a 2011 research findings on the career aspirations and attributes of indian gen y at workplace
DESCRIPTION
A RESEARCH STUDY IN PARTNERSHIP WITH IKYA HUMAN CAPITAL SOLUTIONS LTD., MTHR GLOBAL AND THE ACADEMY OF HRDTRANSCRIPT
CAREER ASPIRATIONS AND ATTRIBUTES OF
INDIAN GEN Y @ WORKPLACE
A RESEARCH STUDY IN PARTNERSHIP WITH
IKYA HUMAN CAPITAL SOLUTIONS LTD.,
MTHR GLOBAL AND
THE ACADEMY OF HRD
INDIAN GEN-Y
RESEARCH OBJECTIVE
AN EXPLORATION OF INDIAN WORKING GEN-YERS CAREER
ASPIRATIONS AND
HOW COMPATIBLETHEIR CAREER ASPIRATIONS WITH THEIR
ON JOB MOTIVATIONS AND VALUES
INTRODUCTION
Gen Y population in India is 25.47%
of world population
(Indian Population
Bureau, 2009), but not all are ‘employment
ready’
Generation Y professionals’ skills and potentials are
crucial if economies are to move up the value chain.
THE RATIONALE FOR THE STUDY
We laugh at stringent rules
and unproductive processes at
workplace
We ask ‘Y’ ‘how’ ‘what’ ‘when’
often, till we are
ready to proceed…so answer
us!
With a smile we fight
workplace challenges. So lead us and we can
do anything!
Lack of validated Indian Studies on Indian Gen Y
population
KEY DEFINITIONS1. Career anchors: A person's career anchor is his or her self-concept
consisting of 1) self-perceived talents and abilities, 2) basic values, and, most important, 3) the evolved sense of motives and needs as they pertain to the career.
2. Managerial Task/Competence: People in this category exhibit a strong desire to climb the corporate general management ladder. Their ultimate objective is management per se and the responsibility which accompanies general management positions.
3. Technical / Functional Competence: For individuals anchored in technical / functional competence, actual work content becomes a primary concern and chief area of interest in formulating career decisions.
4. Security and Stability: The primary concern of people in this anchor category is stability and / or security.
5. Variety: The centrally important theme would involve the diversity of challenges and the need to maintain flexibility of responses.
6. Creativity: Individuals anchored in creativity are dominantly influenced by a motivation to build, create, invent or produce something of their own.
KEY DEFINITIONS6. Autonomy and Independence: In this category, emphasis is on personal
freedom which can be expressed in any number of ways. 7. Basic identity: The need to be associated with a firm or occupation
which externally or visibly enhances or substitutes for self definition.8. Intrinsic motivation: Intrinsic motivation is "the motivation to engage in
work primarily for its own sake (Amabile, Hennesy & Tighe 1994:950) and refers to the pleasure or the personal fulfillment from performing the activity itself (Sonesh-Kedar & Geirland 1998).
9. Extrinsic motivation: Extrinsic motivation emphasizes the value an individual places on the ends of an action. It is "the motivation to work primarily in response to something apart from the work itself (Amabile, Hennesy & Tighe 1994: 950).
10. Achievement orientation: Achievement orientation is conceptualized as a perceptual-cognitive framework that influences how individuals approach, interpret, and respond to achievement activities. (Dweck & Leggett, 1989).
11. Role immersion: High orientation and involvement in one’s professional role in an organization.
RESEARCH DESIGN AND
METHODOLOGY
Cross-sectional exploratory study
Urban locations of India, divided in 4 zones (North, South, East And West)
Mixed methodology
Two stage sampling: Judgmental and convenience sampling
Schein’s (1985) career orientation inventory , Udai Pareek’s (1997) extrinsic and intrinsic motivation and Sarupriya ‘s(1983) value preference scales
Duration May’2011 to October’2011
As the scope of our research study is limited to the working Gen Y professionals in India today, the
Gen Y of our study are born between 1981-1991
We have received a total of 707 responses from the
online survey; however, only 378 were completed
responses. The research findings are based on the quantitative data of 378
responses and the observations from
conducting 10 focus group discussions and 21 triad
interviews.
