{"id":2615,"date":"2022-09-30T09:16:50","date_gmt":"2022-09-30T06:16:50","guid":{"rendered":"https:\/\/worknhuman.com\/?p=2615"},"modified":"2023-02-23T12:29:52","modified_gmt":"2023-02-23T09:29:52","slug":"is-hayatinda-yeni-donem-z-kusagi","status":"publish","type":"post","link":"https:\/\/worknhuman.com\/en\/business-life-new-term-z-generation\/","title":{"rendered":"A New Era in Business: Generation Z"},"content":{"rendered":"

\u00a0<\/p>\n

D\u00fcnya son 20 y\u0131lda h\u0131zla globalle\u015fti ve dijitalle\u015fti. Art\u0131k herkes d\u00fcnyan\u0131n d\u00f6rt bir yan\u0131ndaki bilgi ve deneyime kolayl\u0131kla ula\u015fabiliyor. Bu geli\u015fmeler \u00e7ocuk ve gen\u00e7lerin \u00f6nceki nesillerden farkl\u0131 \u00f6zellikler edinmelerini sa\u011flad\u0131. \u015eu an ki \u00e7ocuk ve gen\u00e7ler \u00f6nceki nesillere g\u00f6re daha fazla dijital beceriye ve sosyal etkile\u015fime sahipler. Bu durum onlar\u0131n farkl\u0131 bir d\u00fcnya g\u00f6r\u00fc\u015f\u00fcne ve farkl\u0131 ihtiya\u00e7lara sahip olmalar\u0131na neden olmaktad\u0131r. 1995-2010 aras\u0131 do\u011fan ve \u201cZ ku\u015fa\u011f\u0131\u201d olarak adland\u0131r\u0131lan bu gen\u00e7 ve \u00e7ocuklar teknolojiyi do\u011fduklar\u0131 andan itibaren kullanan, sosyal a\u011flar arac\u0131l\u0131\u011f\u0131yla etkile\u015fime giren ilk \u201cdijital yerli\u201d nesildir.[1]<\/sup>\u00a0Son y\u0131llarda i\u015f hayat\u0131nda da kat\u0131lmaya ba\u015flayan bu nesli anlamak i\u00e7in \u00e7al\u0131\u015fmalar g\u00fcn ge\u00e7tik\u00e7e yo\u011funla\u015fmaktad\u0131r. Bu \u00e7al\u0131\u015fmalar sonucunda Z ku\u015fa\u011f\u0131 al\u0131\u015f\u0131ld\u0131k i\u015f s\u00fcre\u00e7lerine ek olarak yeni de\u011ferlere ve yakla\u015f\u0131mlara \u00f6nem verdi\u011fi g\u00f6r\u00fclmektedir.<\/p>\n

Amerika n\u00fcfusunun \u00fc\u00e7te biri oran\u0131nda Z ku\u015fa\u011f\u0131nda ki\u015fi bulunmaktad\u0131r.[2]<\/sup>\u00a0T\u00fcrkiye\u2019de ise bu say\u0131 18 milyon civar\u0131ndad\u0131r.[3]<\/sup>\u00a0Bu gen\u00e7 ve \u00e7ocuklar\u0131n kendilerine \u00f6zg\u00fc baz\u0131 \u00f6zellikleri vard\u0131r. \u00d6ncelikle Z ku\u015fa\u011f\u0131 do\u011fdu\u011fu andan itibaren teknolojinin i\u00e7indedir ve bilgiye eri\u015fimi olduk\u00e7a y\u00fcksektir. Bu sebeple d\u00fcnyadaki olumlu olumsuz t\u00fcm geli\u015fmelerden daha fazla etkilenmektedir.[4]<\/sup>\u00a0Bu durum onlar\u0131 toplumsal olaylara daha duyarl\u0131 ve geli\u015fime daha a\u00e7\u0131k hale getirmektedir. \u00d6zellikle cinsiyet e\u015fitli\u011fi, \u00e7evreye duyarl\u0131l\u0131k, insan haklar\u0131 gibi konulara daha duyarl\u0131d\u0131r. Bu durum i\u015f hayat\u0131nda \u00e7e\u015fitli de\u011fi\u015fimler beklemelerine ve toplumsal d\u00f6n\u00fc\u015f\u00fcm\u00fcn yans\u0131malar\u0131n\u0131n i\u015f yerlerinde de g\u00f6rmek istemelerine neden olmaktad\u0131r.[5]<\/sup>,[6]<\/sup><\/p>\n

