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Generation Z in the Workplaces: Opportunities and Challenges Introduction: who are Generation Z? To begin with, Generation Z is the youngest population who is also called “postMillennials,” “NextGen,” “iGen,” or “TrueGen” (Acheampong, 2021). These people are born between 1995–2010, “which currently puts them between 15 and 24 years old” (SánchezHernández et al., 2019, p.3). They are equal to 32% of the global population, which indicates their major role in the workplaces. (Sakdiyakorn et al., 2021). These employees are one of the most culturally and racially diverse populations, which are also more aware of the important global problems such as social equality, and sustainability (Acheampong, 2021). Generation Z represents a huge number of workers in the tourism and hospitality industry (Goh & Okumus, 2020). That is why there is a need to emphasize the opportunities, challenges, and benefits that this population can bring into the work environments.

Benefits and challenges in the workplace As for the benefits that Generation Z is going to offer, several ones need to be highlighted. They include digital skills and knowledge, independence, problem-solving, motivation, flexibility, and multi-tasking. Apart from that, they see value in training and personal growth, and advancements (Malek, 2021). Due to their contemporary values and views, they are more innovative and creative when it comes to their jobs. Some challenges may appear while working with Generation Z such as lack of experience and expertise, less loyalty, self-concentration. Their individualistic views can contribute to those issues (ProsanCons, 2019), as they will value themselves more than the interests of the company.

Ways to attract Generation Z Young people are about to graduate and will enter the workforce soon, which illustrates that they are future leaders and representatives. Some of the ideas for recruiting Generation Z will be:  Campus Job Fairs  On the job postings including interests and values  Fun and positive working place (Goh & Okumus, 2020).

Training process The training process of Generation Z will consider the following suggestions for the companies: shadowing existing staff members, training on customer service skills, and online training platforms (Goh & Lee, 2018). All these steps are created according to the values, preferences, and motivations of young people.

Motivation Ideas for motivation of Generation Z include: 1. Being open to collaboration and new ideas

2. Providing leadership and coaching 3. Implementing and promoting training programs 4. Acknowledging the efforts 5. Encouraging social responsibility (Go2HR, 2019). These actions will increase the willingness of young people to work more efficiently and participate in the growth and development processes.

Collaboration with other generations Diverse workplaces should be aware that different generations have various values and opinions. To accommodate that the following steps should be followed by the management: - Developing training and coaching according to all generations - Emphasize the importance of knowledge - Incorporate creative and accurate communication experiences. (Stahl, 2019).

What Generation Z is looking for in the workplace? Values of young population Z translate into their needs and expectations for their jobs. The most crucial factors for them are “personal development, upward mobility, and community” (Beckman, 2018, p.5 ). After that follows “job stability, work-life balance, and social impact, compensation and company prestige” (Beckman, 2018, p. 5).

Strategies for long-term employment As mentioned above, there is a challenge to retain Generation Z employees, as they have less interest and desire in staying long-term in one company. The human resources department can create conditions that will align with their values and resolve this issue. Some of the strategies are offering “flexibility, peer coaching, teamwork, diversity, work and life balance, development, growth, social awareness, mentorships, and job rotation” (Horovitz, 2021, p.4). How to Manage Generation Z in the workplaces

Conclusion

To conclude it all, Generation Z has a lot of impact on the hospitality and tourism industry. Their interests and motivations should be considered by both the HR department and upper management. With a good understanding of the opportunities and difficulties that young people have, it becomes easier to develop goals and objectives and create an innovative and contemporary working environment.

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