Generation Z and Gauss.

“Despite the pandemic drastically changing their career paths, with almost 30% of them losing their jobs, they remain determined to make a positive impact on society and build a world where companies and governments set a good example.

Before the pandemic, a third of them changed jobs due to stress, even though they cited a different reason to their employer. With less work pressure, they prefer ‘working from home’.”

This is a brief overview of research findings by Deloitte from mid-last year, concerning them.

The labor market was once defined by the activity of Generation X. They are now the current generation of employees influencing employment and the labor market, having fundamentally shaken existing employer expectations and values towards employees. The trends started by Generation X continue with them.

The youngest inhabitants of this planet who have entered the labor market are representatives of Generation Z. Born with information technology, the Internet is in the same category for them as water and air. Technology is written in their genes; each of them has several online profiles, they live in constant stress, and are constantly bombarded with new information…

They are Generation Z.

This article is written to their criteria. Less than one minute of reading.

At work, they need to feel at home. For them, continuous learning and keeping up with current trends are paramount.

They might have less developed work habits, but they need a mentor. They should be introduced to work processes designed to give them a sense of impact on the job and to see it as an opportunity for personal and career growth.

Various e-services are their only mode of communication. They are always online, and change is their life’s constant. Routine tires them. Current rules are set very differently; they are actively seeking different professions, often changing jobs until they find a company worthy of their trust.

We can agree or disagree with this, accept it as fact or not, but it is certain that in the coming years (according to EUROSTAT), they will account for half of the entire working population.

Currently, everyone has experienced labor shortages, and it is up to HR professionals to find new ways to attract young people.

In any case, the list of what and how could go on… But this way there was less text and more information, so here's Gauss.

However, what do Gauss and the nature of randomness tell us about Generation Z?

For this purpose, we conducted a brief data analysis of our respondents, comparing Generation Z and the rest of the population in various skills.

We took the psychometric test results of 709 respondents born from 1995 onwards. We did not analyze any cognitive abilities, only compared their skills.

• Active learning
• Active listening
• Critical thinking
• Judgment and decision making
• Learning strategies
• Mathematical reasoning
• Monitoring
• Negotiation

And finally, from Maslow's hierarchy of needs, we isolated only self-actualization.

What was done?

We used a dataset made up of Generation Z and the general population. A distribution was made across the selected nine skills/characteristics. It is evident that both are normally distributed, which is actually fine.

So it says.

Judgment and decision-making are poorer compared to ‘those we currently have in the workplace’. Therefore, they are more prone to risk and are very impatient (both are very clearly visible through the test itself).

Critical thinking is poorer…

However, they are satisfied with themselves, meaning they are good in their own eyes, and if we are not satisfied with them, we should change ourselves.

Note: The test is validated on the general population based on four dimensions (age, gender, education, ethnicity).