Latest news with #Gen-Z.
Yahoo
20-05-2025
- Entertainment
- Yahoo
WePlay × Heo Đen Cross-Border Collaboration Launches, Revolutionizing Social Trends Through Humor and Creativity
HANOI, Vietnam, May 20, 2025 /PRNewswire/ -- When Vietnam's phenomenal animation sensation meets global social entertainment trends, a creative and joyful collision is about to unfold! Leading global social entertainment platform WePlay has announced its collaboration with Vietnam's viral animation IP Heo Đen (Black Pig), launching the "Summer Party" themed crossover event. This partnership deeply integrates Heo Đen's signature satirical humor with WePlay's social entertainment DNA, creating a borderless social carnival for global youth through user-generated content and interactive social gaming. Heo Đen has become the "spiritual voice" of Vietnam's younger generation through its sharp deconstruction of social phenomena and localized storytelling. Its YouTube channel boasts over 1 million views per episode, while its over 710,000 Facebook followers validate its status as "social currency among Gen-Z." This collaboration not only reflects WePlay's recognition of its content value, but also demonstrates WePlay's strategic commitment to regional market development and multicultural connections. With aligned visions in youth-oriented narratives, creative content production, and local cultural exploration, the injection of Heo Đen's "satirical DNA" into WePlay's social scenarios promises cross-dimensional chemical reactions. The WePlay × Heo Đen campaign offers users an all-round entertainment experience. In-app IP-themed activities include exclusive perks: Custom emojis featuring the Heo Đen Alliance, adding humor to online interactions. Recharge discounts and VIP membership benefits, delivering both fun and tangible rewards. Limited-edition virtual gifts, designed as unique symbols of interactive expression. The collaboration also features a comic creation contest where participants can craft short, imaginative comics starring Heo Đen characters and WePlay's mascot, Wezai. From hilarious antics and heartwarming tales to suspenseful adventures or pop culture parodies, the contest empowers creators to showcase their talents while deepening the fusion of WePlay and Heo Đen's brands. This initiative not only celebrates creativity but also amplifies the charm of cross-cultural synergy. About WePlay Owned by Singapore-based Wejoy, WePlay is a next-generation global social entertainment platform integrating gaming and interactive features. Guided by its mission to "Bring joy and friends to young people around the world"and its vision to "Bring people together through games, lead the trend of global online social entertainment." WePlay is committed to co-creating an innovative, dynamic gaming-social ecosystem with its users. Moving forward, WePlay will expand partnerships with top global IPs, fostering cultural exchanges to build a social landscape that resonates with young generations worldwide. View original content to download multimedia: SOURCE WePlay
Forbes
30-04-2025
- Business
- Forbes
Gen Z And The Empathy Expectation: What Workplace Leaders Need To Know
Few things can get senior leaders worked up more than talking about Gen-Z. The stereotypes abound: They are lazy, entitled and demand constant validation and empathy. Is Gen Z really that selfish and demanding—or do they perhaps have different encoding and context around their expectations of empathy for colleagues and leaders? A Deloitte Digital study clearly shows the expectation divide. In the study, Gen Z ranks empathy as the second most important trait in a boss, while leaders placed it a distant fifth. Anna Liotta, the author of Unlocking Generational CODES, speaks and consults with companies to navigate generational conflicts. Working with thousands of Gen-Z leaders and employees across organizations, her research has found that Gen-Z is fiercely values-driven, deeply resourceful and highly sensitive to hypocrisy. They are not afraid of hard work; they just refuse to burn out for a system that doesn't seem to care about them. It's not disrespect, as some have perceived. "The truth is they crave human-centered, transparent leadership, but they won't stick around for performative empathy or outdated hierarchies,' Liotta wrote in an email interview. "Strongly and differently, Gen Z's empathy often shows up as systemic compassion rather than traditional emotional caretaking, 'Liotta continued. "They deeply feel the ripple effects of injustice, inequity, and trauma in ways older generations may have been conditioned to ignore.' Liotta also points out that this generation has grown up digitally, which sometimes limits in-person social skill development. 