Within the next ten years, the largest generation
change ever will take place in the Swedish construction
sector. The purpose of my study is to examine the
major differences between "Generation Y" and previous
generations. This is done in order to find out how the
NCC will attract the employees of the next generation,
manage them at work and finally be able to keep the
employees that has been trained internally over a
longer period of time.
Previous research has been based on theories of
Generation Y in general. It investigates the distinctive
characteristics and qualities of the generation, and
also how their upbringing may have shaped them into
what they are. Three respondent groups were
interviewed: Engineer students of "Generation Y",
officials at NCC belonging to "Generation Y" and
managers at NCC.
The results of the study show that "Generation Y"
differs from previous
generations, and how they differ. The results also
show how the NCC should work to attract, manage and
keep "Generation Y" as employees.
How the generation should be managed in order to
develop into the good employees of the future, and
how companies should adapt for the generation to
thrive at work is also a central result of the study.
The conclusions that can be drawn after the
completion of the study, is that "Generation Y" are
attracted to companies with good training
opportunities and many career paths. This generation
requires a leadership that is individually and
situationally adapted and, in order to retain the
employees there must be good opportunities to
influence and develop.