Literature review
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
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