'It's not a lack of empathy, 'she says, 'it's a different calibration.' Here's what savvy leaders need to know about navigating and managing Gen-Z employees to tap into the talents of this unique generation. Clarity Is Everything Many forget that Gen-Z do not have a shared history of common experience with their seasoned leaders. Those in high school and college around the pandemic had very different academic and workplace experiences from previous generations. Jonni Ressler, CEO and founder of Eleven 11 solutions, manages Gen-Z consultants, and is also raising two Gen-Z children. She shares in a video interview that we must remember they came up very isolated. They didn't get what she calls the 'osmosis' training of watching their workmates to see how things are done: how we dress, where we go to lunch, how we talk here. "When we say things like 'Bring your whole self to work' be careful,' Ressler says, 'What does that mean? Gen-Z echoes this desire for clarity. Isaiah Phillips, a business development manager for a larger healthcare organization, wrote in an email, 'I believe our generation needs more clear, defined expectations for organizational progression.' He mentioned that a handful of industries have defined targets for promotions, wage increases and more, but this is not consistent. 'Outside of sales organizations, many individuals may jump from job to job when maybe they were a few months away from a promotion, but they walked away because they were unaware.' Lead Gen-Z By Example Gen-Z craves leaders who showcase their knowledge through constant coaching and view mistakes as opportunities to learn. "One of the things I highly value in a leader is authenticity,' Harman Kaler, a franchise performance manager at a Canadian fast food chain, shared over email. 'Taking accountability, openly communicating, sharing both positive and constructive feedback, and fostering a healthy environment that encourages you to step out of your comfort zone to grow as a professional all ladder into being authentic.' Liotta's research supports this. 'They want leadership to be human, not heroic. Not flawless, but authentic. ' Mentorship Matters Investing in employees rather than mere cogs in a wheel is especially important to Gen-Z, and top performers will seek out companies who do so. Kaelie Randolph, a legal assistant for a statewide pro bono association, adores her boss as the definition of an empathetic leader. In an email, she shared that her boss is constantly advocating for her when others try to step on Randolph's boundaries. "She views me as an individual with my own career path, recommending various programs and trainings so I can continue to grow.' Focus On Mission And Purpose "My generation is more connected to their personal mission and personal/professional aspirations,' wrote Phillips. He states they are less willing to be content somewhere they are not happy, unfulfilled or don't feel valued, even if they are compensated well. Liotta shared her firm's SHA Pulse Surveys found the No. 1 factor tied to Gen-Z engagement and retention is 'I feel seen and heard by my leaders." Several Gen-Zers supported this finding. Randolph wrote about her highly empathetic boss, "She makes me feel like a valued employee every day. She encourages me to pitch new ideas, trusts me to handle important tasks, and manage my own workload without her sitting over my shoulder.' Audrey Redell, a 25-year-old marketing operations specialist for a tech company, wrote in an email that her manager balances empathy and performance very well, by checking in on how she's doing personally, not just tasks and deadlines. 'At the same time, she's committed to helping me grow by providing constructive feedback and encouraging me to push my limits in a supportive manner.' 'Trust Me. Seriously.' Like many in the workplace, regardless of generation, Gen-Z simply wants to be treated with respect. This respect shows up as flexibility and autonomy. Phillips stated that as a remote employee who travels 50% of the time, he and his superiors have an understanding around flexible schedules. He can go to a funeral if needed or take a half-day Friday after a very busy week. "But during the busy week, you perform and are never 'off' because you're at home.' "We need leaders who create a culture of openness and flexibility without judgment,' wrote Sam Bryant-Nichols, a dual enrollment student attending both community college and high-school classes. Surveillance is out. Check-ins are in. Bryant-Nchols states that simple dialogue changes, such as "How's everything going?' rather than 'Why isn't this done?' show you value your employees as people, not just workers. 