Can China and Europe Observation 丨 Can I promote the management process of corporate transformation?

There is a domineering label on the Internet "the post -00s of the workplace": they refuse to work overtime, expose the company's wonderful management measures on the Internet, and the boss "disobedient" to say goodbye to the boss. They are given expectations -breaking the existing unreasonable workplace rules, bringing a workplace revolution, and transforming a new workplace environment.

Is this expectation too ideal? With the generation of generations (usually a generation born from 1995 to 2009), will the workplace really ban overtime culture and eliminate grade differences in the workplace? Can the current organizations work freely, cultural tolerance, and let every employee work out of interest and passion?

When analyzing the generation of the Z, the characteristics of each generation of young people need to be eliminated. In fact, it is a characteristic of bureaucracy and enthusiasm for pursuit of ideals.

Generation Z is still in the campus environment, or in the stage of step out of the ivory tower. It is not surprising that they want to transform the real world. When they are facing realistic tests, such as family responsibilities and economic pressure, can they still adhere to their original intention to transform the workplace? We must exclude the commonality of young people, focusing on the intergenerational characteristics of this group of generations Z, in order to see their unique power of the workplace.

Data source: Zhilian Recruitment (Statistics Rules: Data Monitoring and Statistics Analysis of the Online Recruitment Database Based on Zhilian Recruitment 2021) Photo Photo Picture of Liu Hongmei

What is the special nature of the Gen Z?

First, the younger generation of labor has become more "expensive" as a whole. The birth rate of the population in my country is decreasing. The post -90s population is more than 11 million less than the post -80s, and the post -00 population is more than 47 million less than the post -90s. The decline in the number of young labor has made it difficult for some industries to recruit employees. According to data released by the National Bureau of Statistics in 2021, about 44%of companies report that recruitment difficulties are the biggest problems they are facing.

Many companies participate in the battle of young employees. For example, Foxconn tried to break the dilemma of recruitment with salary increases and bonuses, and even attract single young people to enter the factory through organizing blind date activities. Non -manufacturing enterprises are more diversified by grabbing people, such as vitality forests and ideal cars, just emphasize "efficient collaboration" in recruitment advertisements, and attract young people to submit resumes with more efficient and transparent work scenarios; perfect diaries are simplified by simplifying through simplification Recruitment process, encourage internal push, and alumni recommendation to snatch talents.

All walks of life are trying to attract young people, which is a unique phenomenon brought about by changes in the population structure. Young employees in some industries have the ability to provide conditions for their bosses, and the right to speak increases.

Second, many people in the Z generation have good family conditions as a whole, which gives them the confidence against the boss. Most of the parents of generations are post -70s, and their grandparents are mostly 50 generations. The two generations have obtained a series of society such as reform and opening up, globalization, urbanization, real estate market and stock market rise, Internet and mobile Internet waves. Development opportunities can provide a good material foundation for children. Therefore, a considerable proportion of the generations of generations of the Z -generation houses and deposits are sufficient, and as the only child, there is not much economic pressure. As the urban and rural gaps are reduced, they can have a good quality of life even if they leave the first -tier cities. Therefore, many generations of Z to dare to do not fold the waist for five buckets, and emphasize psychological needs and mental needs.

In 2020, Hunting and Hongbolin jointly launched a survey of consumption habits for post -95 workplace workplaces. Finally, it was found that more than half of the monthly deposits of less than 1,000 yuan, or even 7.35%of the post -95s are in a debt state. On the one hand, the reason behind it is that there is no living pressure such as mortgage and children's education, and on the other hand, parents of post -95 employees are generally willing to provide additional economic support to their children to relieve their life pressure.

In May 2022, the "New Economy 2021 ~ 2022 Final Awards Observation Report" released by the pulse shows that in general, 40 % of the employees will leave due to dissatisfaction with the year -end award, but in the post -95s, the proportion exceeds more than the post -95s exceeding the proportion exceeded that the proportion exceeds the after 95. 50 %, 60 % in the after 00. This "impulse" that give up work for a little bonus also proves the confidence of generations from the side: unhappy can leave.

Third, their attitude of anti -"inside rolls" and pursuing freedom of personality is more determined. During the growth of Gen Z, he has generally experienced greater pressure on education and talent training. From childhood to childhood, he has to participate in fierce competition, and you will have some unreasonable and unfair rules. The score line is not uniform. These experiences have already shoved to many workplace phenomena before entering the workplace.

In addition, in the growth process of generations, their parents learned from their own growth and became more democratic, and they were more willing to support their children's ideas. Happy learning, all aspects of systems are also flexible and more respectful. Parent -child relationships and teacher -student relationships are more equal than those generations in previous generations, and they are more naturally easy to get along with each other. These factors are added together to make generations have strong self -awareness. They are generally not blindly obeyed by authority, and they are more opinionations.

