The idea of work has shifted dramatically over a long period. How work was seen has transformed under the influence of factors related to the economy, culture, and society. The entry of Generation Z into the workforce has revolutionized the idea of work in today’s society (Weeks, 2020). Generation Z is comprised of persons who were born between 1996 and 2012. The book “The Problem With,” written by Kathi Weeks, highlights the inconsistencies and complexity in the contemporary understanding of work and offers significant insights for reinvention. This discussion explores Generation Z’s relationship with work, how this generation challenges traditional labor notions, and how they are determined to change the purpose and meaning of work in the contemporary world with reference to Chapters 1 and 5 of Keith Weeks’ “Problem with Work.”
Chapter 1: Mapping the Work Ethic
Weeks begins her writing by criticizing the dominant narratives surrounding work, especially within the context of capitalism. The author argues that work is mostly glorified as the main source of meaning, purpose, and identity in people’s lives. However, Week challenges the notion of work, highlighting the dominant injustices and inequalities within the capitalist production system. Week 2020 “states that traditional work concepts fail to justify the many ways in which people contribute to society beyond formal employment.”
People in Generation Z were born and reared during a time of rapid technological advancement, globalization, and economic upheaval. It has grown to become wary of the conventional notions of work and seeks to create a new future. The previous generations have tied success to upward mobility and stable employment, while Generation Z looks for flexibility, fulfillment, and autonomy in their professional pursuits (Weeks 2020). This transformation reflects a broader cultural movement toward reconsideration of the role of work in shaping personal well-being and identity.
Chapter 5: The Future Is Now
In the fifth chapter, Weeks explores the concept of utopia and its relationship to work. She advocates for a thorough reimaging of work and leisure. Weeks argues that traditional utopia visions, which prioritize efficiency and productivity, mostly replicate the oppressive structures of capitalist society. As an alternative, Week advocates for a utopian concept based on the redistribution of wealth, reducing work hours and allowing time for leisure as a meaningful activity.
The notion of utopia holds particular significance for Generation Z as they struggle with threats like economic instability, climate change, and social inequality. “The goal of the present generation is to build a different kind of future that is defined by fairness, sustainability, and group well-being” (Weeks 2020). Rather than adhering to the capitalist concept of unending expansion and consumerism, Generation Z emphasizes the significance of creativity, community, and self-nurturing in constructing a just society.
Generation Z’s Perspective on Work
The relationship of Generation Z with work is dynamic and has many faces. A wide array of economic, cultural, and technological influences shapes it. The current generation has chosen a more flexible and adaptive work approach than past generations, bound to the traditional career path and organizational structures (Weeks 2020). The gig economy, freelance work, and the advent of remote employment have given rise to options for flexibility and autonomy that enable young people to prioritize their interests and hobbies while pursuing their career goals.
In many respects, Generation Z offers a distinctive viewpoint to the workplace. Their approach to achieving a work-personal life balance is among the most noteworthy. They will put in a lot of effort throughout the workday, but unless essential, they will not check work-related emails after hours or on the weekends. This generation is very transparent about placing a high value on mental health and individual well-being (Karina et al. 2021). They have a better chance of keeping the right balance between achieving their requirements and aspirations for their careers outside of the workplace when they set clear boundaries.
The current workforce naturally desires to adopt new technology and is extremely skilled with contemporary tools and resources. This technological skill is demonstrated by the enormous appeal of platforms like TikTok, which are controlled by this group and have revolutionized marketing and commerce. As a result, Generation Z employees are skilled at utilizing new technology to boost effectiveness and productivity at work. They demonstrate a good understanding of the internet, enabling them to use various online platforms to interact with their peers and obtain important information quickly and efficiently. Gen Z’s remarkable technological abilities will completely transform the workforce. These younger individuals are anticipated to be the most skilled at acquiring these cutting-edge technologies as AI continues to gain traction.
Many members of Generation Z are ready to launch their firms and are recognized for having an entrepreneurial mindset. Indeed, a recent Generation Z business survey found that an astounding 75% of Generation Z participants said they would like to work as entrepreneurs (Hess 2021). This generation has a lot of self-starters who want to carve out their professional routes. They also are okay with taking chances to succeed.
They respect freedom and autonomy in their job but distrust those in positions of power. The emphasis is now on results rather than micromanaging and rigid regulations. Their ability to spur innovation and identify fresh opportunities in the constantly changing labor market is facilitated by this entrepreneurial mindset.
Generation Z’s leadership, collaboration, and communication skills are particularly unique. The new generation has much experience working in groups and engaging with people in person and online. However, it’s crucial to remember that this generation defines one-on-one contact differently (Robin, Alvin & Hasugian 2022). They view video conferencing applications such as Microsoft Teams, Zoom, and Google Hangouts as in-person communication.
Regarding leadership, Generation Z typically prefers a more democratic style, obtaining feedback from every team member and aiming for agreement before taking action. They are also very flexible and receptive to new ideas, which makes them excellent team leaders in uncertain and transitional times (Bińczycki, Łukasiński & Dorocki 2023). Because of their distinct abilities and principles, Generation Z workers are a powerful force in the contemporary workforce. They are a great asset to any team since they offer a new viewpoint and are open to change.
