpose-driven generation compared to Gen X and baby boomers.
Possible reasons for the gap:
Lack of work experience to identify what energizes them.
Difficulty finding companies that create a sense of purpose for employees.
What Millennials Really Want:
The survey doesn't necessarily contradict the desire for purpose.
74% of millennials still want a job where their work matters.
Companies and employees should collaborate to create a meaningful work culture.
Why Purpose Matters:
Employees who feel their work has a positive impact are:
More fulfilled
More likely to promote the company
More likely to stay with the company
More productive
What Millennials Can Do:
Define their own sense of purpose at work (what motivates them).
Understand how their work contributes to the company's mission.
Collaborate with colleagues to create a more meaningful work environment.
Learn from older generations who may have a stronger sense of purpose.
What Companies Can Do:
Help employees identify their purpose at work.
Create a culture where employees feel their work matters.
This doesn't require being a non-profit; it can be as simple as aligning employee skills with meaningful tasks.
Overall:
Millennials may not be the most purpose-driven generation according to this survey, but creating a meaningful work environment benefits both companies and employees.

https://hbr.org/2016/05/what-millennials-want-from-a-new-job 
Millennials in the Workplace
Key Points:
Millennials are the most likely generation to change jobs frequently.
They are also the least engaged at work (71%).
Disengaged Millennials are more likely to leave their jobs if the market improves.
What Millennials Want in a New Job:
Opportunities to learn and grow: This is the most important factor for Millennials.
Quality manager: They want a manager who will invest in their development.
Advancement opportunities: Millennials see their current role as a stepping stone.
Competitive salary: While not top priority, salary still matters due to student debt and slow wage growth.
What Millennials Don't Care About (as Much):
Fun workplace perks: Contrary to stereotype, Millennials don't value ping-pong tables or free beer as highly as other generations.
Overall:
Millennials are similar to other generations in wanting growth, good managers, and a good fit for their skills. However, they place a higher emphasis on learning and advancement opportunities. Companies can retain Millennials by focusing on these factors and offering competitive salaries.

https://diginomica.com/covid-19-millennials-gen-z-and-future-work-system-change-needed 
The Future of Work: Millennials, Gen-Z, and a Broken System
The Pre-COVID Landscape:
Younger generations (Millennials & Gen-Z) already felt the work system wasn't ideal.
Lower wages, student debt, and lack of security compared to previous generations.
Less emphasis on company loyalty and "paying dues."
Desire for work-life balance and flexibility (remote work).
The Pandemic's Impact:
Reinforced these pre-existing desires for change.
Millennials and Gen-Z adapted well to remote work due to digital fluency.
Highlighted the lack of long-term benefits in traditional work structures.
What Younger Workers Value:
Purpose and meaning in their work.
Working for companies with strong social values (diversity, sustainability, etc.).
Autonomy and ownership over their work.
Personal development and professional growth.
Work-life balance and flexibility (remote work options).
A Shift in Identity:
Work is no longer central to self-identity for younger generations.
They see work as a means to an end, not a source of fulfillment.
Desire for time and freedom to pursue passions outside of work.
The Challenge for Businesses:
Need to adapt to the needs and values of younger workers.
Offering flexibility, remote work options, and meaningful work.
Recognizing that the traditional work system may not be sustainable.
Looking Forward:
Younger generations are looking to change the work system.
Businesses need to be part of the solution, not resist change.
The future of work needs to be designed with these evolving needs in mind.


Gig economy: independent contractors, part-time workers => flexible yet unstable income

Golden age: In the developed world, workers are experiencing a golden age. As societies age, labor is becoming scarcer and better rewarded, particularly manual labor. This trend is driven by several factors, including low birth rates, aging populations, and technological advancements.

What is your dream job?
> to work with a supportive boss

Be open-minded with the [asm1] reflective journal
Why is the guest speakers’ sharing relevant to you or not?
Be a critical thinker.

Do you already know about your future career?
What are the reasons for working?
Career/working/job is a self-reflection
Know yourself/tell me about yourself (why you are here today, why you apply for this job)
How to build/achieve your goals"