The new generation of young workers showed what a generation that migrant workers with different professional requirement and performance, therefore, how to keep, management and incentive these new generation employees, has become the most enterprise managers but many feel headache management attention problems.
In order to understand the "80" young worker really think, help enterprise design more accord with young worker to employment, work of psychological and career development opportunity and the environment, effectively change management mode and promote the efficiency of management and enterprise performance of ascension, and so, in Sweden embassy enterprise society responsibility center by China's textile industry federation social responsibility office and Rachel league--children's rights and bo corporate social responsibility center cooperation launched "listen to '80' young worker after heart research".
The survey is the focus of China's young group of peasant workers core target population is those 16-20 young peasant workers. In China's industrialization and urbanization times background, most of them would not and will not return to the countryside, but gradually into urban society. Therefore, the research will they called "the new youth workers" to reflect their different from indeed for generation on the migrant workers. And the difference is not only reflected in the age stage, is also a kind of intergenerational inheritance with different on with.
Listen to "80" young worker voice, win their trust and support, this is the foundation of the enterprise future competitiveness, also can help enterprises to better their social responsibility. The survey by listening to young workers to their lives and work really think and feel, understand their dreams and ambitions, for enterprise human resources ZhengLve adjustment and management mode to provide the most effective decision-making basis.
The following is the report's main conclusion:
The main factors affecting work stability
"80" the youth workers migrant expectations is varied and aspects, the work of the understanding of the meaning and value is various. They generally think that the main means to their work to earn money to support himself, reduce the burden for his family, informative and save money for future life or business needs. For them, jobs was only temporary, they are not totally for the money and go to work, but there are more self pursuit.
They are not merely content to find a job, and have many consider, the main value salary level, learning skills of opportunities, the living environment and working conditions, often after comprehensive consideration of the basis, make your choice. But they are now working with the actual get treatment between expectations, with the obvious misalignment and contrast. This objectively for them to change frequently work flow and provide the external thrust, also may let them have the intense work flow the internal drive. This may be part of them like "stray type" part-time job of the important reasons.
The research object of the young and middle-aged workers most of the work of fixed number of year of less than three years, but since the migrant workers, change once the work 20.2%, replacing 2 times accounted for 33.0%, replacing 20.7% over three times, the three total as high as 73.9%, and only 26.3% from the work not changed. Obviously, they flow higher frequency.
· looking forward to get fair labor pay.
They not only want higher wages, and hope to have a good life, inductive interested in the job and a comfortable working environment. In their view, compensation and benefits being fair and justice, whether can let them general satisfaction, is they change jobs and the main reason for the flow.
· hope the job itself attractive.
They generally thought that, in addition to wages, the job itself attraction was the ease, to improve the work efficiency of enthusiasm and the key. The attraction of the work mainly from three aspects: one is to arrange for the types of work is for yourself; 2 it is different specific activities and whether can try to work and learning, and don't matter of repeating the same action; 3 it is work on time should have certain flexibility, as long as you can finish the work amount quality, there is no need to work overtime.
· hope friendly management and working environment.
They mostly eager to get respect and understanding, hope your own needs and individual character, the special skill and interest attention, hope to have good interpersonal and communication, hope managers do fairness, and transparent; Don't like will only give orders of managers, don't like with locals difference compared to treat. They hope in a full of love, and the friendly environment.
· very wants to have relatives or friends in the side.
The whole family or have some family members with a factory or in nearby factory work, relatively little to liquidity. Friends and acquaintances is whether they choose to work for one of the important factors.
· expect to become a professional people, get steady professional development.
They believe that the occupation of steady development and enterprise or factory support and closely degree, mainly in enterprise or factory management environment. For example, enterprise or factory have youth training plans and career development plan, whether to have team construction, whether to have effective line managers team, if you can let young workers get continuing professional growth feeling, have the enterprise culture of the growing sense of belonging and to enterprise.
Work experience and the evaluation on the work
* work in negative emotion more than positive emotion experience.
"80" the youth workers think that the most able to describe a recent weeks in the work mentality feeling vocabulary is "be agitated," "boring" and "depressed". In interviews, these three kinds of negative emotions of people to experience respectively 47.1%, 39.5% and 37.5%. Only 36 respondents think of young workers at feel "comfortable", accounted for 8.6%. In the interview, youth workers mentioned many times in the work was "a bad mood" and "boring".
* numbness strongly.
Most of the factories piecework wages, workers' income and its yield is directly related, many workers to work in the evening hours, generally in the evening after work at 8:30 didn't end return to dormitory rest, such as the work is much, also may be more later.
Due to work every day over a long period of time, work flow machinery, repetitive content, long working hours is easy to produce irritating and exhaustion. More important, the workers in the work of most of the time, only and machine and material contact with, and the human communication is very little.
Many workers reflect, work a long time later, only have "numb" feeling, a young worker is outspoken ground to say: "we have become a robot, I don't want to do a deal with robots and machines!"
* don't meet at the current entertainment leisure, a desire to have more rich and meaningful leisure time.
A short rest in the evening and weekend time, young worker to sleep more, watch TV, play mobile phones, Internet personal entertainment way to kill time, or in the dinner with friends shopping, small groups such as interactive as the major entertainment and leisure activities. They generally think that his own amateur life very boring and drab, no significance.
* personal opinions in management easy is ignored.
Young workers in the enterprise or the factory that the current management, more from the enterprise or the factory or the point of view of the problem, not from staff Angle, youth workers often in a "managed" position, is more of a "listen to and obey" rarely have the opportunity to participate in the management. It's hard for them to have to participate and express themselves, their thoughts and ideas are often the most easy to be ignored. Many young workers think that their views and opinions in a factory wouldn't want attention.
