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Title:Pričakovanja milenijcev od potencialnih delodajalcev
Authors:Halilović, Alma (Author)
Marič, Miha (Mentor) More about this mentor... New window
Files:.pdf VS_Halilovic_Alma_2020.pdf (623,61 KB)
MD5: 6265B409C758359117B8CE20C0A66A6D
 
Language:Slovenian
Work type:Bachelor thesis/paper (mb11)
Typology:2.11 - Undergraduate Thesis
Organization:FOV - Faculty of Organizational Sciences in Kranj
Abstract:Obravnavamo pričakovanja milenijcev do potencialnih delodajalcev. Milenijci so generacija, ki je rojena med letoma 1980 in 2000. Generacije so si med seboj različne, vsaka ima različne lastnosti in razmišljanje. Tako se pričakovanja z leti spreminjajo, zato je pomembno, da delodajalci stopajo v korak s časom in ugotovijo, kaj je tisto kar pritegne ljudi, da se zaposlijo v organizaciji in jih tudi zadržijo čim dlje. V teoretičnem delu smo se seznanili s profilom generacije Y, njihovimi lastnostmi in značilnostmi. Prav tako smo ugotovili kateri dejavniki so tej generaciji pomembni pri iskanju službe ter kaj potrebujejo na delovnem mestu, da bi bili zadovoljni. V empiričnem delu smo s pomočjo anketnega vprašalnika ugotavljali kateri dejavniki so milenijcem pomembni pri iskanju delovnega mesta in kateri na delovnem mestu. Raziskovali smo kje bi raje delali (v organizaciji ali od doma), kakšno plačilo pričakujejo, kako pomembne so jim denarne nagrade ter kako hitro so pripravljeni menjati službo. V diskusiji smo odgovarjali na raziskovalna vprašanja, ki smo si jih postavili v empiričnem delu. Ugotavljali smo kateri odgovori so bili med anketiranci najbolj pogosti ter kateri dejavniki so tisti, ki so milenijcem najbolj pomembni. Na podlagi pridobljenih odgovorov smo podali svoje mnenje ter priporočila za izboljšavo. Ugotovili smo, da je milenijcem pri iskanju službe na prvem mestu plačilo. Kljub temu so veliko pomembnost dali tudi drugim dejavnikom. Prav tako so jim pomembne denarne nagrade za uspešno opravljeno delo. Na samem delovnem mestu pa so jim najbolj pomembni medosebni odnosi. Ugotovili smo tudi, da si mladi želijo ostati na delovnem mestu čim dlje časa. Pri menjavi službe pa so neodločni. Ob ponudbi višjega plačila v drugi organizaciji bi mogoče bili pripravljeni menjati službo, kljub slabšim pogojem. Menimo, da bi podjetja lahko mladim ponujala ustrezno plačilo za opravljeno delo ter jim sčasoma plačilo tudi poviševala (na podlagi uspešnosti in delovne dobe). Prav tako bi lahko organizirali razne team buildinge ter družabne dogodke, na katerih bi se zaposleni lahko povezali ter tako bolje komunicirali. S tem bi lahko izboljšali medosebne odnose. Pomembno je tudi, da se nadrejeni povežejo s svojimi zaposlenimi. Tu bi priporočali mentorstvo ter ustrezno vodenje. Milenijci so generacija, ki potrebuje nekoga, da jih vodi in usmerja ter jim daje povratne informacije.
Keywords:pričakovanja, dejavniki, plačilo, medosebni odnosi, mentorstvo
Year of publishing:2020
Source:Maribor
COBISS_ID:35867907 New window
NUK URN:URN:SI:UM:DK:X7YKE6FQ
Views:175
Downloads:42
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Categories:FOV
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Licences

License:CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International
Link:http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:28.08.2020

Secondary language

Language:English
Title:Millennials' expectations from potential employers
Abstract:This thesis regards millenials' expectations from potential employers. Millenials are a generation born between 1980 and 2000. Generations are different from each other, each generation has its own traits and way of thinking. Expectations change with years, that's why it's important that employers step in time and discover what attracts people to get a job in their organisation and also detain them. In the theoretical section we got acquainted with a profile of generation Y, their traits and characteristics. Also we found out what factors are important to this generation when they are looking for a job and what they need in their workplace to be satisfied. In the empirical section we used a questionnare to find out which factors are important for millennials when they are looking for a job and which ones are important at their workplace. We explored where they would rather work (in organisation or at home), what payment they expect, how important are money awards and how fast are they willing to change their job. In discussion we answered to research questions based on our empirical work. We found out which answers were most common and which factors were most important to millennials. Based on the responses we gave our opinion on this topic and our recommendations for improving. We found out that millennials put payment on the first place when they are looking for a job. Despite that other factors are also very important to them. Money awards for their successful work are also important to them. At their workplace they put interpersonal relations to the first place. We found out young people want to stay in their workplace for as long as possible. They are indecisive when it comes to changing their job. If they were offered another job for a better payment with worse work conditions they would maybe accept it. We believe organisations should offer millennials appropriate payment for the work they do and eventually give them a raise (for good performance and years of service). Also they should organise team buildings and social events where employees could connect with each other and improve their communication. They would improve interpersonal relationships. It's important leaders connect with their employees. We would recommend mentorship and proper management. Millennials are a generation that need somene who can lead and direct them and also give them feedback.
Keywords:expectations, factors, payment, interpersonal relations, mentorship


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