'It looks like a mentor, not just a shift-leader.' Gen-Z's Efficiency Does Not Equal Laziness As a group, Gen-Z often tries to find the most efficient solution to a problem, and this can lead managers to think they are trying to cut corners. On the contrary, Ressler has found that while they may question just about everything, they are extremely innovative. 'They are very willing to look at a thorny problem. They have ideas and ways of approaching problems that have maybe been done the same way for twenty years,' she wrote. And with that creative thinking comes questioning everything and rationalizing why things are done the way they are done. 'They want to understand where the rules come from,' she wrote. 'I think it's a feeling that everything's malleable and everything's up for debate, including their hours, what they wear, how they talk, where they work.' Harnessing The Potential Of The Gen-Z Workforce Gen-Z is transforming workplace culture and it benefits us all. They are showing us how to show up with boundaries and demand respect. And forcing companies to create mutually beneficial career relationships where both employer and employee can thrive. As Randolph wrote about her entire generation, 'Empathy can absolutely go a long way toward building our trust and loyalty with the employer.' So leaders must decide if they want to keep complaining about the way things used to be or adapt with empathy and harness the potential of this unique generation.
India Today
29-04-2025
- Health
- India Today
Hair oiling for men: The essential grooming ritual you shouldn't skip
Self-care has traditionally been regarded as a practice primarily for women. However, with the evolving cultural landscape, there is a growing emphasis on self-care for men, particularly amongst younger millennials and Gen-Z. This shift is reshaping perceptions as more men embrace grooming routines that extend beyond basic hygiene. For them, self-care is no longer a luxury but an essential part of self-expression and confidence, driven by broader societal changes, including the influence of pop culture and social hair oiling evolves into a practice that transcends gender and breaks down traditional barriers around masculinity and self-care, we explore the benefits and best practices men can embrace while incorporating this ritual into their grooming routine. All you need to know from the expert, Dr Shilpa Vora, Chief R&D Officer, Marico. WHY HAIR OILING SHOULD BE A NON-NEGOTIABLE IN EVERY MAN GROOMING ROUTINEProvides nourishment: Hair oiling ensures the hair is healthy and moisturised. A good coconut-based hair oil penetrates deeply and makes the hair feel softer. This not only helps reduce frizz but also improves manageability by smoothing the hair cuticle. The same benefits extend to the beard, ensuring it remains soft and and protects against damage: Regular hair oiling helps minimise protein loss, strengthening hair from within. Coconut-based hair oil forms a protective barrier around both the hair and scalp, shielding them from environmental stressors such as sun exposure, heat, dust and pollution. This prevents damage, resulting in stronger, more resilient blood circulation and hair growth: A regular hair oil massage increases blood circulation to the scalp, which enhances the delivery of essential nutrients and oxygen to hair follicles. This promotes hair growth and contributes to its fuller relaxation: In addition to its physical benefits, a hair oil massage offers a calming experience. The massage stimulates blood flow to the scalp, soothing both the nerves and capillaries, which helps reduce stress and promotes a sense of relaxation and well-being. THE ESSENTIAL GUIDE FOR MEN TO INCORPORATE HAIR OILING INTO THEIR ROUTINEWarm the oil (optional): Gently warming the oil before application can boost its absorption into the hair and scalp, allowing for a more effective to scalp and hair: Using your fingertips, massage the oil into your scalp in a circular motion. This stimulates blood circulation and promotes overall scalp health. Afterwards, continue the massage along the length of your hair to improve absorption and create a relaxing experience. For men with beards, the oil can also be applied to soften and tame facial hair, making it more it to sit: Let the oil remain in your hair for at least 30 minutes for the best results. For a deeper treatment, you may leave it on overnight. Afterwards, wash your hair gently with a mild shampoo to remove any excess oil and reveal softer, healthier hair.
Khaleej Times
30-01-2025
- Business
- Khaleej Times
In the modern workplace, are you paid for everything you do?
