Orientation: The face of the workforce as we know it, is changing dramatically through globalisation and the retirement of the older generation, and organisations are confronted with the need to change. Company strategies for attraction and retention require adaption, as the ‘one-size-fits-all’ model no longer appears to be appropriate for today’s multigenerational workforce. As employers aim to attract and retain high-value youth employees, it is more important than ever to understand the total rewards expectations that will attract and retain them. Research purpose: To determine what changes and priorities organisations need to consider for their total rewards models to attract and retain qualified youths entering the workforce. Motivation for the study: The need to understand what intrinsic and extrinsic rewards are aligned with the aspirations and values of skilled youths, in an ongoing attempt to attract and retain them. Research methodology: The researcher utilised a sequential mixed-method research approach to evaluate the effectiveness of the reward categories of the WorldatWork (2015) Total Rewards Model and other reward elements identified during the literature review. Data were collected in two phases, using quantitative and qualitative methods. Phase I: The quantitative method entailed a research questionnaire, distributed to defined professional databases, tertiary institutions, private and public listed companies, as well as parastatals. The researcher distributed 450 questionnaires, of which 276 usable questionnaire responses were received — a response rate of 61.3%. Phase II: The qualitative method utilised interviews exploring the results obtained from Phase I; 11 interviews were conducted with qualified youths and human resource (HR) practitioners (HR generalists and recruitment-, remuneration-, and organisation development specialists). Their responses were captured and analysed. ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 4 of 351 In both Phase I and Phase II, data were gathered while ensuring a high ethical standard and adhering to the defined research approaches. The data were analysed using appropriate statistical techniques to determine the relationship between the variables, ensuring reliability, consistency, and generalisability in Phase I, and transferability, credibility, dependability, and confirmability in Phase II, where a combination of deductive (for quantitative research) and inductive (for qualitative research) methods was applied. Main findings/results: It was evident from the results that a different approach was required for attraction and retention of the youth, and that the ‘one-size-fits-all’ approach of the past will not be effective in the future. Through the research processes, the researcher found that the reward categories of the WorldatWork (2015) model are currently effective in attracting and retaining young talent, but that more will be required in the future. A new total rewards framework was constructed, reflecting the youth’s priorities, to aid attraction and retention of this generation. Main outcomes: Attraction: Seven reward categories were found to affect the youth’s attraction to organisations. These, in order of importance, are: (1) leadership and environment — supportive management and work environment, (2) benefits — retirement fund, medical aid, and leave, (3) performance incentives — long- and short-term incentives and share options; (4) individual development, (5) a safe/secure working environment — coaching/mentoring, working in different organisations to maximise career growth, CSR, and long-term job security; (6) work‒life and resources — extended employee benefits and tools to execute one’s work; (7) performance recognition — informal recognition and non-financial rewards; and formal recognition — formal recognition and lump-sum and annual bonus payments. Retention: Seven reward categories were found to affect youths’ retention in organisations. These, in order of importance, are: (1) leadership and environment — supportive management and environment; (2) flexible and variable payment options — flexible payment options and Salary/Pay; (3) benefits — retirement fund, medical aid, and leave; (4) value-added benefits and services and individual development — employee wellness, CSR, employee discounts, formal coaching or mentoring, and extended time off; (5) recognition — informal and formal recognition ABSTRACT DBL Thesis_Keshia Mohamed-Padayachee Student Number 71364684 Page 5 of 351 and non-financial rewards; (6) career development — Career/Growth opportunities and learning and development; and (7) incentives — long- and short-term incentives and share options. Research limitations: This research was limited to skilled youths. Research implications, originality, and value: No empirical study exists that authenticates the WorldatWork (2015) Total Rewards Model and Generation Y theory. As employers strive to attract and retain high-value young employees, it is more important than ever to understand the expectations of these employees. This study contributes to the body of knowledge by identifying the reward preferences of the youth by offering a relevant rewards framework for attraction and retention of the youth. / Graduate School of Business Leadership / D.B.L.