Bir\u00e7ok sekt\u00f6r y\u00f6neticisi Z ku\u015fa\u011f\u0131 say\u0131s\u0131n\u0131n i\u015f hayat\u0131nda giderek artmas\u0131 ile esnek \u00e7al\u0131\u015fma modellerinin \u00e7o\u011falaca\u011f\u0131, yeni g\u00f6revlerin ortaya \u00e7\u0131kaca\u011f\u0131n\u0131, i\u015f hayat\u0131nda farkl\u0131 k\u00fclt\u00fcr, cinsiyet ve inan\u00e7ta \u00e7al\u0131\u015fan\u0131n artaca\u011f\u0131n\u0131 belirtmektedir. Z ku\u015fa\u011f\u0131 hibrit \u00e7al\u0131\u015fma d\u00fczenine di\u011fer t\u00fcm ku\u015faklardan daha \u00e7ok haz\u0131rd\u0131r ve bu de\u011fi\u015fimi desteklemektedir.[7]<\/sup>\u00a0Ayr\u0131ca i\u015f yerlerinde \u00e7e\u015fitli d\u00fczenlemeler beklemektelerdir. Bu durum i\u015fyerindeki de\u011fi\u015fimi de beraberinde getirmektedir. \u00c7al\u0131\u015fanlar\u0131n rahatlayabilece\u011fi ortamlar\u0131n bulundu\u011fu, sosyal faaliyetlerin bulundu\u011fu ya\u015fayan i\u015f yerleri giderek yayg\u0131nla\u015fmaktad\u0131r. Ayr\u0131ca Z ku\u015fa\u011f\u0131; y\u00f6netici, lider ve \u00e7al\u0131\u015fan ili\u015fkisinde daha yatay bir hiyerar\u015fi bir beklentisine sahiptir. Liderlerin net olmas\u0131na her \u015feyden daha \u00e7ok de\u011fer verdikleri, \u00fcstleriyle y\u00fcz y\u00fcze ileti\u015fimi tercih ettikleri a\u00e7\u0131k diyalogdan ho\u015fland\u0131klar\u0131, fikirlerinin dinlenmesini ve fikirlerine y\u00f6neticileri taraf\u0131ndan de\u011fer verilmesini bekledikleri bilinmektedir.[8]<\/sup>,[9]<\/sup><\/p>\n

Z ku\u015fa\u011f\u0131 olarak an\u0131lan\u00a0en yeni ku\u015fa\u011f\u0131n kendine \u00f6zg\u00fc beklentileri istihdam tercihlerini de etkilemektedir. Gen\u00e7 \u00e7al\u0131\u015fanlar[10]<\/sup>:<\/p>\n

\u25cf\u00a0\u00a0\u00a0\u00a0\u00a0 Ki\u015fisel hayatlar\u0131na katk\u0131 sa\u011flayan sekt\u00f6rleri tercih etmektedirler.<\/p>\n

\u25cf\u00a0\u00a0\u00a0\u00a0\u00a0 \u0130\u015f g\u00fcvencesinin yan\u0131nda giri\u015fimcilik f\u0131rsatlar\u0131 sunan i\u015fler tercihleridir. Kendini geli\u015ftirdikleri kurumlara \u00f6ncelik vermektedirler.<\/p>\n

\u25cf\u00a0\u00a0\u00a0\u00a0\u00a0 Hibrit \u00e7al\u0131\u015fma d\u00fczenini tercih etmelerine ra\u011fmen bu d\u00fczenin yap\u0131land\u0131r\u0131lm\u0131\u015f belirli bir planda olmas\u0131n\u0131 istemektedir.<\/p>\n

