Maximum merit and a lot of personal freedom: does the offspring simply expect too much?


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Yesterday it was discussed why qualified young people do not find a job. Now a new study shows the high demands of the younger generation Y: Maximum merit with minimal constriction, ie much flexibility and freedom. Does the German offspring simply expect too much?

Maximum earnings and a lot of personal freedom: is the next generation simply expecting too much? Maximum earnings and a lot of personal freedom: is the next generation simply expecting too much?

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Here writes for you: Simone Janson is a publisher, German Top20 blogger and HR communication consultant. Profile

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Difficulties starting a career

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Yesterday we are up Best of HR – Berufebilder.de® Karen's difficulties in starting her career as an engineer are discussed. She also criticized the lack of permanent posts and the low earning potential of young professionals.

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A new international study carried out by Johnson Controls Global WorkPlace Solutions now indicates that the expectations of today's 18 25 year-olds, the so-called Generation Y - especially in Germany - are quite high on their future jobs.

This concerns both the physical work environment and the flexible organization of working hours. The results of the study create new challenges for employers who want to attract and retain young talents.

Working atmosphere is important for creativity

Overview

"From the point of view of Generation Y, the formula for creativity and productivity comes from the relationship to colleagues, workplace environment and atmosphere as well as access to state-of-the-art technologies.

The latter two factors can and should be positively influenced by employers " Dr. Marie Puybaraud, Head of Research Global WorkPlace Innovation at Johnson Controls and initiator of the study.

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The priorities of the candidates

Overview

Among the top workplace priorities of the generation between 18 and 25 in Germany are:

1. The personal work environment:

Overview

  • 85 percent of 841 German "Gen Y" respondents expect to have their own desk that they can personalize. Only 55% of Chinese respondents and only in the United Kingdom and the United States only 64 and 81 percent each have this claim.
  • Only 8 percent of German respondents would be willing to share their desktops (eg for use on different days) and just 5 percent can imagineto work with a "hot desk" system, where desks are not permanently assigned, but always the one that is currently free.
  • 60 percent stated that they only feel comfortable in rooms from 12-16 square meters per workplace. The German generation Y also places high demands on this, as the international average is 8-12 square meters of space per workplace.
  • These results indicate that the design of the work environment plays a key role in the creativity and productivity of Generation Y.

2. Working time flexibility and mobility:

Overview

  • Despite the demand for their own permanent workplace in the office, 76 percent of German survey participants would prefer flexible working hours to the traditional 9-17 watch working time model. This figure also coincides with the desire to work much mobile, which 73 percent expressed.
  • However, only 41 percent expect the employer to offer such a flexible, mobile model. Similarly, preferences and expectations in this regard diverge in the United States and the United Kingdom, while in China and India, Generation Y largely also expects what they want in terms of working time flexibility.
  • For personnel managers in Germany, this results in a need to address and change this deviation.

3. Access to the latest technology

Overview

  • Being equipped with state-of-the-art technology is the key to productivity for respondents worldwide, also against a background of mobility affinity.
  • Therefore almost 60 percent expect a mobile phone for work purposes.
  • About half expect to be equipped with a laptop.
  • And a BlackBerry or similar device almost want 50 percent.

4. Financial compensation important

Overview

  • German junior staff also place a high emphasis on financial compensation
  • While the highest criteria in the selection of the employer on a global average are the learning opportunities and future colleagues, salary is the top priority for the German "Generation Ys", followed by future colleagues and the importance of the tasks.
  • The learning opportunities are only the sixth place for German respondents.

"The tide will turn!"

Overview

"While many of them are still looking for a job, in Germany it will soon turn to Generation Y for purely demographic reasons, because qualified young people are increasingly becoming a scarce resource, as the 18-25-year-olds today only use 15 Percent of the population in Germany, "says Stefan Wolter, Managing Director of Johnson Controls Global WorkPlace Solutions in Germany. "So it's about time that employers who want to attract and retain talented young people listen to the ideas of this generation.

To the study:

Overview

The international study "Oxygenz: Generation Y and the Workplace" examines the priorities of 18 25 year-olds for their future jobs so as to advise companies on how to strategically use their real estate and work environments to attract and attract talent to keep.

The country report Germany is based on the information of 841 participants between 18 and 25 years. More than 70 percent of German "Generation Y" respondents were students; the ratio of the number of female and male participants was 3: The German study was conducted online in January and February 2010, with the aim of obtaining a meaningful sample for comparison with the global results. The German Generation Y sample of 841 is 24 percent of the worldwide sample of 3565 survey respondents. The international study "Oxygenz: Generation Y and the Workplace" was initiated by Global WorkPlace Innovation.

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  1. Simone Janson

    For jump into the cold water and independently what I am always synonymous to have!

    I think of a study that I have just quoted: Youth, Information, (Multi) Media "(short JIM), which the Media Education Research Association Southwest since 1998 annually performs.

    But - do not succeed in time - good cue ...

    gruß
    Simone

  2. Regine Heidorn

    Hehe :-) good counter question. Alternatives: I made the leap into the cold water with the independence without previous corporate career. A wobbly path not without danger, but for me the only way to be able to plunge into my work with all my abilities. But that's too far for comment ...

    This assumption of the digital natives, who can handle the Internet so virtuosically, produces a semi-knowledge so generalized, which may well be distorting the results of investigations or flattening the interpretation.
    Digital natives go differently with different platforms / networks in different age phases. In the rarest cases, there is a consistency in the use, eg, Like digital immigrants like me. There are some examinations, I can not manage to bring them here.

  3. Simone Janson

    Thank you Regine for the constructive objection. No, I have no comparisons with online numbers - that would be worth researching. In any case, it is obviously assumed in principle that all young people are internet affine ...

    > I currently do not have a motivation to start working with unpaid internships as a beginner ...

    Counter question: When did you as a job starter ever had the motivation? But: Do people really have other options? At the moment I do not really see that companies are chasing after jobseekers ...

  4. Regine Heidorn

    Since it is an online study, the survey seems to show only the needs of Generation Y, which is familiar with the Internet. If there are control numbers or comparisons, Eg to an offline survey?
    Of course there are not necessarily differences, but also to determine that would be important. Has the affinity to the Internet been queried?

    That the earning opportunities are in the foreground, I'm not really surprised. As a job starter at the moment, I would not have the motivation to go through unpaid internships ...

    I find the demographic combination exciting. I am curious how this forecast will affect the working conditions in the coming years.

  5. BitBoutique®

    RT @SimoneJanson: Fresh Blogged: Maximum merit and lots of personal freedom: does the offspring simply expect too much?

  6. Simone Janson

    Frisch Blogs: Maximum merit and a lot of personal freedom: does the offspring simply expect too much?

  7. Simone Janson

    Fits well with the discussion of yesterday): Expect #New-grown people just too much: #fb

  8. Competencepartner

    Maximum merit and a lot of personal freedom: is the offspring simply expecting too much ?: Yesterday ...

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