Generation Z Halilovic

Lehrstuhl ABWL und Besondere der Organisation, des Personalmanagement sowie der Unternehmensführung

HR Konferencija 2015

Generation Z and the work environment: overview of current studies

Dipl.-Ing. Jadranka Halilović

20.-22.10.2015, Beograd


Gen Z – who are they?

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http://writerswin.com/wp-content/uploads/2014/01/GenZCartoon-300x300.jpghttp://mindofmarco.com/wp-content/uploads/2015/02/Gen-Z.jpg


Motivation

Gen Z in the work environment – relevant for Germany?

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Motivation

Gen Z in the work environment – relevant for Germany?▪ Lack of experts: 6.29 million

▫ companies lose the majority of employees with many years of expertise

▪ Challenges: ▫ securing the experience before best ager

retire▫ recruit and retain talents

▪ BUT:▫ behaviours and life philosophies differ

depending on age▫ generation-specific features of the new

Generation Z? 4Frame: http://www.platinnetz.de/uploads/pics/iStock_000010567701XSmall.jpg; http://bizreporter.de/wp-content/uploads/2013/02/148059517.jpg


Motivation

Generations in the labor market

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Baby Boomer Generation X Generation Y Generation Z Born: mid-50s and mid-60s

Born: mid-60s to end of 70s

Born: begin 80s to mid-90s

?maturity stage was marked by socio-political crises

"media revolution" developed: computers, VCRs…

experienced a world of uncertainty; internet

they "live to work (a lot)"

new motto "work to live"

"living at work"

Negative stereotypes: nostalgia, unwillingness for change

Negative stereotypes: impatience, lack of loyalty and cynicism

Negative stereotypes: lazy, rebellious and irresponsible

Positive characteristics: experts, have a sense of duty, discipline and loyalty

Positive characteristics: new experts, hard working generation

Positive characteristics: want reasonable tasks, question processes


Method

Study analysis▪ Generation Z most defined as "born after 1995" ▪ Method: Systematic Literature Reviews

1) Identification of studies2) Selection of the studies3) Evaluation of the quality of studies4) Data extraction5) Synthesis of the data

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Findings

Synthesis of the data – General▪ Communication behavior

- preferred style of communication: not personally or verbally, but chatting using media on Internet and mobile phones

- Communication trough images “show me, don’t tell me”▪ Attitude towards life and environment

- "mini-adults" due to faster growing up, return to traditional values - high level of education, Entrepreneurs mind setting, realisitic towards

their individual (professional) goals ▪ Cognitive abilities

- "multitaskers" brain structure has changed and also their thinking processes (poor reproduction of text)

- ability to concentrate for a long period is low move information faster, to think flexibly and to master mental challenges better

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Findings

Synthesis of the data – Work environment▪ Opinion / influencing the company

- very conscious about advertising and marketing ▪ Preparation for work in the company

- highest possible level of education▪ Ideas on the working environment

- high expectations; work environment is more important than the content- the Z's like to work in interesting projects, where they can broaden their

knowledge- unattractive to Gen Z: hierarchical constraints

▪ Behavior in company - team players, but described as "insecure in personal contact”- short attention span of the Gen Z; that they need detailed instructions

for each step and the missing respect - Most criticized - and discussed – is their lack of loyalty to the employer

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Summary

Gen Z ...

▪ Limitations- Study provides first insights of consisting studies (8 databases, 34

studies) - No real descriptions, because Gen Z hasn‘t entered the work

environment yet ▪ Work requirements

- Need to be taken seriously - Appropriate tasks are demanded - Differ from older generations

▪ Discussion- Homogeneity of Gen Z in south eastern Europe and Germany?

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Any questions?

Dipl.-Ing. Jadranka HalilovićMail: [email protected]

mailto:[email protected]

mailto:[email protected]


References

Lüthy, A. Dr. (2014). Ein Wandel ist längst überfällig: Die Generationen X und Y lassen sich nicht mehr alles bieten. KU Gesundheitsmanagement, 17–19.

Statistisches Bundesamt (2013). Bevölkerung und Erwerbstätigkeit: Stand und Entwicklung der Erwerbstätigkeit in Deutschland. Statistisches Bundesamt.

Kienbaum Communications. Absolventenstudie 2009/2010.

Klaffke, M. (2014). Erfolgsfaktor Generationen-Management: Handlungsansätze für das Personalmanagement. In M. Klaffke (Ed.), Generationen-Management: Konzepte, Instrumente, Good-Practice-Ansätze (pp. 3–25): Gabler.

Oertel, J. (2014). Baby Boomer und Generation X – Charakteristika der etablierten Arbeitnehmer-Generationen. In M. Klaffke (Ed.), Generationen-Management: Konzepte, Instrumente, Good-Practice-Ansätze (pp. 27–56). Wiesbaden: Springer Gabler.

Schöntauf, J. Gebrauchsanleitung Generation Y. ke-NEXT, 128–129.

Bottler, S., & Hassa, E. (2014). Der Kampf um die Gen Z.

Ex, M. hilfe - hier kommt die Generation Z.

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Education

Generation Z Halilovic