Abstract:
Gen Z is born and brought up with the current technology, they are
digital centric and technology is their identity. This generation is already
entered in organization but little is known of this generation about their
characteristics, needs, attributes and work style. They have different
attitudes towards work than the Gen Y and Gen X. Without proper
understanding of this generation, organizations face difficulties to hire
and retain them for the sustainable growth of the organizations. By
understanding them, the organizations can determine what can impact
their recruitment and retention success through paying attention to what
this generation tick in the workplace.
Introduction:
The generation after Millennial has arrived. At the Center, this new
generation is known as Gen Z, but they've also been called I Gen,
Founders, and Centennials. This generation is born in the year 1996 and
now this generation has brought new worldview and different
expectations as customers, employees, and citizens.
People think that the generation after Millennial consists of only kids,
the reality is that the oldest members of Gen Z are now up to age 29.
They are the current entrants to the workplace and voting centers and
they are going to become the fastest growing group of employees and
customers. While organizations are finding difficult to identify and
realize the needs of the Gen X and Gen Y in the 21st century, now they
have completely new generation i.e., the Gen Z to work on with.
Characteristics of Generation Z
According to the Institute for Emerging Issues (2012), the Gen Z
is the most ethnically diverse and technologically sophisticated
generation.
Gen Z has an informal, individual and very straight way of
communicating and social media is a vital part of their lives.
They are a Do-It-Yourself generation.
In the study conducted by Dan Schawbel (2014), Gen Z tend to
be more entrepreneurial, trustworthy, tolerant and less motivated
by money than Gen Y.
They are more realistic about their work expectation and more
positive about the future.
Based on the findings of Generational White Paper (2011), Gen
Z tends to be more impatient, instant minded, lacking the
ambitions of previous generations, have acquired attention deficit
disorder with a high dependency on the technology and a very less
attention span, individualistic, self-directed, more demanding,
acquisitive, materialistic and entitled generation so till now.
Max Mihelich (2013) describes that the Gen Z are very much
concerned with environmental issues, very conscious of looming
shortages and water shortages which indicates that they have a
high sense of responsibility towards the natural resources.
Amanda Slavin (2015) finds the Gen Z wants to be heard
irrespective of their young age. Technology is a part of their
identity and they are tech savvy but lack problem-solving skills
and have not demonstrated the ability to look at a situation, put in
context, analyze it and make a decision (Joseph Coombs, 2013).
They also appear to be less inclined toward voting and to
participating in their communities than earlier generations
(Institute for emerging issues, 2015).
A Critical evaluation of Gen z at workplace
Gen X and Gen Y is making today the most significant impact in the
workplace. They are empowered, consumer oriented, technologically
savvy and they are not afraid to speak up for change in their workplace.
Gen X and Gen Y’s are advocating for a more ‘fluid’ use of time in their
workday. They think, why not work from morning till noon, take off part
of the afternoon and then restart again at 5 p.m. and continue to midnight
.In their minds and in their ‘always on’ world, they see this arrangement
as perfectly legitimate as long as they get their work done and meet
customer expectations. For each generation there are particular
experiences that mold specific preferences, expectations, beliefs and
work style. Here is a brief description of generation Z and their
socioeconomic experiences and how they have impacted their work and
leadership styles. Career Goals Build several parallel careers, have
several jobs simultaneously Work environment Office, home desires
flexible schedule Technology Creates own documents, databases, uses
web for research, e-mail, 24/7 Client orientation E-mail/IM/Text
Retention Personal relationship Mentoring Constant feedback needed
Motivators Maintain personal life Attire Whatever feels comfortable.
Conclusion:
Gen Z seems to have different requirements and motivating factors than
the earlier generations. This generation will blending its own unique
needs upon the workplace as they enter the organizations. It is important
for the organization to realize what’s important to the Gen Z before to
boost attraction within and outside the industry in order to establish a
corporate culture and workplace to gain a distinctive advantage in the
hunt for top talent employees from the Gen Z which in turn will sustain
the organizational growth and remain a winning organization
throughout.