The Next Generation: Today’s Professionals, Tomorrow’s Leaders

In this unique study, Catalyst investigated the practical experience and expectations of next generation leaders in the United States and Canada. Specifically, he studied administrators and experts of companies and professional service companies born between 1965 and 1975. We examined the factors that attracted women and men of this generation to particular jobs and careers, the expectations related to their work, and why they quit the company. We also looked at organizational commitment, work satisfaction, personal and job related values ​​and goals, promotion barriers, strategies for success, and issues related to work-life balance.

Catalyst recognizes that there is no single team in its prospects and experience, but we begin to understand the motivation of this generation and we decide whether or not assumptions about it are widely held as myths or reality . We are focusing on this generation. Because it will teach us how to change the workplace or a way to attract, retain, nurture and advance new talents. It is the leader of the next generation

This survey excluded some general prerequisites for employees of this generation. For example, the next generation is strongly committed to its existing employer. Almost half (47%) said that they are satisfied with spending the rest of the careers in existing organizations. In addition, for a very traditional reason, they are attracted and leave their organization. The main reasons for participation in an existing organization are recognition of opportunities for promotion, provision of appropriate status, and provision of appropriate compensation. The main reasons for their withdrawal are increased intellectual stimulus, increased opportunities for progress, and increased salary. This generation is strongly committed to balancing between work and private life. For example, this generation is paying more attention to personal goals and values ​​than individual work, and they want organizational support to manage job and life promises. At the same time, this generation is working to tackle issues related to diversity, but women and men are totally different in the workplace. For example, 42% of women believe that women must be better than men to receive the same reward, but only 11% of men are thinking. 62% of men report that women are being paid similarly with similar work as men in the organization.

How many employers of today will transform into the Z generation in their way of working, purpose, overall business model, and way to attract tomorrow's leaders? Or will this advanced enterprise build, and find a way to a new economic foundation?

Today's young people sing "We are leaders of tomorrow", but we are changing games! This generation of teenagers do not have to wait tomorrow, they are climbing today! This year's camp was marked, the leader looked like 0, and we told the changed message to three places in Nigeria and four provinces, Lagos / Ota, Abuja and Port Harcourt. The City Leadership Summer Camp will be held in these cities for 8 to 10 days from August 12 to August 26, 2017. During this period, young people are trained and grants for non-resident camps are NOK 4,500. Planned at Abuja; N3,000 and N6,000 will be offered for residential camp held in Lagos / Daida and Port Harcourt.

Cummins Power Generation is working on the development of future fuel cell technology as a world leader in the design and manufacture of power generation equipment and technology. Focusing on the needs of tomorrow will create a future for businesses and consumers (next, writers c 154, 2005). Cummins relies on various labor force insights into new markets, and the concept of workplace diversity has two basic principles. One is to create a workplace that reflects the diversity of the public. From there people will attract people and sell products. The second is to celebrate the differences between people and create an environment that proposes innovative ideas and solutions in the process. Cummins relies on its talent, systems and organizational knowledge to solve complex problems, reduce costs, create differentiated products and services, and satisfy customers.