\u25cf\u00a0\u00a0\u00a0\u00a0\u00a0 Ba\u011f\u0131ms\u0131z \u00e7al\u0131\u015fmay\u0131 ekip \u00e7al\u0131\u015fmalar\u0131na tercih etmektedir ancak bu fiziksel ileti\u015fimi s\u00fcrd\u00fcrmek istermektelerdir. Bireysellik tercihleriyken, izalosyona kar\u015f\u0131d\u0131rlar.<\/p>\n

\u25cf\u00a0\u00a0\u00a0\u00a0\u00a0 Kurumlar\u0131n etik de\u011ferlerini ve politikalar\u0131n\u0131 \u00f6nemserler. \u00c7e\u015fitlili\u011fe t\u00fcm ku\u015faklardan daha fazla \u00f6nem vermektelerdir.<\/p>\n

Z ku\u015fa\u011f\u0131 olarak adland\u0131r\u0131lan gen\u00e7lere \u00f6zg\u00fc t\u00fcm bu \u00f6zellikler d\u00fc\u015f\u00fcn\u00fcld\u00fc\u011f\u00fcnde kurumlar\u0131n \u00e7e\u015fitlilik, de\u011fi\u015fim ve ku\u015faklar aras\u0131 ileti\u015fim gibi konulara daha fazla \u00f6nem vermesi gerekti\u011fi g\u00f6r\u00fclmektedir. Gelecekte daha tecr\u00fcbeli \u00e7al\u0131\u015fanlar\u0131n deneyimleri ile Z ku\u015fa\u011f\u0131n\u0131n \u00f6zg\u00fcnl\u00fc\u011f\u00fc, yetene\u011fi ve \u00f6zg\u00fcveninin birle\u015ftirilmesi kurumlar\u0131n s\u00fcrd\u00fcr\u00fclebilirli\u011finin belirleyicisi olacakt\u0131r. Ku\u015faklar\u0131 i\u015f yerine uyumland\u0131rmak yerine kurumlar\u0131 ihtiya\u00e7lara g\u00f6re d\u00f6n\u00fc\u015ft\u00fcrmek iyi bir fikir olabilir.[11]<\/sup><\/p>\n

\n

<\/p>\n

\n

[1]<\/sup>\u00a0Lanier, K. (2017). 5 things HR professionals need to know.\u00a0Strategic HR Rev.<\/em>\u00a016, 288\u2013290. doi: 10.1108\/SHR-08-2017-0051<\/p>\n

[2]<\/sup>\u00a0Deloitte. (2022).\u00a0Welcome To Generation Z.\u00a0<\/em>https:\/\/www2.deloitte.com\/us\/en\/pages\/consumer-business\/articles\/understanding-generation-z-in-the-workplace.html<\/p>\n

[3]<\/sup>\u00a0G\u00fcle\u00e7 Bekman, \u00d6. (2021).\u00a0Y\u00f6neticilerin z ku\u015fa\u011f\u0131ndan beklentileri ve z ku\u015fa\u011f\u0131n\u0131n i\u015f ya\u015fam\u0131 beklentileri<\/em>\u00a0(Master’s thesis, Maltepe \u00dcniversitesi, Lisans\u00fcst\u00fc E\u011fitim Enstit\u00fcs\u00fc).<\/p>\n

[4]<\/sup>\u00a0D\u00fczg\u00fcn, A. (2020). Y Ve Z Ku\u015faklar\u0131n\u0131n \u0130\u015f Hayat\u0131ndan Beklentilerinin Kar\u015f\u0131la\u015ft\u0131r\u0131lmas\u0131. Hitit \u00dcniversitesi Sosyal Bilimler Enstit\u00fcs\u00fc Dergisi. Https:\/\/doi.org\/10.17218\/hititsosbil.734483<\/p>\n

