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MNGT 3711 Final Report: Reflection on Stakeholders & Interrelationships and Forces & Influences - Grade A, 96.5% CA$9.95   Add to cart
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MNGT 3711 Final Report: Reflection on Stakeholders & Interrelationships and Forces & Influences - Grade A, 96.5%

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Write a paper addressing the following questions and reflections. The paper should be no more than 20 pages double-spaced (approximately 5,000 words) and should include examples from your journalling activities. Part A: Stakeholders and Interrelationships Describe how the activities influenced you...

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  • August 25, 2020
  • 16
  • 2020/2021
  • Essay
  • Unknown
  • A

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Intrinsically, over the past decade, there has been an establishment of various research

activities, so to understand Generation Z better. These researches have dug up the nurturing of

children born after 1995 and reported notable findings over the generation being the most

prosperous digitally (Kolatsis, 2019). However, there lacks adequate study on the impact

Generation Z brings about in the workplace. Ever since 2013, the industry has experienced the

entry of Generation Z workers, now them being over 18 years (Brown, 2019). Appropriately, it is

noticeable and excepted that their behaviour and performance in the workplace are not similar to

their precedent generations.

This chapter reviews literature and secondary data in place concerning Generation Z what

factors contribute as barriers and enablers to their commitment and motivation in the workplace.

It aims to discuss the birth of this generation in the late 90s and evaluate the environmental

factors in which they grew up, then describe and assess the impact technology has had on this

generation and how they have adapted to it to cause transformation (Jenkins, n.d). Furthermore,

the chapter will follow up their entrance into the workplace from 2013 and bring to bear the new

business wave they introduce, including a change in the business model, customer relationship,

and leadership roles (Dike, 2013). The analysis of past literature on Generation Z will set path a

discussion of the barriers and enablers that the generation consequently faces in the workplace.

Five barriers and issues Generation Z commitment in the workplace

Generation Z is Past know-how; they tend to devote most of their time on the internet but

do not want to grow their career with the help of the internet. Technology stands as the central

chunk of their lives, and they prefer organizations that allow them to use the internet regardless

of the area or the time zone barriers. Their commitment towards an organization that has not

,appreciated the use of technology will be weak. In research conducted by Anjali Singh, only 31

% of those surveyed would consider using the internet to develop their careers, and this would

not be to benefit them but to show off to their fellows. 69% would not venture into online

business since they feel everyone else is doing it (Singh, 2014). Since they are used to their

smartphones or an ipad, they expect to have them while going to the office (Mihelich, 2013).


Laziness, generation Z is sluggish to partake in complex tasks, and this becomes a

deterrent to their commitment, this could be because they have grown in an environment where

technology fixes their problems, they blame the laziness on boredom and repetitive work. In

research carried out in 2014, Knoll states that more than 80% of generations Zers prefer to work

in an environment that they can adapt to quickly. Generation Z is a lazy generation that prefers

to take easy tasks and diminishes complicated activities. Generation Z only prefers to work in

flexible schedules, and they rarely want to have to work overtime; they consider that their

schooling has not equipped them enough expertise to pact with everyday snags (Bridges, 2015).

Singh states that this generation wants to work at companies that do not bother about work hours,

leaves, or permissions as they want their freedom and prefer to have their boss treat them as their

friends (Singh, 2014). Singh also found out in her survey that the generations Z at times flop to

labour because of sluggishness.


The extensive review identifies generation Z as a stressed generation, and they have a

different way of approaching stress, both private and work-related. Stress hinders them from

being committed in the workplace. A study by Zuzana Kirchmayer of an individual named

Samuel and his colleagues, 41.38% of the office's problems are private issues related to family,

friends, or relatives (Fracticova & Kirchmayer, 2018). Over 90% of this new age band has

identified to have at least an indicator of stress, deficiency of enthusiasm, or hopelessness,

, according to research by the American Psychological Association (Borysenko, 2018). As soon as

generation Z goes into the workplace, they abruptly recognize that this grind is not their desire;

they see the reality at work and precipitously flinch to volte-face about their career (Fantin, n.d).


Additionally, they lack interest in the job; most of this fresh age band individuals work to

get money; it brings a character out of them, which is they are money-oriented. A majority of the

generation Zers stated that they could not travel to work if the distance is long; most of them are

reluctant to volunteer to take part in tiresome activities (Cristina, 2016). According to

Kirchmayer, earning money is the generation Z top priority and their prime motivation in the

workplace (Fracticova & Kirchmayer, 2018). Generation z does not care about the working

condition or anything else to do with the work as long as they are earning money; this, in other

words, means they have no sense of purpose in the job (Fracticova & Kirchmayer, 2018). In turn,

the lack of interest in the position, leads to poor performance in the post, finding the job

monotonous and tiresome. It could also lead to losses in the organization, and they lack in the

personality department, given that their childhood highly influenced by digital technology

(Johns, n.d). They can only work when they want to, and no other factor can motivate them more

(SHRM, 2020).


Generation Z is materialistic; they value making more money than their input in work.

Their greedy nature, as seen in numerous studies where they held that they would grind in an

organization which they are not passionate about if the salary is good. In a survey of 703

generation Z individuals, 65.34 % say they work because of the financial benefit they will get

from work (Fracticova & Kirchmayer, 2018). Generation Z states that more money and

advancement motivate them to work (Schawbel, 2014). Generation z is more money-oriented.

According to different research, generation Z has seen those before they suffer to meet their

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