“Any change, even a change for the better, is always accompanied by drawbacks and discomforts”. ~Arnold Bennett
Change is inevitable. We cannot reject a change. Our dilemma is that we hate change and love it at the same time. When it becomes difficult to suffer than to change, we will change.
What makes me gung ho about change management is on account of the upcoming HR carnival where Dorothy Dalton from the Talent Management Blog is looking for posts related to “HR in changing times“. So keeping the spirit of the carnival in mind, I thought of sharing a research conducted on the aspirations and career choices of Gen Z.
In a day of illusions,
And utter confusions.
Upon our delusions,
We base our conclusions!!!
A recent survey was conducted on Gen Z (children who are currently under the age group from 12 to 18 years) to gauge their opinions and perceptions on the career they want to choose. Now, we as HR professionals need to understand what is going to be in store for us in the near future.
36 youngsters in the age group 14 to 18 were interviewed for the research. The method adopted was to obtain categories and find their broad linkages with their aspirations as perceived by them.
In the job context:-
What Does Freedom Meant To Them?
- Doing a job that offers freedom
- Not to get bothered on leaves, permissions and working hours
- They do not want to get directed every time on what to do and what not to do
- They understood the value of feedback
- Rather than being directed by a boss, they would prefer a buddy at work
- Aspiration to become a successful entrepreneur like Steve Jobs or Mark Zuckerberg
Creating a Different Way…
- Around 30% of them mentioned about “doing something different in their career”
- They would like to extend their professional career beyond one organization
- Wants to set up their own business or becoming an entrepreneur
- Many of them showed interest in taking up unconventional careers like becoming a Nat Geo Photographer, a celeb’s hair dresser or being an image consultant
- Around 10% of them also showed interest in pursuing a career in medicine, engineering and government
Their Take on LIFE…
- More than 50 percent saw “good life” and “good money” as the key drivers for choosing a career
- They want to create their own life
- They associated with the symbol of all things to be nice which are signs of a good life.
- Owning an Audi or a BMW, going for a vacation to US and having a bash were also highlighted by them
- They don’t like people who show off
What about Globalization?
- They viewed their career can span on a global canvas
- They want to study abroad, inculcate global values and wanted to be seen as an individual who can influence at a global level
- According to them, no boundaries exist between the global job market and their local place of existence
On Professional Commitment…
- They would not like to be associated with an organization for a longer duration
- Many wanted to utilize their talent wherever they can
- What matters to them was to deliver on the commitment made for that time period, irrespective of the tenure
On the Risk Taking ability…
- They don’t want to be perceived as laidback or uni dimensional in approach
- They wanted to experiment with a couple of fields and choose what they wanted to pursue
- Many were also keen on working for an NGO
On the Technological front…
- Less interest was seen towards technology and careers associated with it
- It lacked the novelty factor as many were seen inclined towards it
- They mentioned avenues like journalism, photography, working for the UN, teaching in Africa, joining Hollywood etc.
“The first step toward change is awareness. The second step is acceptance”.
That was a snapshot of the outcome of the research. Interestingly, the Gen Z is able to share things that were generally not heard of from the previous Gen Y. Gen Y is well-versed in mobile, computing and the information systems while Gen Z is looking beyond the technological space. As HR Managers we need to work out a strategy for future where we are able to match the organization’s aspirations with Gen Z expectations.
The biggest challenge in human resource management is to keep abreast with the changing time and mindsets of individuals.
Five years down the line what kind of challenges do you foresee HR department will be working upon? What change as HRs do we need to bring in ourselves? Will the organizations of today work in the same way as they work today? What is your take on the entire situation? Share your comments below.