GENERATION Y

Sammanfattning

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.