I am fairly new to the HR profession due to the economy, loss of employment and rehire by a former client who knew my work ethic. I fully embraced my new career and profession and with SHRM's resources (among others) was able to quickly get up to speed and become an influence at my new employer and within HR discussion groups. Quite frankly, while I agree with the concerns shared herewith, I couldn't have accomplished as much without SHRM and am greatly appreciative of what the organization has to offer its profession.
I'd like to know more about the source of the studies and statistics and more specifics of the data. STOP is great for everyone. I seem to get alot more done while multitasking so mindfulness could be useful with a proper balance for when I really need to focus on priorities.
As the prominence of the younger workforce becomes more evident in our individual organizations there will be, no doubt, more evidence to support your points Jon. Yet, incompetent IT managers and directors who do not understand our youth and who do not take the time to research the issue are putting policies in place, like ours, that shun all electronic media (except linked-in?) and drive away all highly productive young staffers. Who will be running the organization in 20 years, if the organization still exists? It baffles me! I refer to statstical data from the 2011 Cisco Technology Report in my article that proves your points... http://www.hirecentrix.com/index.php/hr-must-roll-with-social-media-punches.html
If your boss knows better than you and he is telling on a regular basis and coaching you to improve then the employee will know where and how they need to improve and will be able to rate themselves accurately. The real problem is that most managers aren't providing that regular and frequent accurate feedback. That is the only thing that makes your references to research correct. Executives, on the other hand. Don't have anyone to frequently subject them to improvement feedback except the board of directors when they step in to fire him/her.