There are serious workplace mental health issues that Generation Z employees must deal with. Most of them report that they have had either a diagnosis or treatment for mental health difficulties, indicating extraordinarily high rates of mental health struggles. Since one in four Generation Z respondents say they couldn’t afford mental health services, these difficulties are made worse by the generally low perception of their affordability (Dobre et al 2020). Young workers frequently experience burnout, commonly brought by an imbalance in workload, expectations, and stress-reduction capacity. Burnout can harm the workers’ general well-being and productivity and show up as emotional tiredness, a lack of motivation, and a decline in job satisfaction.
Employees in Generation Z regard professional and personal development highly. Employers should, therefore, fund extensive workforce training initiatives to assist their Generation Z employees in acquiring the competencies necessary to maintain their competitiveness in the market. Employers can provide various training options, including e-learning courses, live seminars, and mentorship programs. Additionally, lifelong learning that encompasses soft skills like flexibility, communication, and problem-solving should be implemented to promote the current workforce’s growth.
When talking about a company’s work environment, many aspects are involved. In general, people desire to work for morally driven organizations with a distinct goal. Generation Z particularly emphasizes the importance of an authentic work environment fostering natural collaboration. When supervisors trust us enough to let us work on jobs without micromanaging them, that’s what we prefer to see (Dobre et al. 2020). This improves team dynamics, boosts workers’ self-esteem, and gives them a feeling of purpose in their jobs.
Additionally, Generation Z shows a heightened awareness of environmental and social issues, hence the rising demand for ethical consumption and purpose-driven work. The current generation values transparency, authenticity, and social responsibility in organizations (Robin, Alvin & Hasugian 2022). They challenge corporations to prioritize ethical practices and sustainability. Furthermore, the growth of social media and digital platforms has empowered Generation Z to air their voices and protest for social change, using their networks to carry out conversations on issues such as environmental sustainability and racial justice.
Generation Z’s entry into the workforce presents a fascinating chance to impact social and political issues and lead organizational change (Robin, Alvin & Hasugian 2022). Organizations must adjust to these factors for the sake of competitiveness and to draw in the top talent from this new generation. Businesses can build a more inventive, sustainable, and inclusive workplace that benefits all parties by adopting the values and goals of Generation Z.
Finally, Generation Z embraces social justice, fairness in the workplace, and equality. They seek businesses that value inclusiveness and diversity and aren’t afraid to speak out on significant social concerns (Dobre et al 2020). Generation Z is driven to firms that share their dedication to improving the world, and they are particularly drawn to those who place a high value on environmental sustainability and community involvement. Employers may connect with Generation Z prospects and attract top talent by highlighting their company’s beneficial effects on people and the environment. This will also increase employee engagement.
Redefining Work: A Collective Endeavor
The redefinition of work is not only the responsibility of Generation Z but calls for a collaborative effort from all generations, cultures, and industries. The criticism by Week on Work gives an insight into what needs to be done to address inequalities and injustices inherent in capitalist structures (Robin, Alvin & Hasugian 2022). Society can transition to a sustainable and inclusive work paradigm that considers all people’s needs and aspirations by promoting values like equity, autonomy, and well-being.
Conclusion
Working relationships among Generation Z are defined by a drive to rethink possibilities, question conventional wisdom, and create a just and satisfying future. Kathi Weeks’ text “The Problem with Work” helps Generation Z to deepen their understanding of the labor complexities and provides more insights into the ongoing conversation about redefining the meaning and the purpose of work in modern society.
References
Karina, M., Bila, N. S., Primantari, R., Tara, J. D., Rahmawati, A. F., Murti, N. W., … & Novita, M. V. (2021). Gen Z Insights: Perspective on Education. Unisri Press.
Hess, T. (2021). “Gen Z Will Save Us:” Applauded and Dismissed as a Gen Z Climate Activist (Perspective from the Field). Journal of Applied Research on Children: Informing Policy for Children at Risk, 12(1), 5.
Robin, P., Alvin, S., & Hasugian, T. (2022). Gen-Z perspective on politics: High interest, uninformed, and urging political education. Jurnal Ilmu Sosial dan Ilmu Politik (JISIP), 11(3).
Bińczycki, B., Łukasiński, W., & Dorocki, S. (2023). Determinants of Motivation to Work in Terms of Industry 4.0—The Gen Z Perspective. Sustainability, 15(15), 12069.
Dobre, C., Milovan, A. M., Duțu, C., Preda, G., & Agapie, A. (2021). The common values of social media marketing and luxury brands. The millennials and Generation Z perspective. Journal of Theoretical and Applied Electronic Commerce Research, 16(7), 2532-2553.
Weeks, K. (2020). The problem with work: Feminism, Marxism, antiwork politics, and postwork imaginaries. Duke University Press.
write