"Bolagsverket är mer modernt än jag tänkte mig" : Hur kan statliga myndigheter arbeta med Employer Branding för att attrahera Generation Y?

Bakgrund: Employer Branding är ett relativt nytt begrepp som har börjat användas som en strategi inom Human Resource Management. Genom att utveckla ett Employer Brand kan or-ganisationer attrahera och behålla talangfull arbetskraft och på så vis säkra sin överlevnad. Det saknas emellertid forskning på hur Employer Branding kan användas i offentlig verksamhet för att attrahera den senaste generationen på arbetsmarknaden; Generation Y. Syfte: Öka förståelse för hur statliga myndigheter kan arbeta med Employer Branding för att attrahera Generation Y. Metod: Studien baseras på kvalitativ metod och har en fenomenologisk samt deduktiv forsk-ningsansats. Undersökningsdesignen var i form av en fallstudie. Nio semistrukturerade inter-vjuer har genomförts med respondenter på Bolagsverket, varav fyra intervjuer med personer som har inflytande över Employer Branding och fem med personer ur Generation Y. Teorier: "Employer Branding Predictive Model" Slutsatser: I studien visar att den statliga arbetsgivaren är attraktiv för Generation Y. Proble-matiken ligger i att det finns brister beträffande hur kommunikationen av arbetsgivarvarumärket ser ut externt. Utan en uttalad målgrupp och ett uttalat Employee Value Proposition blir den externa kommunikationen otydlig vilket minskar arbetsgivarens attraktionskraft hos potentiella arbetstagare. Attraktiviteten uppstår först när individen från Generation Y redan rekryterats in i organisationen.

Generationsskillnader i arbetslivet: en kvalitativ studie med utgångspunkt från generation y

In previous studies research has shown that generation y experience resistance from older generations represented in the labor market in USA. The resistance is due to differences between the generations. On the other hand some studies say that differences are more likely to come from other factors such as gender and which stage in life the individual is in. The purpose of this study is to describe how (women in) generation y is experiencing the cooperation with colleagues from other generations and if they considers that differences due to generations exist. The study will also try to determine if the respondents are aware of each generation’s characteristics. To fulfill the purpose of the study a qualitative method was chosen in the shape of a focus group. To be able to answer the purpose an interview guide was developed from previous studies. The guide was divided in three sections; scenarios, exercises and finally questions. The focus group resulted in a two-hour discussion between four individuals belonging to generation y. The result of the study showed that generation y in Falun, Sweden did identify some of the characteristics each generation had. Further did the respondents conform that resistance due to generational differences was a problem. To answer the purpose of the study generation y felt underestimated by the older generations and expressed a certain degree of hopelessness.

República Dominicana: evolución económica durante 2005 y perspectivas para 2006

Incluye Bibliografía

Análisis y evaluación financiera del sistema policultivo de bocachico y tilapia roja en los departamentos del Atlántico y Magdalena

En este texto investigativo se realiza una avaluación financiera del proyecto Sistema Policultivo Bocachico – Tilapia Roja. Para llevar a cabo la investigación radica que en el momento en que se realizó el primer prototipo del Policultivo, no se tuvieron en cuenta aspectos de carácter financiero; además durante el proceso de estudio hemos aprendido elementos que ayudarían a mejorar el análisis financiero y económico del proyecto Policultivo. Con el estudio, los piscicultores e inversionistas dispondrán de unas herramientas calificadas y cualificadas que les permitan no sólo saber y estudiar el costo del montaje técnico de un policultivo, nociones de la piscicultura y cultivo de especies, sino, especialmente, conocer a través del uso de la metodología investigativa de la evaluación de proyectos, las fuentes más convenientes para el financiamiento, el potencial del negocio, un sostenido estudio de mercado y la generación de valor que representa el esfuerzo económico. Y por último distinguir el aporte eficaz que genera el proyecto en materia de desarrollo local o regional al contribuir con la generación de empleo, bienestar y al satisfacer ciertas necesidades sociales. Se pudo determinar que la producción y comercialización de Bocachico y Tilapia Roja mediante el Sistema Policultivos es factible, ya que mejora considerablemente los rendimientos de producción por unidad de área, y se aprovechan de la mejor manera los recursos disponibles. En el análisis se detectó que existe un gran potencial de demanda y de mercado, eficiente uso de los recursos financieros, técnicos, administrativos, legal, humanos, físicos y de infraestructura acorde con las necesidades del proyecto; y con una evaluación financiera que demuestra que el proyecto Sistema Policultivos es viable, rentable y se justifica realizar la inversión para desarrollarlo.

