Problem The exact definition of an entry-level job is being blurred out. Due to rapid technological advancements, clerical occupations that heavily rely on repetitive tasks are being automated at a rapid pace. Meanwhile, multiple entry-level job listings are paradoxically requiring years of entry-level experience from the applicants.  Purpose The purpose is to first validate the phenomena of entry-level jobs requiring entry-level experience through a content analysis of job listings. In addition to this, a survey has been sent out to map out the reactions of students at Jönköping International Business regarding this paradoxical phenomenon. Method The methodology is mainly in an experimental setting to assess a novel phenomenon. The occupation we have chosen is “economy assistant” where 50 listings were inspected in the Stockholm region. Vignette scenarios have also been supplied to the students in the survey, to ascertain how they respond with regards to motivation, stress, and sense of qualification.  Results The results showed that most economy assistant listings required prior qualified experience in addition to an academic degree. The survey found statistically significant effects of job requirements reducing motivation to apply, applicants' sense of qualification, and increasing applicants' stress.

Background: In recent years, a new generation has rapidly entered the workforce and when this happens it is assumed that some level of disruption will come along. Since Generation Z have only been in the workforce for short amount of time, there is a lack of crucial research regarding their perceived experiences. Because different generations are assumed to have different values, a prominent challenge for organizations is how to correctly lead them. In other words, leadership preferences may differ when a new generation comes into play. Problem: As of today, there is a substantial knowledge gap regarding Generation Z preferred leadership styles among entry-level jobs. This knowledge gap can cause devastating effects for future organizations. Generation Z is a force to be reckoned with and shall soon become a prevailing member of the labor market in the near future. Purpose: The purpose of this study was to analyze the Swedish Generation Z preferred leadership styles, based on lived experiences in an entry-level job and to what extent they prefer transformational, transactional or laissez-faire leadership. The findings are expected to contribute to existing and new theoretical insights regarding Gen Z leadership preferences. Method: The research was conducted through seven qualitative semi-structured, open-ended interviews, which were analyzed using interpretive phenomenological analysis (IPA). Results: The findings described Generation Z ideal leader based on their thoughts and lived experiences. Gen Z prefers a leader that displays individual consideration, inspires followers and acts as a role model. These characteristics traits bare close resemblance of a transformational leader compared to transactional or laissez-fair leader. Acknowledging these results could contribute to a competitive advantage for organizations during their recruitment and development phase of Gen Z employees.