%0 Journal Article
%T La nueva generaci車n y el trabajo
%A Eduardo Martin Cuesta
%A Maria Elena Ib芍ˋez
%A Rosana Tagliabue
%A Marcela Zangaro
%J Barbar車i
%D 2009
%I Universidade de Santa Cruz do Sul
%X En la actualidad, los j車venes profesionales pertenecen a la generaci車n denominada Millennial. Comparten caracter赤sticas, estilos de vida y valores que han formado a partir de los Eventos Significativos Generacionales (EsG) que marcaron su vida hist車rico-social. Estudios en EE.UU. y Europa sostienen que su anclaje sociohist車rico les confiere estilos de aprendizaje y laborales particulares. Por ejemplo, cuando eval迆an un empleo privilegian los horarios flexibles y el tiempo libre, el trabajo en equipo y las nuevas experiencias. No les interesan los ascensos paulatinos. Van de un empleo a otro sin dar demasiadas explicaciones y son, principalmente, fieles a s赤 mismos. Estas caracter赤sticas conllevan una falta de fidelizaci車n que es fuente de serios problemas para las empresas. A partir de este trabajo hemos establecido que una explicaci車n posible para la falta de fidelizaci車n de estos j車venes es que privilegian la estabilidad en la empleabilidad (EeE) por sobre la estabilidad en el empleo. Abstract Young professionals belong to Millennial generation. In spite of their individual characteristics they share ways of life and values that have been shaped by the Significant Generational Events (SGE) of their social-historical life. Some American and European researchers state that their historical anchorage gives them their own way of learning and working. For instance, when considering a job, they prefer flexible schedules and free time, team work and new experiences. They are not especially interested in being promoted. They go job hopping without too many explanations. Some of these characteristics impact negatively in enterprises because these young employees do not remain faithful to enterprises but to themselves, so they do not seem involved with corporate objectives. This causes a lack of commitment that becomes a source of important problems to companies. In 2007 UADE started an exploratory research in Latin America. Its general objective was to define Argentinean millennials characteristics in order to set up points of comparison between Argentinean, American and European studies and to know how these characteristics impact on their job styles. First results show that a possible answer to lack of commitment is that these young professionals prefer most Employability stability (EeE) that employs stability.
%K Generaci車n Millennial
%K Trabajo
%K Fidelizaci車n
%K J車venes Profesionales
%U http://online.unisc.br/seer/index.php/barbaroi/article/view/479/908