The formation of, and change in, the psychological contracts of graduates entering the Queensland public sector

The workplace is evolving and the predicted impact of demographic changes (Salt, 2009; Taylor, 2005) has seen organisations focus on strategic workforce planning. As part of this, many organisations have established or expanded formalised graduate programs to attract graduates and transition them effectively into organisations (McDermott, Mangan, & O'Connor, 2005; Terjesen, Freeman, & Vinnicombe, 2007). The workplace context is also argued to be changing because of the divergence in preferences and priorities across the different generations in the workplace - a topic which is prolific in the popular culture media but is yet to be fully developed in the academic literature (Jorgenson, 2003). The public sector recruits large numbers of graduates and maintains well established graduate programs. Like the workplace context, the public sector is seen to be undergoing a transition to more closely align its practices and processes with that of the private sector (Haynes & Melville Jones, 1999; N. Preston, 1995). Consequently, questions have been raised as to how new workforce entrants see the public sector and its associated attractiveness as an employment option. This research draws together these issues and reviews the formation of, and change in, the psychological contracts of graduates across ten Queensland public sector graduate programs. To understand the employment relationship, the theories of psychological contract and public service motivation are utilised. Specifically, this research focuses on graduates' and managers' expectations over time, the organisational perspective of the employment relationship and how ideology influences graduates' psychological contract. A longitudinal mixed method design, involving individual interviews and surveys, is employed along with significant researcher-practitioner collaboration throughout the research process. A number of important qualitative and quantitative findings arose from this study and there was strong triangulation between results from the two methods. Prior to starting with the organisation, graduates found it difficult to articulate their expectations; however, organisational experience rapidly brought these to the fore. Of the expectations that became salient, most centred on their relationship with their supervisor. Without experience and quality information on which to base their expectations, graduates tended to over-rely on sectoral stereotypes which negatively impacted their psychological contracts. Socialisation only limited affected graduates' psychological contracts and public service motivation. The graduate survey, measured thrice throughout the first 12 months of the graduate program, revealed that the psychological contract and public service motivation results followed a similar trajectory of beginning at mediocre levels, declining between times one and two and increasing between times two and three (although this is not back to original levels). Graduates attributed these to a number of sectoral, organisational, team, supervisory and individual factors. On a theoretical level, this research provides support for the notion of ideology within the psychological contract although it raises some important questions about how it is conceptualised. Additionally, support is given for the manager to be seen as the primary organisational counterpart to the employee in future theoretical and practical work. The research also argues to extend current notions of time within the psychological contract as this seems to be the most divergent and combustible issue across the generations in terms of how the workplace is perceived. A number of practical implications also transpire from the study and the collaborative foundation was highly successful. It is anticipated that this research will make a meaningful contribution to both the theory and practice of the employment relationship with particular regard to graduates entering the public sector.

Life in the baby boomer library world : a survival guide

According to Australian Job Search, just 14% of librarians are under the age of 35. As a Generation Y librarian, flexibility is a key factor to ensuring survival in the Baby Boomer library and overcoming employment, promotion and in particular stereotype barriers. This paper draws upon generational and library workforce research, coupled with industry experience to provide practical advice and strategies to break through both personal and professional barriers for the Generation Y librarian in the Baby Boomer library world. Industry understanding, drawn from personal experiences of working in public, education and special libraries, utilises my journey as a librarian since graduation in 2005 to discuss barriers faced and methods for breaking through. In my previous position as Teaching and Learning Librarian at Northern Melbourne Institute of TAFE from 35 library staff I was the sole member under 30. In addition I was the youngest member of the Library Management Team by 20 years, providing a perfect example of the Generation Y librarian within a Baby Boomer environment. This experience provides the platform for exploring strategies for understanding and overcoming ageist ideas, generational stereotypes, and employment barriers. Discussion regarding the need to develop sound industry knowledge for survival within the library world will also be raised.

Gen Y recruitment: Understanding graduate intentions to join an organisation using the Theory of Planned Behaviour

Purpose Using the Theory of Planned Behaviour (TPB) framework, this study explored whether the standard TPB constructs explained variance in Gen Y individuals’ intentions to join their ideal organisation. Design/methodology/approach A mixed methods approach was used featuring qualitative and quantitative methods. Findings The overall TPB model accounted for a significant 51.6% of the variance in intention to join one’s ideal organisation in the next six months with the significant predictors in the model being subjective norm and perceived behaviour control but not attitude. Research limitations/implications Using graduating students from a single Australian university sample may mean that the current findings may not extend to all Gen Y individuals. The current study has demonstrated the explanatory utility of the TPB in relation to graduate Gen Y’s intention to join their ideal organisation, providing further evidence of the robustness of the TPB framework in an organisational setting. Practical implications These findings have implications for enhancing understanding of the most effective recruitment processes for Gen Y students entering the workforce. The findings could inform recruitment policies and strategies to attract Gen Y applicants. Originality/value To our knowledge this study is the first application of the TPB to this topic. The current research extends the recruitment literature with a theoretically-based investigation. Identification of factors which inform organisational recruitment strategies, allow organisations to stand out from their competitors and potentially achieve a larger application pool from which to select the best human capital and sustain competitive advantage.

