Abstract

This study explains how generations X, Y and Z share similarities and differences in
work values and career preferences. The authors attempt to understand the work
values and career preferences of Gen Z with a focus on India as the cultural context
crucially contributes to generational differences (Erickson, 2009, Generational
Differences Between India and the US, Harvard Business Review). While researchers
portray that the generational values often develop in the formative years (Strauss &
Howe, 1992), this article attempts to understand the evolution of Gen Z in light of the
COVID-19 pandemic and how it aligns with or urges change in prominent
developmental theories. These findings can form a base for future research and
potentially draw implications for organisations, managers, communities and
individuals.

Mahapatra, G. P., Bhullar, N., & Gupta, P. (2022). Gen Z: An emerging phenomenon.
NHRD Network Journal, 15(2), 246–256.
https://doi.org/10.1177/26314541221077137

Today’s workforce consists of 4 generations: (ordered from oldest to youngest)

Baby Boomers, Generation X, Millennials, and Generation Z. These generations were
raised in different social and political atmospheres and therefore, correspond to
different childhood upbringings and familial environments, which beget different
values, wants, and needs in adulthood.

Early and late psychological researchers have proven this to be true: the
environment in which an individual is brought up in, namely the things that they lack
or are deprived of in their childhood, strongly influences their value development
throughout adulthood.

But how exactly does this tie into the ever-changing workplace status quo and where
do employers fall in? We can generalize these individual upbringings that influence
different adulthood values to the changing social, political, and technological
atmospheres surrounding each generation that underlie (and influence) different
generational workplace values.

To cultivate a workplace environment where all employees can thrive, employers

must be wary of these values, as well the nature of the social, political, and
technological atmospheres that generated them.

Odukoya, A. (2023, October 30). The changing generational values. Imagine | Johns
Hopkins University. https://imagine.jhu.edu/blog/2022/11/17/the-changing-
generational-values/?fbclid=IwAR2Hg6-
XiBQQOERYBS2tmLUPT8UHGlaNehLSJvOzz4hedR0WicdIlmlOTy

This research examines how Generation Z (individuals born between 1997 and 2012)
is perceived to impact the construct of societal challenges and organisational
changes within the context of Western Europe. To explore their impact, the research
aims to investigate their perceived role in shaping societal perspectives and
organisational responses. The study is guided by Mannheim’s socio-historical theory,
considering shared emotional orientations, motivations, considering limitations as a
result of human development. Purposive sampling was employed to select
participants with specialised knowledge of Generation Z’s impact. Semi-structured
interviews were conducted with seven participants, including Generation Z
individuals, a sociology professor, an analyst, a youth worker, an HR professional,
and individuals experienced with Generation Z-related issues. Reflexivity was applied
to acknowledge the researcher’s potential biases due to personal context as a Gen Z
member. Thematic analysis was used to extract key themes from the interview data.
The study contributes to understanding how Generation Z’s socio-historical context
shapes their perceptions, motivations, and actions, influencing societal challenges
and organisational changes. It proposes a model connecting their context to
expectations and actions. The research suggests that future studies should test the
theoretical framework and investigate behaviour prediction based on widespread
data. The study reveals that Generation Z’s impact on society and organisations
stems from their emphasis on authenticity, demand for transparency, and pursuit of
purpose-driven approaches. They mobilise through digital skills, transforming
personal concerns into collective activism, and their integration into organisations
depends on alignment with values like transparency, social responsibility, and work-
life balance.

Petrus, V. L. S. A. (2023b). GENERATION Z REACHING ADULTHOOD IN SOCIETY :

Perceptions of Generation Z’s impact on the construction of Societal Challenges and
Organisational Changes in Western Europe: A Qualitative Exploration. DIVA.
https://www.diva-
portal.org/smash/record.jsf?fbclid=IwAR2w49WgN5Rpq_R7Cgj8CslIZ6nE-
GrqbgjiZEWz5vyrxTvaOCWlr2T7xsg&pid=diva2%3A1799165&dswid=3386