Provocare multigenerațională: așteptările angajatorilor vs. așteptările Generației Z asupra valorilor și principiilor de muncă

Abstract

For years, specialists in various fields have focused their efforts on understanding the new generations, the aim being, of course, to decipher their behavior, so that companies can adapt their strategies to attract labor. Starting from the idea that the labor force of the future is at the moment of entering the labor market, in this study we have deepened Generation Z, through the characteristics that define it and, at the same time, through the expectations it has from a possible job. Also, this study outlined the in-depth recognition of the perceptions that organizations have about members of the Z Generation and, at the same time, what activities and adjustment plans are developed to prepare the integration of members of this generation. The methodological design of the research is quantitative, being drawn by the processing of data collected from primary sources, through the questionnaire technique. The conceptual framework frames the expectations of the members of generation Z in relation to the world of work and their incorporation into organizations, revealing at the same time the main psycho-social characteristics of this generation. It also aims to identify the tensions between the employment expectations of members of generation Z and the social representations about this generation, which are shared by the managers of organizational structures. Generation Z members have certain psycho-social characteristics that differentiate them from previous generations and it is necessary for organizations to know in depth their expectations to successfully complete the process of recruiting these new talents, while adapting their benefits to retain them employees. The results of this research can be a positive contribution to the review of organizational policies associated with workforce selection and training. Thus, from the results obtained, it is possible to say that organizations must adapt their selection and training processes to the characteristics of Generation Z. JEL: M12-Personnel Management; M 53-Trening; M 54-Labor Management