How different generations contact and search for brands on social media? Comparing gen X and Y

This research intends to examine if there were significant differences on the brand engagement and on the electronic word of mouth (e-WOM)1 referral intention through Facebook between Generation X and Generation Y (also called millennials). Also, this study intends to examine if there are differences in the motivations that drive these generations to interact with brands through Facebook. Results indicated that Generation Y members consumed more content on Facebook brands’ pages than Generation X. Also, they were more likely to have an e-WOM referral intention as well as being more driven by brand affiliation and opportunity seeking. Finally, currently employed individuals were found to contribute with more content than students. This study fills the gap in the literature by addressing how marketing professionals should market their brand and interact and engage with their customers, based on customers’ generational cohort.

“Caracterización del comportamiento emprendedor de los estudiantes de pregrado de la Universidad del Rosario”

Hoy en día la situación del mercado laboral es preocupante y se ha perdido empleo en casi todos los sectores productivos, el índice de desempleo tiende a la alza cada año y ante la falta de oportunidades miles de jóvenes se han desanimado, abandonando el mercado laboral. Por ello, la sociedad actual en el que vivimos demanda emprendedores que realicen proyectos de empresas exitosas y contribuyan a la generación de empleo e innovación. Dada la situación anteriormente descrita, se ha decidido investigar que la experiencia educativa en emprendimiento de los estudiantes de último año de Administración de Empresas. Igualmente, buscamos identificar las actitudes y creencias de los estudiantes universitarios hacia la creación de empresas y hacia el empresario en la universidad de Granada en España y la universidad del Rosario en Colombia.

A influência dos jogos eletrônicos e do gênero sobre o comportamento social dos jovens da geração Y

Este estudo tem como objetivo verificar a influência dos jogos eletrônicos e do gênero sobre o comportamento social dos jovens da geração Y brasileira do ponto de vista da propensão a agir mais individualmente ou socialmente. E a forma como tal comportamento afeta os indivíduos no mercado de trabalho. Para atingir tal objetivo, além da bibliografia referente ao assunto foram utilizados dados de jovens brasileiros colhidos através de um questionário online. Ficou constatado, por meio da análise dos resultados, que o hábito de jogar não influencia o jovem a agir mais individualmente ou coletivamente. A internet e os jogos eletrônicos não interferiram nas atitudes da amostra pesquisada frente às relações de amizade, lealdade e ação coletiva. Porém, foi possível observar que o gênero dos jovens os faz terem comportamentos sociais diferentes.

Perfil motivacional da geração Y comparado ao de outros grupos etários: investigação em uma instituição financeira nacional

A presente dissertação investiga o perfil motivacional de empregados de uma grande instituição financeira brasileira, inseridos no corte demográfico designado de “Geração Y” (Y’s). Tal perfil foi comparado ao de empregados pertencentes a outros grupos etários da mesma instituição. Para dar suporte à pesquisa, o referencial teórico analisa os cortes geracionais – com enfoque na Geração Y – e diferentes visões sobre o tema da motivação, bem como debate a importância do conhecimento do perfil motivacional desses empregados, para uma adequada formulação de estratégias de motivação laboral. Secundariamente, para essa análise a pesquisa busca auxílio na teoria do contrato psicológico de trabalho. Na coleta de dados da pesquisa foi utilizada a Escala de Valores de Schwartz (Schwartz Value Survey), em sua versão PVQ – Portrait Value Questionnaire, com o objetivo de prescrutar os tipos motivacionais mais relevantes dos Y’s e seus cohorts, permitindo-se, com isso, traçar um perfil motivacional de cada grupo demográfico. Com base na amostra coletada, o estudo conclui que não há evidência sobre a existência de diferenças no perfil motivacional, sob o ponto de vista estatístico, entre os cortes geracionais dentro da organização pesquisada.

Os processos de comunicação interna das organizações no contexto das tecnologias da comunicação digital: reflexões a partir das práticas de interatividade da geração y

Pós-graduação em Comunicação - FAAC

El papel del mercado interno en la dinamización del crecimiento en la subregión norte de América Latina

Incluye Bibliografía

Geração Y: característica de um novo ouvinte

Fundação de Amparo à Pesquisa do Estado de São Paulo (FAPESP)