Exploring the Needs of New Generation Employees towards Work and Oragnization － a Case Study of A company

• Main Authors: Ho-Hui Cheng, 鄭和輝
• Other Authors: Pei-Yuan Ting
• Format: Others
• Language: zh-TW
• Published: 2018
• Online Access: http://ndltd.ncl.edu.tw/handle/3gy5un

碩士 === 中原大學 === 企業管理研究所 === 106 === This study takes A manufacturing plant as a case study theme. The current status of the factory has a high proportion of senior personnel, and the personnel’s technical heritage has its urgency. New recruits left at a low level, it is becoming more difficult to train people. And because the working environment of traditional manufacturing plants are generally not very good, the education and succession planning become very difficult as well. As the number of employees and the labor changed, and the number of employees who had retired and transferred was increased. The importance of the continuation and development of the company, the retention of personnel, and the inheritance of technology cannot be overstated. Because of the background of the new generation''s employeestheir attitudes, cogitation , and recognition of the work are reflected in the process of working and learning, which has led to a clear drop in expectations in the way of communication and management in the workplace. What is the change in the management of the factory from generation to generation? And what could be the relative response and change to face the new generation? It must be explored. Therefore, this study takes the A plant as an example to discuss the needs and views of the new generation of employees on the organization and work. It is hoped that the research results can be developed into recommendations for the adjustment of the company''s operating policies and activities, in order to meet the awareness and attitudes of the new generation. Thirteen people were interviewed via the semi-structure and the interviews were typed into transcript. After coding and analysis, the research results were summarized. The needs of the new generation employees were a sense of achievement, expectation, and a balance between work and life. Their views towards the company are conservative, simple interpersonal relationships, ease of work, and salary and benefits systems, but lack vitality and innovation, and the operating mechanism is rigid. In particular, the conservative management style and unsound training mechanism make employees feel that their work is not recognized and feel no sense of accomplishment. Differences in values between senior staff and senior staff cause communication difficulties. At the same time, care about the shifts and overtime at work and the impact on personal leisure and family life. Analysing data from another perspective, the new generation of employees attach great importance to achievement and recognition. They hope that they can gain recognition from work and live in life and find their own value. Moreover, they also attach great importance to the workplace atmosphere and hope to have a happy working environment. In addition, the value and significance of work, continuous growth and learning opportunities can make new generations feel a sense of accomplishment and growth. Finally, pay attention to personal time and rest, in addition to the balance of work and life, I hope there will be more control and freedom for working hours.