Syfte: Syftet med studien är att undersöka motivation inom virtuella arbetsmiljöer. Vidaresyftar studien även till att jämföra skillnader mellan olika generationer gällande motivation ivirtuella arbetsmiljöer.Metod: I denna studie har en kvantitativ metod applicerats med hjälp av enwebbenkätundersökning. Studien är hypotetisk-deduktiv där hypoteser härleds från denteoretiska referensramen. Den data som samlats in består av 84 svar, vilka bearbetades iprogrammet SPSS där oberoende t-test och medelvärdesanalys genomfördes.Resultat & slutsats: Av de motivationsfaktorer som studerats motiveras den äldregenerationen av flexibilitet och självstyre och bra ledarskap, samt delvis av teknologiskbekvämlighet. Den yngre generationen motiveras av flexibilitet och självstyre, teknologiskbekvämlighet och bra ledarskap, samt ledarskap kopplat till social närvaro. Studien har ävenfunnit att de faktorer som leder till motivation, också kan leda till amotivation inom virtuellaarbetsmiljöer om de hanteras oaktsamt.Bidrag: Studiens praktiska bidrag är en ökad förståelse för olika generationers motivationhos medarbetare inom virtuella arbetsmiljöer, vilket kan underlätta ledararbete ochHR-processer. Studiens teoretiska bidrag ger framför allt en indikation på motivationsfaktoreroch amotivationsfaktorer inom virtuella arbetsmiljöer genom de teoretiska modeller somutvecklats. Vidare bidrar studien även med teoretiska förslag på nya perspektiv på Herzbergstvåfaktorteori och Hawthornestudien. / Aim: The purpose of the study is to investigate motivation in virtual work environments.Furthermore, the study also aims to compare differences between different generationsregarding motivation in virtual work environments.Method: In this study, a quantitative method has been applied using a web based survey. Thestudy is hypothetical-deductive where hypotheses are derived from the theoreticalframework. The data collected consists of 84 responses, which were processed in the programSPSS where independent t-tests and mean value analyses were performed.Results and conclusions: The older generation was found to be motivated by flexibility andself-management and good leadership, as well as in part by technological comfort. Theyounger generation is motivated by flexibility and self-management, technological comfortand good leadership, as well as leadership linked to social presence. The study additionallyfound that the factors which lead to motivation also can lead to amotivation in virtual workenvironments if they are handled negligently.Contribution: The study's practical contribution is an increased understanding of differentgenerations' motivation among employees in virtual work environments, which can facilitateleadership work and HR processes. The study's theoretical contribution primarily provides anindication of motivational factors and amotivational factors within virtual work environmentsthrough the theoretical models that were developed. Furthermore, the study also contributeswith theoretical proposals for new perspectives on Herzberg's two-factor theory and theHawthorne study.

This thesis is written within the topic of Internet of Things (IoT) and smart homes among young adults in Sweden. Smart homes are taking up more and more space on the housing market and aim to make consumers' everyday lives easier. Factors behind buying a smart home present a gap of knowledge about who the potential buyers are among young adults. The essay is written with the aim of reviewing generation Y and Z’s ownership and regular use of smart home devices in their households in terms of usefulness and ease of use. The aim is also to gain an insight into the willingness of generation Y and Z to buy and pay for a smart home. By using previous research combined with a quantitative study in the form of a web survey, an analysis was formed from the consumers' responses. The result shows that young consumers have a broad knowledge of what IoT means with a majority having at least one smart device in their household. The willingness to buy and pay for smart homes is proving to be varied, with young consumers not yet convinced on the issue. The outcome of the thesis contributes to an interesting discussion about IoT and smart homes from different perspectives and gives you as a reader knowledge about smart home devices and their potential in the housing market.

