MANAGING THE NEXT GENERATION: WORK VALUE OF GENERATION Z

• Main Author: Lilifly
• Format: Theses
• Language: Indonesia
• Subjects: Manajemen umum
• Online Access: https://digilib.itb.ac.id/gdl/view/45901
• Institution: Institut Teknologi Bandung

The demographic bonus that occurred in Indonesia had quite an impact on the explosion of the millennial generation who entered the workforce. Millennial issues have attracted much attention from researchers and also companies that focus on how to understand and manage this generation in the world of work. In addition, a number of studies have also focused on identifying differences in both the values and characteristics of millennial and prior generations. So that, they are lacking in a new development that is no less important. The next generation after millennial or generation Z has begun to enter the workforce. The oldest ages of this generation have started their careers and some are still in college and preparing to enter the workforce. In Indonesia, the number of people currently studying at the college reaches 8 million or 3% of the total population. Gen Z is known as a digital, global generation, and has high expectations regarding their careers but on the other hand, they may have problems being able to work in teams. The difference in character from generation Z and previous generations is very likely to influence their preferences in viewing the world of work. The purpose of this study was to determine the work value of generation Z. The work values used include four values related to Extrinsic, Intrinsic, Social, and Prestige obtained based on a literature review. Further, this study also finds out whether there are differences in work value based on gender in generation Z. This study uses descriptive and statistical analysis (using IBM SPSS software 23) that analyze the result of 310 questionnaire respondents from students of three universities in Bandung (ITB, UNPAD, and UPI). Based on the descriptive analysis of data analysis, the authors found that Generation Z has the most dominant work value on values related to extrinsic, social, and intrinsic. For more specific preferences, the Z generation places great emphasis on the aspects of salary, job security, benefit, co-workers, advancement, and interesting work which also adequately represent their character. Furthermore, the results of the statistical analysis relating to differences in the work value based on gender or between women and men of generation Z can be ignored concerning those who appear to have the same agreement on the work values studied. Therefore, to welcome this generation well, the organization should give them attractive offers in considering the preferences of this generation. Besides, the organization also needs to be aware and utilize technology to facilitate this generation’s lifestyle and also emphasize CSR program as organization’s social and environmental awareness to channel the concern of this generation which is highly concentrated on social activities. By understanding the characteristics and work values of generation Z, recruiters will be able to attract and manage them so they can be prepared to become the company's future leaders.