[5]<\/sup>\u00a0U\u011furbulduk, H., & Efeo\u011flu, \u0130. E. Z Ku\u015fa\u011f\u0131, De\u011ferleri ve \u00c7al\u0131\u015fma Hayat\u0131ndan Beklentileri.\u00a0Social and Education<\/em>, 55.<\/p>\n

[6]<\/sup>\u00a0Deloitte. (2022).\u00a0Welcome To Generation Z.\u00a0<\/em>https:\/\/www2.deloitte.com\/us\/en\/pages\/consumer-business\/articles\/understanding-generation-z-in-the-workplace.html<\/p>\n

[7]<\/sup>\u00a0Deloitte. (2022). Welcome To Generation Z. https:\/\/www2.deloitte.com\/us\/en\/pages\/consumer-business\/articles\/understanding-generation-z-in-the-workplace.html<\/p>\n

[8]<\/sup>\u00a0G\u00fcle\u00e7 Bekman, \u00d6. (2021).\u00a0Y\u00f6neticilerin z ku\u015fa\u011f\u0131ndan beklentileri ve z ku\u015fa\u011f\u0131n\u0131n i\u015f ya\u015fam\u0131 beklentileri<\/em>\u00a0(Master’s thesis, Maltepe \u00dcniversitesi, Lisans\u00fcst\u00fc E\u011fitim Enstit\u00fcs\u00fc).<\/p>\n

[9]<\/sup>\u00a0Ben\u00edtez-M\u00e1rquez, M. D., S\u00e1nchez-Teba, E. M., Berm\u00fadez-Gonz\u00e1lez, G., & N\u00fa\u00f1ez-Rydman, E. S. (2021). Generation Z Within the Workforce and in the Workplace: A Bibliometric Analysis.\u00a0Frontiers in psychology<\/em>,\u00a012<\/em>, 736820-736820.<\/p>\n

[10]<\/sup>\u00a0Deliotte. (2022).\u00a0Striving for balance, advocating for change<\/em>. https:\/\/www2.deloitte.com\/content\/dam\/insights\/articles\/glob175227_global-millennial-and-gen-z-survey\/Gen%20Z%20and%20Millennial%20Survey%202022_Final.pdf<\/p>\n

[11]<\/sup>\u00a0Ben\u00edtez-M\u00e1rquez, M. D., S\u00e1nchez-Teba, E. M., Berm\u00fadez-Gonz\u00e1lez, G., & N\u00fa\u00f1ez-Rydman, E. S. (2021). Generation Z Within the Workforce and in the Workplace: A Bibliometric Analysis.\u00a0Frontiers in psychology<\/em>,\u00a012<\/em>, 736820-736820.<\/p>\n\n","protected":false},"excerpt":{"rendered":"

\u00a0 D\u00fcnya son 20 y\u0131lda h\u0131zla globalle\u015fti ve dijitalle\u015fti. Art\u0131k herkes d\u00fcnyan\u0131n d\u00f6rt bir yan\u0131ndaki bilgi ve deneyime kolayl\u0131kla ula\u015fabiliyor. Bu geli\u015fmeler \u00e7ocuk ve gen\u00e7lerin \u00f6nceki nesillerden farkl\u0131 \u00f6zellikler edinmelerini … <\/p>","protected":false},"author":1,"featured_media":2953,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"aside","meta":{"footnotes":""},"categories":[48],"tags":[257,248,259,260,256,258],"class_list":["post-2615","post","type-post","status-publish","format-aside","has-post-thumbnail","hentry","category-icerikler","tag-business-life","tag-is-hayati","tag-kusaklar","tag-nesiller","tag-work-life","tag-z-kusagi","post_format-post-format-aside"],"_links":{"self":[{"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/posts\/2615","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/comments?post=2615"}],"version-history":[{"count":0,"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/posts\/2615\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/media\/2953"}],"wp:attachment":[{"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/media?parent=2615"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/categories?post=2615"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/worknhuman.com\/en\/wp-json\/wp\/v2\/tags?post=2615"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}