Den svenska arbetsmarknaden står inför stora förändringar gällande generationer. Baby boom generationen kommer inom snar framtid att gå i pension och generation X och generation Y tar över arbetsmarknaden. I takt med att baby boomers lämnar arbetsmarknaden går man även miste om viktiga och nödvändiga kunskaper som denna generation erhåller. Ett stort tomrum uppstår som de nästkommande generationerna måste fylla. Däremot har generation X och generation Y andra kunskaper som kommer att vara betydelsefulla. Denna studie syftar till att fördjupa förståelsen för ledarskap i relation till generationer på arbetsplatsen. Syftet är att beskriva och analysera vilka förväntningar generation X och generation Y har på ledarskap samt vilken typ av ledarstil dessa generationer föredrar. Utifrån detta syfte har två frågeställningar formulerats: “Vilka förväntningar har generation X respektive generation Y på ledarskap?” och  “Vilken typ av ledarskapsstil föredrar generation X respektive generation Y på arbetsplatsen?”. Studiens empiriska material har samlats in genom tio stycken semistrukturerade intervjuer med en fenomenologisk förståelseansats. Resultatet som framhölls i studien är att det förekommer generationsskillnader kopplat till ledarskap och ledarstilar, men att dessa återfinns i små variationer. Exempelvis förväntade sig generation X mer tydlighet medan generation Y förväntade sig en högre grad av delaktighet. Analysen av det empiriska materialet indikerar på att åldersintervallet man är född inom har präglats av historiska händelser. Detta kan ligga till grund för individens synsätt och uppfattningar men betydelsen av att inkludera yttre faktorer såsom uppväxt och bakgrund är viktiga då ett pålitligt resultat inte endast kan baseras på ålder. Slutsatsen i studien blir således att man inte kan kategorisera in generationerna i enbart ett traditionellt eller modernt ledarskap, inte heller en renodlad auktoritär eller demokratisk ledarstil. Både generation X och generation Y har fler förväntningar som går hand i hand med ett modernt ledarskap, men med inslag av traditionella synsätt. Generationerna föredrar även till stor del en demokratisk ledarstil, däremot med vissa auktoritära inslag. / The Swedish labor market is facing major generational changes. The baby boom generation will soon retire and Generation X and Generation Y will take over the labor market. As baby boomers leave the labor market, important and necessary skills that this generation acquires are also being lost. A great void is created that the next generations must fill. However, Generation X and Generation Y have other skills that will be significant. This study aims to deepen the understanding of leadership in relation to generations in the workplace. The aim is to describe and analyze what expectations generation X and generation Y have for leadership and what type of leadership style these generations prefer. Based on this aim, two questions have been formulated: "What expectations do generation X and generation Y respectively have of leadership?" and "Which type of leadership style do generation X and generation Y prefer in the workplace?". The study's empirical material has been collected through ten semi-structured interviews with a phenomenological understanding approach. The result highlighted in the study is that there are generational differences linked to leadership and leadership styles, but that these are found in small variations. For example, Generation X expected more clarity while Generation Y expected a higher degree of participation. The analysis of the empirical material indicates that the age range one is born into has been marked by historical events. This may be the basis of the individual's approach and perceptions, but the importance of including external factors such as upbringing and background are important as a reliable result cannot be based solely on age. The conclusion of the study is thus that you cannot categorize the generations into only traditional or modern leadership, nor a purely authoritarian or democratic leadership style. Both Generation X and Generation Y have more expectations that go hand in hand with modern leadership, but with elements of traditional approaches. The generations also largely prefer a democratic leadership style, but with some authoritarian elements.

Konkurrensen på arbetsmarknaden är idag hög och det blir allt viktigare för organisationer att vara attraktiva arbetsgivare för att kunna attrahera och behålla personal. De olika generationerna som idag är yrkesverksamma har enligt forskning olika förväntningar och idéer om vad som identifierar en attraktiv arbetsgivare. Det är därför viktigt för organisationer att ta hänsyn till generationernas olika förväntningar och anpassa sitt arbetsgivarvarumärke därefter. I denna studie undersöker vi en organisation som upplever svårigheter att behålla medarbetare i generation Y och Z. Vi vill därmed identifiera vad dessa personer anser är attraktivt arbete, hur organisationen arbetar för att vara en attraktiv arbetsgivare och hur anställda och tidigare anställda inom generation Y & Z upplever att organisationen kan utvecklas. Denna studie bygger på en kvalitativ metod, datainsamlingen har skett genom semistrukturerade intervjuer samt information från avvecklingssamtal. Tillsammans med teorin och datainsamlingen indikerar studien att generation Y och Z lägger stor vikt vid bland annat feedback, flexibilitet och utveckling på arbetsplatsen. Andra identifierade faktorer har också visat sig ha betydelse, bland annat lön, relationer och ledarskap. Slutligen diskuteras förbättringsförslag till organisationen som kan bidra till att behålla medarbetare i generation Y och Z i framtiden. / In today’s labor market the competition is high and it is becoming increasingly important for organizations to be attractive employers in order to attract and retain employees. According to research, the different generations that are currently active in the labor market have different expectations and ideas about what identifies an attractive employer. It is therefore important for organizations to consider the different expectations and adapt their employer brand to the generations they recruit accordingly. In this study, we are examining an organization that is experiencing difficulties in retaining employees in the Y and Z generation. Thus, we want to identify what these people consider attractive work, how the organization today works to be an attractive employer. As well as how employees and former employees within generation Y and Z believe that the organization can be developed. A qualitative method has been used, data collection has taken place through semi-structured interviews and information from exit interviews. Together with the theory and data collection, the study shows that generation Y and Z attaches great importance to factors such as feedback, flexibility, and development in the workplace. Other identified factors have also been found to be important, including salary, relationships in the workplace and leadership. Finally, suggestions for improvements to the organization that can help to retain employees ingeneration Y and Z in the future are discussed.

