Interpreting The Characteristics Of Young Workers After "80" From Labor Shortage In Footwear Industry

The shoe and clothing industry is a labor-intensive industry. We should also do well in building enterprise culture, genuinely care about the production and life of workers, and create a decent working environment for workers. Our social responsibility construction should not only be the government, or merely the industry organization, nor should it be the subject of any organization alone. Rather, it should form a resultant force through cooperation, take less detours, take fewer detours through experience sharing, and at the same time reduce the cost and pressure of our social responsibility audit through the integration of systems.

In the context of China's continuous implementation of the people-oriented Scientific Outlook on Development, strengthening corporate social responsibility construction and promoting the sustainable development of industry, how to solve the problem of "hard employment" and " Labor shortage "The issue has become a matter of great concern to the enterprises and the community. At the same time, the launching of such a survey report is conducive to stabilizing the workforce of enterprises, helping young workers grow, improving the management level and soft power of enterprises, and promoting the construction of harmonious enterprises. The report not only pays attention to and listens to the aspirations of young generation workers, understands their interest demands, but also helps to solve problems for them, so as to enable them to enjoy the fruits of social and economic development better. Zhang Li, vice president of China Textile Industry Federation

The existing management mode is far from meeting the basic requirements of the new generation of migrant workers. This report analyzes the needs of the new generation of migrant workers and puts forward suggestions for enterprises. This report has two characteristics. One is very solid, and it is very close to the front-line workers. The two is to reveal the great difference between the new generation of migrant workers and the older generation of migrant workers. Zhang Junfeng, deputy director of the International Labour Research Institute, Ministry of human resources and social security.

Paying close attention to and supporting the development of young workers is an important content for enterprises to fulfill their social responsibilities. Strengthening humanistic care for young workers and creating a decent working environment for them is an important way for enterprises to build and enhance their soft power, enhance competitiveness and promote sustainable development, as well as the responsibilities and obligations shared by all sectors of society. Yan Yan, deputy director of the office of social responsibility of China Textile Industry Federation

1. Job preference and the main factors that affect the stability of work.

(1) what kind of work young workers want?

After 80, the expectations of young workers going out to work are diverse and multifaceted, and their understanding of the meaning and value of work is manifold. They generally believe that working for themselves means making money to support themselves, lightening their burden for their families, increasing their knowledge and saving money for future life or entrepreneurship. For them, work is only temporary. They will not work entirely for money, but have more self pursuit.

(two) which factors affect its stability?

The majority of young workers in this survey have a working life of less than three years, but since going out to work, 20.2% have changed 1 times, 20.2% have changed 2 times, 20.7% have changed over 3 times, three have reached 73.9%, and 26.3% have never changed jobs. Obviously, they are more mobile.

1. expect fair and just remuneration; hope that the work itself has the attraction. Attractiveness of work It comes mainly from three aspects: first, whether the work arranged is suitable for itself; two, it is possible to try and learn different specific processes and jobs; three, there should be some flexibility in working hours, so long as we can finish work according to quality and quantity, there is no need to work overtime.

2. I hope to have a friendly management and working environment.

3. I really want to have relatives or friends around me.

4., I hope to become a career person and get a steady career development.

2, the feelings of factory life evaluation

(1) negative emotional experience at work is more than positive emotional experience.

After 80, young workers thought that the words that best describe the psychological feelings in their work during the past week were "irritability", "boredom" and "depression". In the survey, 47.1% of these three negative emotions experienced 47.1%, 39.5% and 37.5% respectively. Only 36 young workers who participated in the survey considered themselves comfortable in their work, accounting for 8.6%. During the interview, young workers repeatedly mentioned that there were more "bad mood" and "boredom" in their work.

(two) a strong sense of numbness.

Many workers reflected that after working for a long time, there was only a sense of numbness. A young worker said frankly, "we are all robots. I don't want to be a robot dealing with machines!"

(three) not satisfied with the way of entertainment and leisure, and longing for more meaningful and meaningful leisure time.

Young workers generally believe that their spare time life is boring, monotonous and meaningless. The young coordinators from various factories found that young workers were no longer satisfied with watching non-commercial entertainment activities such as watching TV, chatting, playing cellphones and so on through their visits to their peers. Their enjoyment of leisure time had moved towards consumption and commercial leisure activities, such as singing, dancing, traveling and shopping with friends.

