左京研討會 第13篇 世代差異
這個世界一直在變化
最近看Dcard採訪自己公司內
不同世代的人
對於工作的想法
由於他們公司是比較年輕的公司
員工主要是由Y世代(出生於1981-1996)
以及Z世代的成員組成(出生於1997-2012)
他們觀察到Z世代的人
比較敢表達自己的想法
勇於嘗試新的可能
對於工作和生活同樣重視
相較之下Y世代的人
比較內斂
比較重視工作
附註:
這調查僅採少數樣本
並不代表全體
另外我也在窮奢極慾這個頻道中
看到他們分析日本現今的職場狀態
對於世代差異的主題
探討的比較深入一些
由於日本和台灣的人口結構相似
經濟發展的時間軸
又比台灣領先幾年
我想是很有參考價值的
目前由於少子化的影響
日本企業對於人才的競爭
已經越來越白熱化
而因徵不到人而倒閉的公司
數量也逐年攀升中
這在以往是不可想像的
在戰後經濟蓬勃發展的年代
由於大部分的公司
順著潮流都能賺到錢
日本企業推行終身聘用制度
對員工的要求
是能穩定的產出
最好是像螺絲釘一樣就好
在這樣的氛圍下
企業提供給員工穩定的薪資
相對的也要求員工
對公司忠誠
以及有長工時等種種附加要求
也因此
轉職和創業在日本是高風險的事情
在履歷上是扣分的項目
更別說是打工度假之類的Gap year了
大學生們在大三就開始工作面試
到了大四就決定好了未來的路
像是下好離手的賭局一樣
但現在的就業環境有了很大的改變
首先是市場變化速度加快了
公司也要有跟著轉型的能力
他們需要的不再是螺絲釘
而是具有創造性思考
以及學習新事物能力的員工
而員工也不像以往只看重薪資
而是追求生活與工作的平衡
以及愉快的職場氛圍
少子化的趨勢
進一步增加了求職者的話語權
觀察這兩個節目的內容
不難發現世代間的差異
其實是人們適應大環境的結果
整體環境從以往以企業為中心的思考模式
逐漸轉向以人為中心的思考模式
亦即工作是為了更好的生活
而非工作就是全部的生活
而科技也帶來了一些新的可能性
社群平台以及AI的發展
讓創業的門檻不斷下降
雖然整體而言
這個時代的收入
比不上經濟發展的年代
買房養家變得更加困難
但人們在職涯發展上
或是整個人生路線上
確實也有了更多的可能性
不一定要再做
公司或社會的小螺絲釘了
題目參考來源:
Dcard被GenZ佔領️🔥年輕人真的那麼難懂?🤔職場世代調查GO🏃|Dcard報報
https://www.youtube.com/watch?v=r6Je6uiil8c
日本全境大缺工|窮奢極慾
https://www.youtube.com/watch?v=nIUz5Easzjk
–English version–
Viewpoint Ep13. Generational Differences
The world keeps changing.
Recently, I watched a video discussing how workers from different generations perceive their work. The host interviewed several employees from their company, most of whom belong to Generation Y (born 1981-1996) or Generation Z (born 1997-2012) since it is a young company.
They found that Generation Z is more courageous in expressing their ideas, willing to make mistakes, and believes that life is as important as work. On the other hand, Generation Y tends to be more obedient and focused on their work.
Note: This interview only included a few people and does not represent everyone in their respective generations.
I also watched another channel that analyzed the workplace situation in Japan. Since the population structures in Japan and Taiwan are very similar, and Japan’s economic development preceded Taiwan’s, it is certainly worth referencing.
Currently, under the impact of decreasing birth rates, companies in Japan are increasingly competing for talent. As a result, more and more companies are going bankrupt due to a lack of workforce.
This would have been unimaginable in the past. After World War II, Japan’s economy grew rapidly, and most Japanese companies could make money, so they employed their workers for life. In return, they demanded loyalty, hard work, long hours, and so on. Therefore, transitioning to another company or starting one’s own business was considered high risk in Japan. It was viewed negatively on your resume, and even mentioning a gap year, such as for a working holiday, was frowned upon.
University students began job interviews in their third year, and most secured jobs before graduation. It was like gambling; once they placed their bet, they couldn’t change it.
However, the workplace situation has changed significantly. First, the market’s change rate is increasing, forcing companies to adapt. They no longer need employees who are loyal and stable like screws; they need those who are creative and open to learning new things.
On the employees’ side, they are not only concerned about pay now but also about work-life balance and the workplace atmosphere. The decreasing birth rate has also increased employees’ bargaining power.
Based on the two programs mentioned above, we can see that the differences between various generations are caused by the environment. In the past, enterprises were the center of society, whereas today, people are the center. In other words, people work for a better life, but work is not our whole life anymore.
Technology has also brought new possibilities. For example, social platforms and AI make it easier to start a business than in the past. Although overall income is decreasing now, making it harder to buy a house and raise children, we have more career and life possibilities. We don’t have to be mere cogs in the machinery of a company or society.