Ledarskapsteori är ett viktigt ämne inom forskning, för att göra det möjligt att optimera prestation och trivsel hos medarbetare i organisationer. Det skapar även möjligheter för ledare att anpassa sig efter sina medarbetare och skapa trivsamma och produktiva arbetsplatser.   Denna studie undersöker sambandet mellan ålder och ledarskapspreferenser hos HR-anställda i Sverige. HR-anställda ansågs vara relevanta att studera då de har stor påverkan på hälsan hos alla anställda på en arbetsplats. Studien utfördes i form av en enkät som besvarades av 221 respondenter, där 21 frågor från instrumentet Multifactor Leadership Questionnaire, MLQ, besvarades. Frågorna mätte ledarstilarna Transformativt ledarskap, Transaktionellt ledarskap samt Laissez faire-ledarskap. Dessutom togs hänsyn till fyra olika generationsindelningar i studien; Baby Boomers, Generation X, Generation Y och Generation Z. Dessa representerar åldern på den arbetskraft som befinner sig på arbetsmarknaden idag.   Resultatet visade på ett negativt samband mellan ålder och preferens för transformativt ledarskap, vilket indikerar att yngre personer föredrar ledare som är mer transformativa i sitt ledarskap. Det fanns även samband mellan preferens för olika ledarstilar, vilket tyder på att en ökad preferens för en av ledarstilarna indikerar en högre preferens för ytterligare en ledarstil. Studien ställer sig kritisk till generationsindelningar, då det inte fanns några signifikanta skillnader mellan preferenserna hos individer från olika generationer. / Leadership theory is an important subject within research, to create information and knowledge of how leadership preferences can differ between individuals. It also creates an opportunity for leaders to adapt their leadership to different co-workers and create healthy workplaces.   The purpose of this study was to investigate the correlation between age and leadership preference in HR-employees in Sweden. HR-employees was considered to be relevant since they are accountable for the health of all employees at a workplace. A survey was conduced, where the 221 respondents answered 21 questions from the questionnaire Multifactor Leadership Questionnare, MLQ. The questions measured the leadership types Transformative leadership, Transactional leadership and Laissez-faire leadership. Four generations were also considered; Baby Boomers, Generation X, Generation Y and Generation Z, which represent the age of the workforce in Sweden at the time the study was conducted.   The study found a negative correlation between age and preference for Transformative leadership, which indicated that younger people prefer leaders who are transformative in their leadership. There were also correlations between preferences for different leadership types, where a higher preference for one leadership type also indicated a higher preference for another leadership type. The study is critical to dividing and judging people based on generation, since there were no differences between the preferences in individuals from different generations.

The study aimed to examine high school student usage of licensed databases available through public libraries in Atlanta-USA. A descriptive quantitative survey was conducted via a web-based questionnaire among 135 East Cobb high school students. The findings revealed that most students are aware of these licensed databases, but their usage is low (1:10) compared to Google. However, as students advance in grade levels, their database usage increases and GALILEO is the most-used licensed resource. Factors that influence student database usage include: specific academic needs; teacher instruction to use specific databases and frequent Digital Information Literacy (DIL) instruction. Most students receive DIL instruction at school, but their DIL skills are still inadequate. To increase usage of licensed databases as reliable information resources, the study recommends collaboration between public libraries and high schools, including incorporation of Generation Y's digital information preferences such as Google-type simplified interfaces, cutting-edge technology and time-saving search features. / Information Science / M.A. (Information Science)

This dissertation is a report on a study to investigate the design and development of a digital information literacy program (DILP) for an academic library. The study is concerned with the exploration of the generic profile of the South African student at higher education institutions. The criteria for a digital information literacy program were also established. Based on the criteria and the profile of the students, the digital information literacy program was designed and developed. The research objectives were to * determine a generic profile of the South African student (as a member of Generation Y). * determine the criteria for an information literacy programme (ILP). * determine the criteria that a digital information literacy program should comply with (based on the criteria for a ILP). * design a digital information literacy program by documenting the elements and principles of design, navigation features, site architecture, etcetera. * develop a digital information literacy program by documenting the specific learning objectives and content and creating the Web based program. The study comprises a qualitative research approach and is concerned with the qualities and the characteristics of a phenomenon for better understanding and explanation. A critical analysis of reported research and literature forms the foundation of the study. The design and development of a digital information literacy program were based on the guidelines for Web based instruction in academic libraries. The results of the research enabled the researcher to design and develop the digital information literacy program, by integrating the following: * Characteristics of Generation Y * The criteria for a digital information literacy program * Factors important for designing in a Web environment, namely interactivity, site architecture, navigation features, principles of design, elements of design, incorporating media and learner levels * Authoring, technical aspects and the evaluating and testing of the prototype. The digital information literacy program is designed to provide academic libraries at higher education institutions with a product - a Web published CD - that they can use as is, or adapt according to their specific needs or circumstances, in order to support their students' digital information literacy skills. / Information Science / M.Tech.Information Technology