Basic life attitude, main expectation and ambition
"80" the youth workers think that they are paying more attention to the self value realization generation, have more strong sense of self-esteem, demand, the common desire for independence, the pursuit of independent, to yearn for themselves. This is mainly embodied in, most "after 80" youth workers hope to live more self, can you want to live a life, decent and dignity; Have your own time and space, didn't need to see others face the gun. They are eager to independence, hope their own independent and not rely on family; They hope to do it ourselves, their things in his own right; They hope to a difference, live a rich, relaxed, comfortable and decent life, have no need for a living and frustration.
* realistic expectations
"80" the reality of the young workers expect is various, salaries level and to participate in professional skill training is a common two basic needs. The pay increase is the most they care about and want to express topic.
They generally want through labor skills training to realize self-development, hope to get various knowledge and skills training, especially hope to get help to enhance the professional skills training. Most of them to attend professional skill training as a self-improvement primary path. But their actual accepted the professional technical training proportion is not high, to provide them with training opportunities are more limited. And they can't bear to have a professional skill training expenses and costs, and work long hours, labor intensity, often also lack to participate in training the time and energy.
* career ambitions
"80" the youth workers generally want their own future business, such as when the boss, dry individual, make it a businessman, so as to have a rich and decent life. But how do they realize their "entrepreneurial dreams" often lack the feasible plan, also is little chance to get the actual support and external effectively guide. They often from the heart envy "boss" of life and work, but is often KongHuai "entrepreneurial heart", do not know how to achieve the ideal. "The boss" become their common pursuit of the "successful model or template".
Suggestions for the enterprise
Research from the situation, enterprise or factory common feeling management young workers has the certain difficulty, and take some measures to improve the management, but the improvement measures are often forced to make adjustment and deal with, and has a certain degree of lag. This is mainly embodied in: management way still with "production management" as the center, consider more is production goals and efficiency of the reach, managers tend to care about is labor result, the output of the many and the efficiency of the height, and might not ignores except the subjective feeling outside wage workers and other needs. And because the language, culture and living habits, the differences between managers and workers is difficult to real youth has a genius. Enterprise or factory managers think humanization management is the embodiment of the "go down they", "not fighting with their" is "coax them", "to get their work is good".
But in fact, enterprise really listen to the opinions of the young workers in the management or to create the expression of ideas are not enough space. Young worker to express their opinions and participate in the administration of form is more of a single, and a lack of substance. Most of the factory does not encourage young worker directly involved in plant daily management. Many young workers think that their views and opinions in a factory wouldn't want attention. Young workers to participate in less known is an important right, and to understand and learn some active participation in the way and the method, improve their participation and expression ability.
So, if hope to better adapt to the characteristics of the new generation young workers, further harmonious enterprise and the relationship between the young workers, give full play to the young worker's enthusiasm, initiative and creativity, and realize the win-win situation between and sustainable development, and to solve the enterprise "labor to the management of the trapped, the problem of" difficult. Enterprise or factory can consider the following aspects in the existing management mode adjust and improve:
1. Design a let young worker impressive interview.
Young worker common desire to be respected, leading to their life. In their chosen work, no longer want to "be choice", but to all aspects of the factory have a basic understanding after "independently choose the factory". Therefore, a good impression of the interview will be a lot of young worker vocational start.
2. New employees to provide "new treatment", in the care of the young workers won trust.
Young people in to leave home when working out, for the future usually have good wish and hope. To the factories, nervous busy work, closed boring life, is they have to face the reality of the situation, it makes a lot of young worker produced depressed, setbacks and unable to feel. First few months is the most difficult time. In such a dramatic transformation period, young people need psychological and emotional support and care for. The factory shall establish new entry staff care plan to help employees to adjust to the work environment, life in the factory, smoothly through the suit period, to develop the work lasting interest.
3. Increase the affinity of line managers, to improve the environment happy elements.
Young workers in factories to contact most is a line managers, the most easy and contradictory or establish the feelings, and is also a line managers. Not only is the factory line managers and youth link between workers and will probably be study example and truth listener. For factory for, a line management team is the enterprise system and employees of direct care executives, their management way method whether accord with the characteristics of young worker, whether to be young worker recognized and accepted, it will directly affect the state of young workers and their cultural identity for enterprise.
4. Establish employees involved in the multiple paths, for young workers to participate in the enterprise management and self-fulfillment stage.
The factory to change management idea, as far as possible increase employee participation in enterprise management ways and means, and gradually cultivate a young worker can turn in enthusiasm good atmosphere. Enterprise shall set up a variety of means actively promote youth employees involved in the daily management, and support and encourage employee, the organization carries out the cultural entertainment activities and participate in community activities. Enterprise should also pay attention to management model of transformation from the original "with the strict system of the pipe up" the authority of the management mode, change is depending on the young workers for "dynamic, creative" team management mode. Build a equality, respect work environment, for young workers to express their friendly atmosphere build.
5. Establish good relations between the enterprise and the community, promote youth workers into the society, to improve the quality of life of the young workers and happiness.
The enterprise should help young workers in melt into the city community take the corresponding responsibility, through the youth workers went out and asked the social professional organization form such as into the enterprise, harmonious youth workers and community relations. Through the community activities, such as volunteer action way and increase enterprise staff and the local community interaction, for the local community public service in fresh strength, to improve the local people in foreign workers impression, make the locals to be more understanding and openness to accept the new generation workers.
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