DEMOGRAPHIC PROFILE
61%
35%
4%
Date of Birth1981-1985 1986-1991 Unknown
51%
41%
8%
Gender
Gender Male Gender Female Gender Unknown
80%
20%
Work Experience0-5years 5-11 years
60%
29%
11%
Educational QualificationPost Graduates Graduates Unknown
SAMPLE GEN-YERS WORK PROFILE
74%
23%3%
SectorService Sector Manufacturing Sector Unknown
SAMPLE GEN-YERS WORK PROFILE
SAMPLE GEN-YERS WORK PROFILE
FINDINGS: Characteristics of Gen Ys’ Career Aspirations and Value preference
FINDINGS: Characteristics of Gen Ys’ Motivation
FINDINGS: The Relationships between Gen Ys’ Career Aspirations (CA) with Gender Cohorts -
Males & Females
FINDINGS: The Relationships between Gen Ys’ Motivation(s) with Gender Cohorts -Males & Females
FINDINGS: The Relationships between Gen Ys’ Value Preference(s) with Gender Cohorts -Males & Females
FINDINGS: The Relationships between Gen Ys’ Career Aspirations (CA), Motivation, Value with Location
FINDINGS: The Relationships between Gen Ys’ Career Aspirations (CA), Motivation, Value with Service Industry
& Manufacturing Industry Sectors
FINDINGS: The Relationships between Gen Ys’ Career Aspirations (CA), Motivation, Value with Service Industry &
Manufacturing Industry Sub-Sectors
FINDINGS: The Relationships between Gen Ys’ Career Aspirations (CA), Motivation, Value with Gen Ys’ Work
Experience
FINDINGS: Correlation between Gen Ys’ Career Aspiration with Intrinsic & Extrinsic Motivators And Value Preferences
FINDINGS: Diametric Motivation(s) of Indian Gen Y @ workplace… a challenge for organization(s)!
CONCLUSIONS, LIMITATIONS AND DIRECTIONS FOR FUTURE RESEARCH
Conclusions– Managerial competence, organization brand identity and sense of service are
Gen Yers’ focus in making their career decisions. However, a Gen Y employee may have one particular primary aspiration and two or more secondary aspirations.
– Gen Ys are motivated by extrinsic factors, only marginally than the intrinsic factors and they are highly oriented towards achievement value.
– Overall career aspirations are positively correlated with intrinsic motivations and values such as achievement, monetary and role orientations.
– Partial negative correlation is seen between the career anchors and intrinsic motivations, such as, technical & functional competence - technically competent supervisor, autonomy & independence - Equitable Pay, geographical stability - equitable pay.
– Some career anchors are partially negatively correlated with extrinsic motivations, such as managerial competence vis-a-vis sound company policies, job stability vis-à-vis fringe benefits and alike.
– Further analyses showed there were significant differences within the different cohorts, such as, industry, gender, location, and work - experience, for overall career aspirations, motives and values.
CONCLUSIONS, LIMITATIONS AND DIRECTIONS FOR FUTURE RESEARCH
Direction for Future research: – Gen Ys’ career aspirations, motives and values are shaped by their individual
socio-cultural background – As Gen Y moves forward in their career & life stages, their career aspirations
also gets influenced by their personal and socio-cultural needs. – North youth is not enough demanding for comfortable working conditions
&sound HR policies. Either it could be because of “satisfied lot” Low aspirations or something more serious. These in-congruencies is worth exploring in future research
Limitations:– Inter and intra organizational factors have not been considered {for eg.
Comfortable working condition (as an extrinsic motivator) is very low at 18.71 (at Delhi & NCR) as compared to west (54.84) & south which indicates that organization in the north zone may have less developed corporate culture}.
– Market variables are neglected, {for eg. In the eastern zone, job stability lower than any other zone, maybe because of “socio-political effect”- more security feeling}.
– We have taken a single unit of analysis. Also, the underlying reasons of the correlation analysis results remain inconclusive, but it gives direction for future research.
– Generation Yers’ archetypes not explored. Scope of study limited to urban locations
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