I have had some truly terrible jobs. Jobs that still give me anxiety to think about. Mostly, they gave me the professional mindset I think most people have, that one should endeavour to develop even when circumstances may hold them back. I started noticing how various work cultures clash for Gen-Z. Think about the state of your job — gig, freelance, contract (part-time or full-time), salaried. If you put your job — jobs in my case — on that spectrum, where are they? And does the way you work end up on the schedule and do your duties align with where you are on that spectrum? Recently I was asked and agreed to start a shift at one job early, and I did so — the manager who handles my pay was actually the one to ask, and right after the ask was the 'we'll obviously pay you', and I said yes. I try to have an attitude of availability when it comes to my professional development, especially considering I don't have a physical workplace and opportunities to show off are hard to come by, and the way my work functions it was overall a positive experience for everyone involved. But there are other facts of life and office culture that I see being... manipulated. Maybe it's the American H1-B visa discourse disseminating north of the border, but the fact that I regularly hear about salaried employees being assigned homework by bosses that would make Meryl Streep's character in The Devil Wears Prada look like a kitten. Homework in 2025?! Being a foreign national in the workforce is something plenty of people understand, and though it's the norm for those of us who have lived and worked in Dubai and the UAE, there is the desire to seek out common ground amid that sort of geographic, social, and cultural displacement. This is why so many social and recreational communities that emerge in Dubai are almost always homogeneous, the exception being the kids and teens, but even international schools are becoming less diverse. Another stand-out is being asked to be on-call or under obligations to be 'online' in some way. As long as I switch all my notifications on, I'm in the clear. Maybe it's because the news is live, but they would know if I were not doing or messing up my job — I'm under no mandate to report what I'm doing as I do it, and I am told well in advance if my shift or responsibilities change. I've been respected, feel all of their critiques are kind and constructive, and most importantly I'm paid well enough and fast enough that I don't want to do anything to ruin the deal. Companies and managers overall would do well to remember that those who concern themselves with employee retention invariably fare better in the long run. A critical mass of employee frustration aside, at some point the work will stop getting done. We all accept that this is a world where people have to work, but we also all know that many of these entities are too large for their own good.
Los Angeles Times
28-01-2025
- Entertainment
- Los Angeles Times
Inside Syracuse University's Loud & Clear and Rhythmic: A Look at New York's Young Creatives
Amidst the clear-cut New York scene, Syracuse University stands as an academically diverse institution, highlighted by its extremely successful media show, 'Orange Television Network.' OTN boasts its ability of being a student-run lab of music, dance, drama, and more, allowing the artists of Syracuse a platform to showcase their talents for the school's students and faculty to catch on mobile and cable. An eye-catching sub-category of the show is 'Loud & Clear,' an OTN program that comfortably brags charming aspects of the singer-songwriter genre. It individualizes itself by inviting musicians from across campus to present original music to the show's audience. When I opened my inbox on the morning of my Loud & Clear interview, I was comically unsurprised by the reflection of chain messages that had amassed over our many days of coordination between myself, Director of Photography, Chloe Fatuova, and co-directors Sofia Chwe and Meena Chung. The girls were professional, responsive, and stunningly light; a relieving canvas to work off of on one's first feature interview. It had also quickly reminded me of why I had embarked on this particular project in the first place. Loud & Clear is adoringly reminiscent of the origins of radio and television, but simultaneously boastful of the fortes of Gen-Z. Creativity is sprightly, technicalities are vital, and I knew that amassing sets of students intelligent in both of these aspects was something special. The girls quite deliberately understood my assignment, taking no time at all to fix a schedule and popping onto Zoom right on time, might I add. I set out inquiring small talk about whether the day's work had been tiring or ecstatic. 