Unveiling the Work Values of Generation Z (Gen Z) in Bangladesh: Examining the Expectations of Job Seekers Set Against the Demands of Employers

# Unveiling the Work Values of Generation Z (Gen Z) in Bangladesh: Examining the Expectations of Job Seekers Set Against the Demands of Employers

## Introduction

### Understanding Generation Z

Generation Z, commonly referred to as Gen Z, includes individuals born between the mid-1990s and the early 2010s. This generation is distinct from its predecessors in various aspects, primarily due to its upbringing in a digital era. Gen Z has grown up with the internet, smartphones, and social media, profoundly influencing their behavior, values, and expectations. As this cohort begins to enter the workforce in significant numbers, it is crucial to understand their work values and how these align or clash with the demands of employers, especially in a developing country like Bangladesh.

### Significance of the Study

In Bangladesh, the labor market is undergoing rapid transformation. With an increasing number of young individuals entering the job market, understanding the work values of Gen Z can help employers attract, retain, and manage this new workforce effectively. Additionally, aligning employer expectations with the values of Gen Z can enhance job satisfaction, productivity, and overall organizational performance. This study aims to explore these dynamics by examining the expectations of Gen Z job seekers against the demands of employers in Bangladesh.

## Methodology

### Research Design

This study employs a mixed-methods approach, combining quantitative surveys and qualitative interviews to gather comprehensive data on the work values of Gen Z and employer expectations. The quantitative component involves a structured survey administered to a sample of Gen Z job seekers, while the qualitative component consists of in-depth interviews with employers across various sectors in Bangladesh.

### Sampling

The study targets two primary groups: Gen Z job seekers and employers. A purposive sampling technique is used to select a diverse group of Gen Z individuals, ensuring representation across different educational backgrounds, socioeconomic statuses, and regions. Similarly, employers from various industries, including technology, finance, manufacturing, and services, are selected to provide a broad perspective on employer expectations.

### Data Collection and Analysis

Data collection involves administering surveys to Gen Z job seekers and conducting interviews with employers. The survey includes questions related to work values, career aspirations, preferred work environments, and expectations from employers. The interviews with employers focus on their experiences with Gen Z employees, the qualities they seek in new hires, and their strategies for managing and retaining young talent. Data analysis involves descriptive statistics for the survey responses and thematic analysis for the interview data.

## Findings

### Work Values of Generation Z

#### 1. Technological Savvy and Innovation

Gen Z in Bangladesh, like their counterparts globally, are

1. Unveiling the Work Values of Generation Z (Gen Z) in Bangladesh: Examining the Expectations of Job Seekers Set Against the Demands of Employers Dr. Tauhid Hossain Khan Associate Professor , Department of Sociology , Jagannath University Mr. Abu Naser Mohammad Sajidul Ahsan Deputy Director, BPATC

2. O UTLINE OF THE PRESENTATION Introduction/the context Objectives of the Research Methodology Budget, Work Plan and Timeline

3. INTRODUCTION Generation Z born between 1997 and 2012. Around 26% of the world’s current population are Gen Z ( Branka , 2024). A ttached to technological advancement, digital communication, entrepreneurial spirit. Work habits of Gen Z are different from earlier generations. They are attached to multi-tasking activities. Different work values they have Generation Z

4. Work Value Work values are important factors in choosing any job ( Drewery , Truong, & Fannon , 2023). Work values are salary, benefits, job security, environment, wellbeing etc. Job satisfaction is highly dependent on work values and rewards. However, we know little about the work value of GenZ in the context of the Global South, including Bangladesh.

5. Work value ☓ skills & competencies

6. Expectations of Gen Z Achievement-oriented job. Flexibility and work-life balance. Skill development and lifelong learning. Autonomy and independence. Diversity and inclusion. Financial compensation and stability. The Global South, including Bangladesh, lacks substantial knowledge about how this generation values their work, whether they are consistent with their predecessors or they have moved to follow the Global North or some new avenues they constructed. Distinction between Gen Z and Previous Generation Millennials think Generation Z expects different and exciting jobs but is less interested in repetitive tasks. They are also different in fun-loving work.

7. Civil Services Job in Bangladesh Top choice of job-seeking young adults in Bangladesh. Gen Z’s motivations for career choice as different from those of their predecessors. Reasons for that motive: 1. Insecurity of private jobs. 2. Prestige and social status of public employment. 3. lacking a business- friendly environment. 4. increased salary and benefits. 5. Aspiration to exercise power. 6. Job & personal security. Gender Issues in Job Work value varies based on gender differences Women prefer convenient work hours, benefits, and job security. Men prefer high salaries, work and organizational influence, independence, and responsibility. Some similar cases of work values are achievement and interest, contribution to society, company, and job status.

8. OBJECTIVES OF THE RESEARCH T o uncover the work priorities of Generation Z (Gen Z), commonly referred to as their "work values," which influence their decisions regarding future employment , developing a framework delineating Gen Z’s work value, the skills and competencies necessary for their preferred types of work, and the expectations employers should consider in order to effectively engage with and accommodate this generation. The specific objectives are to: map and synthesise peer-reviewed literature that addresses the work values, skills, and competencies of Generation Z in both the Global North and the Global South. compare work values between private and government job seekers, considering how their socioeconomic backgrounds, including gender, impact these differences. examine whether civil services remain the primary career preference among Generation Z individuals. explore skills and competencies needed to meet their goal from both perspectives -employees and employers.

9. Sustainable Development Objectives To offer policy recommendations. To develop targeted strategies to support civil services and private service providers. Propose policies and approaches to bridge the gap between government and private sector employment opportunities; and Provide gender-sensitive proposals addressing the unique employment needs.

10. Methodology

11. Budget, Work Plan and Timeline Month 1 st 2 3 4 5 6 7 8 9 10 11 12 th Milestones Desk review X X                     Complete and submit ethics application   X                     Recruitment participants for in-depth interviews (IDI)   X                     Conduct interviews X X X X               Data Transcribe and management         X X X X         Begin coding and categorizing the data.         X X X X         Thematic analysis: Identify themes, patterns, and relationships within the data.           X X X         Conduct key informant interviews (KII)               X X       Data management & analysis of KII               X X X     Data interpretation and discussion (IDI +KII)                 X X X   Report writing                   X X X Knowledge translation mobilization                   X X X

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13. Questions & Comments