“MAN JOBBAR JU FÖR ATT MAN SKA KUNNA LEVA” - En intervjustudie om Generation Z:s attityder och värderingar i arbetslivet

Detta är en Kandidat-uppsats från

Författare: Linnea Öster; Alice Rydberg; [2018-09-10]

Nyckelord: Generation Z; work values; work attitudes;

Sammanfattning: There is a new generation about to enter the labour market called Generation Z which in this paper comprises individuals born from 1990 to 2010. There does not seem to be an extensive amount of previous research about this generation, nor about its approach on work life. As the new generation enters the labour market, a number of consulting firms have established their operations in order to provide companies with information about how to manage this group of individuals. The aim of this study is to investigate what work values and attitudes Generation Z holds and compare the findings of this study to research about the previous generation which is called Generation Y. The purpose was to create wider understanding about the underlying causes of Generation Z:s perception on work life. Further knowledge about Generation Z:s work values and attitudes can provide HR-practitioners with information about how to attract, retain and develop personnel. There seems to be a limited amount of qualitative research within this area and therefore a need to understand why individuals possess certain work values and attitudes. In this study, ten qualitative interviews were conducted with individuals born between 1990 and 1997. The result was compared to previous research regarding Generation Y:s work values and attitudes. The result indicated that Generation Z tend to appreciate enjoyment at work, work-life balance and a good relationship with their manager. The data also showed that Generation Z did not experience technical devices as important as expected. The differences that were found were few and not crucial to understand how to manage the new generation. The result indicated for example that Generation Z tend to have less focus on career advancement and are not likely to take further responsibility for others at work. However, there were more similarities than differences between the generations such as the importance of work-life balance, enjoyment at work, feedback and variety in job assignments. Based on the result of this study, there does not seem to be vast differences between Generation Y and Z. Further scientific research must therefore be conducted for organizations to make correct strategic decisions regarding if external consulting firms should be purchased or not.

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