The annual salary of 200,000 is a coveted number for many people. However, there is a news that has sparked heated discussions among netizens recently, and a factory said that even if such a high salary is offered, it will not be able to recruit young people. Why is that?Is it because the working conditions in the factory are too poor, or because the mentality of young people is too proud, or is it something else?
This article will analyze the truth behind this phenomenon from multiple perspectives, expose the contradictions and estrangement between factories and young people, and how to solve this problem.
The choice factors of young people are changing dramatically, as if they are taking part in a "feast" of unique career options. Once upon a time, a high salary was a powerful magnet for young people, like a big glittering cake, but now, they understand that there is more to life than ever before.
When talking about career choices, young people are no longer solely swayed by their salary. Salary is still important, after all, there are bills to pay, living expenses, but it is no longer the only deciding factor. They pay more attention to multi-faceted factors, just like a delicate dish that requires the integration of multiple elements.
They focus on personal development and pursue growth in their work and career。They don't want to be locked into a static job, but want to find a work environment that offers room for innovation and growth.
They want to participate in projects, contribute to the success of the company, contribute to the success of the company。They want to be more than just an employee, but a valuable team member.
The work environment is also a key selection factor。Young people aspire not just for a job, but for a warm, harmonious and energetic work environment. They need a place that offers work-life balance, a place that offers a variety of benefits and benefits.
The work environment is like a garden, and it needs to have beautiful scenery, fresh air, and comfortable seating, so that young people will want to spend a large part of their time in it.
Corporate culture is also an important selection factor。Young people want to be able to work in an open, inclusive and innovative corporate culture. They don't want to spend their youth in a rigid, bureaucratic organization.
They want their employees to come up with new ideas, embrace different perspectives, and celebrate innovation and diversity. Corporate culture is like a condiment, which can add a lot of color to the work, and it is also a key factor for young people to choose a job.
Factories are an important pillar of the national economy and an important place for young people to find employment. However, the recruitment of factories is facing unprecedented difficulties. According to the head of a factory, their salary level has reached 200,000 yuan a year, but they still can't recruit young people.
Their jobs are mainly mechanical operation, maintenance, quality inspection, etc., which require certain skills and experience, but do not require a high degree of education. Their working hours are not too long, 8 hours a day, 5 days a week, and sometimes they need to work overtime, but the overtime pay is also very high.
Their working environment is not too bad, with air conditioning, water dispensers, lounges, and free working meals. Their welfare benefits are also good, with five insurances and one housing fund, year-end bonuses, holiday gifts, and travel subsidies. Their corporate culture is also very humane, with employee activities, training opportunities, and room for promotion.
They feel that the conditions they offer are already very good, but why are young people still reluctant to come?They are confused and helpless. They think that there is something wrong with the mentality of young people, that they are too arrogant, too unrealistic, too dissatisfied.
They say that young people are not willing to endure hardships, are unwilling to learn, are unwilling to work hard, only think about making easy money, only want to enjoy life in the big city, only want to engage in lofty careers, do not know how to cherish opportunities, do not know how to be grateful and pay, do not understand the hardships and value of the factory.
In fact, the recruitment problem of factories is not a simple problem, but a complex phenomenon, reflecting the contradictions and estrangement between factories and young people. These contradictions and estrangements have the following aspects:
In terms of working conditions。Although the working conditions in the factories have improved considerably, they still do not meet the expectations of young people. Young people's demands on the working environment are not only material, but also spiritual. They want a work environment that gives them comfort, safety, respect, and pride.
However, they have the impression that the working environment in the factory is often noisy, dirty, dangerous and oppressive. The work content of the factory is often repetitive, boring, boring and meaningless. The working atmosphere in factories is often cold, rigid, rigid and oppressive. All of this makes young people feel uncomfortable, dissatisfied, and unhappy.
In terms of career development。Although the career development opportunities in the factory have been improved, they still cannot meet the needs of young people. Young people's demand for career development is not only the increase in salary, but also the improvement of ability and the realization of value.
They want their work to allow them to continuously learn new knowledge and skills, and improve their professionalism and competitiveness. They also want their work to contribute, achieve and make an impact.
However, they have the impression that career development in factories is often monolithic, slow, and limited. Factory jobs are often fixed, monotonous, and unchallenging. The evaluation of the work in the factory is often quantitative, mechanical, and undifferentiated. All of this makes young people feel unsatisfied, unfulfilled and uninteresting.
In terms of values。Although the values of the factory have changed somewhat, they still do not match the values of young people. Young people's values are undergoing a profound shift, as if they are participating in a unique "revolution" in professional values.
Once upon a time, a stable job was sought after by young people, like a fortified castle that could provide them with safety and security. But now, they understand that there are more possibilities in life that can bring them joy and fulfillment.
When talking about career values, young people are no longer bound by stability. Stability is still important, after all, to ensure quality of life, but it is no longer the only decisive factor. They pay more attention to the value of multiple aspects, like a beautiful painting, which needs to be painted in a variety of colors.
They focus on the value of the individual and pursue a work-life balance。They don't want to be tied down by work, but want to find a way to work that takes into account their interests, hobbies, and family. They want to enjoy life and have more time and space to do the things they love.
They pay attention to the value of society and pursue the fit of work and society。They do not want to be isolated by their work, but want to find a field of work that is in harmony with social development, in line with social needs, and in line with social responsibility. They want to contribute to society and have more opportunities and channels to help others and solve problems.
They have the impression that the values of the factory are often traditional, conservative, and singular. The work goals of the factory are often production, efficiency, and profit. The working philosophy of the factory is often obedient, loyal, and sacrificial. These make young people feel disagreed, disrespectful, and not proud.
The recruitment challenge of the factory is actually an opportunity, an opportunity to promote communication and collaboration between the factory and young people. To solve this problem, factories and young people need to start from the following aspects:
Comprehension aspect。Factories and young people need to understand each other and eliminate misunderstandings and prejudices. Factories need to understand the selection factors, development needs, and values of young people, respect the individuality and differences of young people, and not blindly impose their own concepts and standards.
Young people also need to understand the recruitment problems, development dilemmas, and value contributions of factories, respect the history and culture of factories, and do not blindly deny and resist. The two sides need to establish an atmosphere of equality, openness and integrity of communication to enhance mutual understanding and trust.
Aspects of change。Factories and young people need to change each other and adapt to new situations and requirements. Factories need to change their recruitment, working conditions, career development, corporate culture, to improve their attractiveness and competitiveness, and to meet the expectations and needs of young people. Young people also need to change their employment outlook, work attitude, career planning, and value orientation, improve their adaptability and creativity, and adapt to the environment and requirements of the factory. Both sides need to build a positive, proactive and innovative sense of change to meet new challenges and opportunities.
Cooperation。Factories and young people need to work together to achieve win-win and growth. Factories need to cooperate with the creativity and vitality of young people, give full play to the advantages and potential of young people, provide more support and help for young people, and stimulate their enthusiasm and initiative.
Young people also need the experience and resources of cooperative factories, make full use of the platform and opportunities of factories, provide more contributions and value to factories, and demonstrate the abilities and responsibilities of young people. The two sides need to establish a mutually beneficial, mutually supportive and complementary cooperative relationship to achieve common goals and visions.
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