'All of the above,' Meena admitted. She was collected yet attentive, and somehow managed to display professionally in a scene so casual throughout the entirety of our session. Attached by the hip was Sofia, who remained a catalyst for detail and never failed to execute a rosy smile at the start of each call. A singer herself, Sofia described her desire to manage the stage alongside appearing on it as a difficult one. 'When applying to colleges, I was debating whether or not I should major in music. I didn't want it to become work, or for me to eventually have a hateful relationship with it.' She then explained her recruitment into Loud & Clear as something 'really lucky.' 'We were at the club fair when one of our prior directors, Abby, recruited us into the show. I had no idea what I was getting into.' Sofia Chwe (left) and Meena Chung (right) working behind the scenes on a 'Loud & Clear' episode. But photographer, Chloe, had a bit of a different story for her brand new show, Rhythmic. Rhythmic is the last-born sub-category of OTN, namely a pre-recorded dance and choreography show that has allowed Chloe to utilize her cinematography skills to the fullest. Chloe was the first that I had reached out to for the feature, and older than the other two girls, she presented herself as a born leader with remarks of enthusiasm for each of their answers and all of my questions. As executive producer of her program, she had long awaited for OTN to blend choreography and cinematography for a charming new gift to viewers, incorporating styles of contemporary dance suitable for its young audience. As it turned out, they took a liking to the idea immediately. 'Everyone who we've booked so far has just reached out to me. That's actually, most of the time, how we've gotten people.' When I asked her about the response to the show so far, it was far from difficult to sense her gratefulness through the screen. 'I got a text from a friend who said, 'This touched me as an audience, this is a phenomenal thing you're doing.' And I just wanted to start crying.' Chloe Fatuova working behind the scenes on a 'Rhythmic' episode. A broad school in terms of academics, Syracuse pushed many of its students into its diligent media programs, surprising the girls in how many artists attend the university. Sofia detailed this, saying that 'all of our music is written by the artists; they're originals. And it's just so impressive and amazing how many artists are on campus. We only have a certain part of that demographic on our show, but some of the recent performances really touched me.' A quintessential part of management, Meena articulated how prior technical experience had helped her to call the shots in Loud & Clear. 'I feel like it's helped a lot. Through editing, you can kind of see how to handle everything director-wise through that lens, like how it's going to end up in post. They both help each other out.' I also asked her about what behind-the-scenes tactics look like for crew members to ensure that shooting days go smoothly for performers. 'Everyone helps out everywhere, really. That's part of why I love OTN, you get to do anything you want. We set up stages, and people like studio engineers need to set up the camera. Chloe's handles all the lighting. There are periods of waiting for all of that, but then it's go go go!' Chloe also walked me through the process for Rhythmic, saying that it's similar, but they have lately had more room to be experimental. 'We've been trying new things to get people introduced to more of a variety because I'm going away next semester (deep frowns from the other girls). It's very important to me that I'm handing it off to people who want to keep it going and care to learn about those things.' Too adorable of a concept to omit, Chloe also debriefed me upon, what she calls, 'Rhythmic Circle Time.' 'I have like a binder and a piece of paper, and I say, 'Okay. We're going to watch her dance, and everyone just throw out ideas.' As relevant as the girls' solemness is in their director-producer roles, they are also unfailingly funny. 'I've been pestering Sofia to get on Loud & Clear!' Chloe exclaims, followed with an enthusiastic agreement from Meena after I had wondered who their dream guests were for the L&C stage. 'We've been saying this. Imagine, not only how good it would be, but how smoothly the shoot would go if one of our directors was up there.' Sofia, hesitant, did not veto the idea completely. 'Maybe senior year. That's kind of scary though.' However, she did brighten up at the idea of a duet between her and Chloe. 'She needs to come and visit. Wait, that's such a good idea.' With a Loud & Clear and Rhythmic collab, a podcast episode, and hopeful musician guests manifested for their futures, the girls let me go with an intelligible perspective on young creatives. We said our goodbyes, and with fingers crossed for their OTN dreams to unveil, they were on their way to set the stage for another day. Related
