The purpose of this thesis,is to explore young individuals´ views on their future and current work, in relation to the discursive construction of Generation Y as high maintenance and particularly high demands regarding future or current employers. Further, the purpose is to gain a more profound understanding of Generation Y, from a contextual perspective, in order for employers to meet expectations to attract, recruit and retain young individuals. The thesis complements previous quantitative studies, with a qualitative study, based on three focus group interviews in the context of undergraduates from the Masters of Law programme, at Lund University and associates at a law firm in Sweden. Based on a social constructivist perspective and a hermeneutical analysis strategy, Generation Y and their relation to work, is analysed through theories of George H. Mead, Pierre Bourdieu and the field of Critical Management Studies. The thesis draws upon these theories, with a focus on socialisation and identity construction to understand how context influence work values and demands. Findings show that young workers have some specific requirements regarding their future or current employers, concerning their opportunities for meaningful work and professional development. These law students and associates, want to be able self-‐manage their work and be able to maintain a functioning work life-‐balance. Findings show that some of Generation Ys´ expectations are met, by offering a good initial salary, which have effect on the associates’ views on other intangible demands. Findings indicate that the context, in which these individuals exist, such as the organisation of the law firm and labour market conditions, influence identity construction and creates both obstacles and opportunities concerning their work requirements. The findings give employers the opportunity for an in-‐depth understanding of expectations of young employees. Findings also help to create a productive employer-‐employee relationship that deals with both their expectations and needs. The main contribution of this thesis, is a contextual, deeper understanding of Generation Y as a phenomenon and how discourse and norms within certain contexts, influence young individuals and their approach to work. A new theoretical understanding suggests HRM strategies need to focus on evaluations concerning both tangible and intangible considerations, with the purpose of further attract and retain young individuals.
|Educations||MSocSc in Human Resource Management, (Graduate Programme) Final Thesis|
|Number of pages||96|