Fourth, the growth trajectory of generations Z is reunited with the development of the Internet, "not easy to mess with." On the one hand, they have strong ability to capture information and wide information acquisition. Gen Z often has independent judgment on whether the company's regulations are legal, and can use the network to dig into information such as in -depth rights protection cases.

on the other hand. They are familiar with the Internet social model, so when they encounter dissatisfaction, they are more willing to speak and ask for help online. The influence of posts published on the public is expanded, leaving the public of the public "unhappy" impression. On the other hand, the Internet strengthened the connection between generations Z, giving them the opportunity to discuss some social phenomena, such as "996" and "inner volume", to reach a consistent point of view and support each other. Fifth, Gen Z has experienced many major events and benefited from it, which makes them more mature. Taking the new coronary pneumonia's epidemic, web classes and home office have made generation Z accustomed to working alone and handling various affairs online. There is neither the teachings of teachers, bosses nor the help of classmates, colleagues, and friends. They have cultivated better time management capabilities, multiple task processing capabilities, self -regulating ability, and can face the challenges in work independently, and solve various tasks autonomously.

What resistance will be encountered in the workplace?

However, the transformation of generations of Gen Z is destined to be full of danger. When many of them have not graduated or just entered the workplace, some new challenges have appeared.

First of all, the employment situation of college students has been severe in recent years. In recent years, the teaching and training industry, the real estate industry, and the automotive industry have been cold. Traveling, catering, transportation, logistics and other industries are affected by factors such as new crown pneumonia. Essence The number of examinations for civil servants and public institutions has reached a record high.

In 2021, the number of returning to job jobs exceeded one million for the first time, exacerbating competition. Although the overall supply of young labor is in short supply, it is actually structural imbalance. Gen Z's dedication to enter popular industries such as civil servants, finance, and the Internet, which leads to high pressure in the inner rolls and difficulty in employment. It may lack sufficient chips and energy to transform the workplace.

Secondly, the new challenge brought by changes in the international political and economic pattern. In recent years, due to the adjustment of the supply chain pattern and insufficient demand caused by trade friction and epidemic control, and the restrictions on Chinese enterprises have increased the difficulty of Chinese enterprises in some countries. It will also reduce the interest of Chinese students studying abroad and the possibility of staying abroad.

The changes in these international political and economic patterns may lead to some public opinion that will strive for employees' autonomy, reduce work duration and work pressure, and be classified as western workplace culture or coquettish. Specific pressure to exert pressure to generations.

Third, Gen Z need more time to win the right to speak. The essence of the transformation of the workplace is to transform managers. The emergence of many chaos in the workplace is not because no one speaks, but because the manager does not execute laws and regulations or does not pay attention to the rights of the workers, which leads to violations of employee rights. It is very difficult to reverse the backward thinking of the current management. Gen Z's qualifications are shallow. Most of them are at grass -roots positions. They cannot control the company's policies. On the one hand, they can fight, on the one hand, they can grow through learning, or become high -level managers through entrepreneurship.

Only when they become the backbone of the society, have enough power to speak, and play the role of management, can they put their ideas smoothly. Of course, by that time, the author hopes that generations of young employees in the face of the new generation can adhere to their original intention of that year.

Fourth, there are inertia in the sectarian system, and the exploration of new organizational models is slow. A large organization will inevitably include systems and hierarchies. As the number of organizations increases, the system will be complicated and rigid, and the division of the hierarchy will be more fine. Correspondingly, it is not so easy to make changes, and it will require more time. It may take several years or even decades in reality to notice obvious changes.

In addition, strict institutional management is inevitable in specific industries (such as precision manufacturing and logistics industry), and involves the collaboration model of all parts of the organization and even the entire industry chain, which is difficult to easily eliminate. Many managers and entrepreneurs are exploring how to maintain a balance between mechanical organizations and organic organizations, or how to create agile organizations, decentralized organizations, and self -organization.

This requires theoretical support and data assistance, and it also needs to be proved to be feasible. Therefore, traditional organizations can be eliminated without three, five divisions, but they need to see the appearance of the section and bureaucracy of generations, and in -depth digging the core of the problem and the influence of each other. In order to know how to transform each organization, we can fully realize the energy and hard work that need to be invested in the workplace.

In summary, the expectations of the workplace to completely transform the workplace by generations may not be easy to achieve in the short term. But considering the characteristics of the aforementioned generation, I believe they will continue to promote the management process of corporate transformation. The company leaders who are currently at the helm are gradually adjusting the management method and trying to understand, tolerate and attract young people.

The difficulties in the employment market will pass, and the opportunity for new economic growth will also come. The workplace becomes humanized, flexible and attaching importance to employees' happiness. Twenty years later, when the Z generation entered the middle age and became an executive of various organizations, they would also encounter problems belonging to that era, and they would also encounter a new generation of young people. If then, they will still have courage, wisdom, and ideal to transform the organization, so that our workplace can truly usher in change.

(The author is a professor of management at the School of Management of China Academy of International Business and Industry)

Daily Economic News

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