(four) easy to be neglected in factory management.

Young workers believe that in the current management of enterprises or factories, more problems are seen from the perspective of enterprises or factories, rather than from the perspective of employees. Young workers are often in a "managed" position, more "obedient and obedient" and few opportunities to participate in management. It is difficult for them to participate and express themselves. Their ideas and opinions are often overlooked. Many young workers think that their views and opinions are not paid enough attention in factories.

3. Attitude towards life, major expectations and aspirations for life.

(1) attitude towards life and main pursuit

After 80, young workers believe that they are a generation that pays more attention to the realization of self worth. They have stronger self-esteem needs and are generally eager to be independent, pursue independence and yearn for themselves. This is mainly reflected in the fact that most young workers in the "latter 80" want to live more selves, to live the life they want, respectfully and dignified, and have their own time and space without having to look at the faces of others. They yearn for independence, and want to be independent and not dependent on their families; they want to do their own things and make their own decisions; they want to be able to make a difference, live a rich, relaxed, comfortable and decent life without suffering for their livelihood.

The general vision of life for young workers is to find their own love and establish a harmonious and stable home. They generally want to put their families in the city, do not want to get married early, and no longer want to have more children on the issue of child rearing, and do not want to educate their children in the way their parents teach themselves.

(two) the most common and most realistic expectations.

　　 Young workers after "80" There are many realistic expectations. Raising salaries and participating in professional skills training are two common needs. Increasing wages is the topic they most care about and want to express. They believe that factories should reward themselves according to their performance and expect fair and fair wages.

Young workers generally hope to achieve self-development through participation in labor skills training, and hope to get a lot of knowledge and skills training, especially if they want to get training to help improve their professional skills. Most of them take professional skills training as the primary way to improve themselves. However, the proportion of them actually received professional training is not high, and the training opportunities offered to them are relatively limited, the contents involved are relatively narrow, and the forms are relatively simple, and there are not many useful skills and knowledge acquired from them. They are unable to undertake the cost and cost of participating in professional skills training. In addition, with long hours and heavy labor, they often lack the time and energy to participate in training.

(three) career aspirations

After 80, young workers generally want to start their own businesses in the future, such as being bosses, individuals and successful businessmen, so as to lead a rich and decent life. But they often lack practical plans for how to realize their entrepreneurial dreams, and have little chance of obtaining external practical support and effective guidance. They often admire life and work like "boss" from their hearts, but they often cherish the idea of "entrepreneurship" and do not know how to achieve it. "Boss" has become the "successful example or template" that they generally pursue.

4. Young workers in the eyes of "80 after" in the eyes of researchers

(1) group characteristics

Most of the young workers in the latter 80 had junior high school education level (90.4%), most of them came from multi child families (88.7%), most of them were unmarried (92.3%), and more than half did not have regular agricultural production experience.

(two) management environment

1. enterprises pay more attention to the management of young workers, but the management remains passive.

2. the participation of young workers in the management of enterprises or factories is limited, and opinions are easy to be ignored.

(three) basic living conditions in cities

The status of "agricultural household registration" of young workers leads to the status of "urban fringe", and it is difficult to find a sense of belonging in the city, which makes them face many difficulties and obstacles in obtaining social support and social security. This is mainly reflected in:

1. abnormal family life leads to the lack and lack of family support. Some young workers appear emotional indifference and atresia.

2. thirst for free love, but the narrow and limited social interaction leads to the difficulty of finding true love and the happiness of life.

3. the competitiveness and rising channels of work are limited, and it is difficult to obtain technical training and entrepreneurial support.

4., it is difficult to integrate into the local community, lack of sense of belonging and become "urban outsiders".

Several suggestions for investigation team to enterprises

(1) design an interview that impressed young workers.

(2) to provide new employees with new treatment, and win the trust of young workers with care.

(3) to make frontline managers more approachable, respectful and credible, so that the working environment can be more joyful elements.

(4) establish a pluralistic approach to employee participation, and provide a platform for young workers to participate in business management and self actualization.

(5) the relationship between harmonious enterprises or factories and communities can promote the social integration of young workers and enhance the quality of life and happiness of young workers.