Actuellement les comportements décrits chez les nouvelles générations inquiètent les entreprises. Ces incompréhensions vont au-delà de difficultés de communication entre les générations : la révolution des NTIC, l’évolution du rapport au travail, à l’autorité, aux réseaux sociaux, à l’international sont autant de caractéristiques présentées comme spécifiques de la génération Y.Ce travail étudie l’engagement envers l’entreprise des cadres trentas considérés comme les aînés de la génération Y et les termes du contrat psychologique valorisés par cette population. A été mobilisé le double cadre théorique de l’échange social et du contrat psychologique d’une part, et de l’engagement organisationnel d’autre part.La démarche de recherche est qualitative de nature exploratoire. Une technique projective détournée, la« lettre à un ami » a été proposée pour cerner les dimensions émergentes, partagées et valorisées du rapport à l’entreprise. Cette lettre a été rédigée par 547 cadres français et étrangers de 30/32 ans de tous les métiers et secteurs d’une TGE française, dans le cadre privilégié d’une formation.Les résultats qualitatifs sont de trois ordres :− les cadres trentas manifestent une grande homogénéité de réponses indépendamment de leurs caractéristiques individuelles. Leurs principales préoccupations concernent le travail, la carrière et le réseau. L’analyse fine de leurs représentations permet de les considérer comme représentatifs des aînés des Y ;− leur engagement vis-à-vis de l’entreprise est lié à la perception d’un échange satisfaisant et réciproque. Les termes de l’échange concernent ce qu’offre l’entreprise et ce qu’elle attend d’eux ;− l’identification des termes de l’échange permet de préciser comment l’entreprise et le management peuvent évoluer pour rencontrer leurs attentes et favoriser leur engagement vis-à-vis de l’entreprise.En conclusion, des recommandations aux entreprises sont proposées en matière de gestion des générations montantes / At present, companies are worried about the demonstrated behaviors of the new generation. Their lack ofunderstanding goes beyond problems of communication between the generations: it now includes the ITrevolution, the evolution of individuals’ relationships with their work, authority issues, social networks andglobalization are characteristics presented as specific to generation Y.The purpose of this work is to study the commitment of thirty-year-old executives, considered as the elders ofgeneration Y, towards their companies, and to enlighten the terms of the psychological contract developed bythis population. The double theoretical frame of the social exchange and the psychological contract has beenutilized on one hand, and the organizational commitment on the other hand.This research is a qualitative one with an exploratory nature. A diverted projective technique, the "letter to afriend", has been used to define the emergent, shared and enhanced dimensions of the relationship with thecompany. This letter has been written by 547 French and foreign executives approximately around 30-32years old, from any kind of job or area of a large French company, within the dedicated frame of training.The qualitative results are of the following three natures:− The thirty-year-old executives show a distinct homogeneity in their answers independent of their personalcharacteristics. Their main concerns are about work, career and network. Through, he detailed analysis oftheir composition, they can be considered as representative of the elders of generation Y;− Their commitment towards the company is bound to the perception of a satisfying and mutual exchange. Theterms of the exchange concern what the company offers and expects from them;− The identification of the terms of the exchange helps to specify how the company and the management canevolve to meet their expectations and encourage their commitment towards the company.As a conclusion, recommendations are made to HR and managers concerning the new generation

The thesis discusses the current phenomenon of ICT penetration in kindergarten. The author at first take into account the broader context of the issue of changing the role of educator role in postmodern society. After that discusses the process and organizational incorporation of selected courses aimed at training teachers in kindergartens in the area of ICT. The first chapter concludes with a broader, related to the use of ICT focused, analysis of intergenerational differences that determine the further development of educational policy and requirements for the education of children. The second chapter focuses on the issue of school readiness of a child, in particular a close look at the psychological profile of the individual according to his age and development of cognitive function in preoperative stage. It is therefore a basis with which to be reckoned with in the revision of existing knowledge and increased demands on the educational component of pre-school preparation. It is also pointed to specific foreign studies that deal with the question of the effectiveness of the involvement of ICT in teaching preschool children. There is also a look back at criticism of current threats called as digital degeneration. In the third chapter are answered three hypotheses and also concluded whether a...