Morocco: How Young People View the World of Work
3 February 2014
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Invest RH conducted a survey of 3,223 people, more than 70% of whom were young people aged 18 to 30. Young people are mainly focused on mobility.
What do employees, particularly young people, think about the world of work? This question was asked to over 3,223 people as part of a survey conducted by Invest RH in collaboration with the Emploi.ma portal, between November 6 and December 20, 2013.
Three categories of profiles were targeted by the survey: working people, young people looking for their first job, and business leaders. Note that 72.5% of the sample consisted of people aged between 18 and 31. Initially, work is the second most important factor in the lives of those surveyed, after family but just before religion.
Then, work is above all a means of developing skills in 66.3% of cases (mainly respondents aged 18 to 31). It is also a source of income in 62.3% of cases and gives meaning to people's lives in 38.4% of cases. Others mention social status (34.3% of cases), self-fulfillment (28.9% of cases), a means of recognition (18.9% of cases), a place for exchange (17.5% of cases), a means of self-development (13% of cases), a simple obligation (9.5% of cases), or even a chore (4% of cases).
Career progression, remuneration, and job stability are the three most attractive factors in a job. While young people highlight career progression, seniors prioritize remuneration.
Leaders see young people as more dynamic but also less autonomous
On the other hand, opinions are divided regarding job stability. While young people (57% of respondents) see themselves working less than three years in the same company, seniors prefer a period ranging from 4 to 10 years in the same company.
Clearly, mobility is a characteristic of today's young people. In their 2014 resolutions, 41.8% of them see themselves changing companies if the opportunity arises. In 30.7% of cases, they intend to change companies as soon as possible, and in 27.8% of cases, it is to pursue a postgraduate degree, such as an MBA.
Another question relating to the reasons for leaving shows that insufficient remuneration is the main reason given by respondents (aged 18 to 31) for seeking employment elsewhere. This is followed by lack of career visibility and lack of skills development. Work pressure, lack of supervision, and lack of recognition can also be reasons for leaving. Workplace harassment comes last.
The survey also shows the importance young people place on working relationships with their direct manager. They want above all to develop their skills (in almost 70% of cases) but also to be trusted and listened to in 50% of cases respectively. Furthermore, the survey sheds light on managers' views on the contribution of young people to the workplace. Rapid adaptability, dynamism, networking, open-mindedness... These are the qualities expressed by managers. But when asked about their main flaws, the main points mentioned are lack of maturity, lack of patience, or lack of commitment in more than 50% of cases.
On the other hand, among the difficulties encountered with young people, the managers surveyed first mention their lack of autonomy, non-compliance with instructions, lack of interest in the work, or excessive salary demands. They also mention other blocking factors such as lack of availability (30% of cases), lack of projection into the company (30% of cases), a permanent attitude of negotiation (27% of cases), absenteeism (23% of cases), refusal of geographical mobility (22% of cases), lack of respect for hierarchy (20% of cases), and difficult generational relations (15% of cases).
Brahim Habriche.
Lavieeco.com
Published January 31, 2014.
Posted online February 3, 2014.
What do employees, particularly young people, think about the world of work? This question was asked to over 3,223 people as part of a survey conducted by Invest RH in collaboration with the Emploi.ma portal, between November 6 and December 20, 2013.
Three categories of profiles were targeted by the survey: working people, young people looking for their first job, and business leaders. Note that 72.5% of the sample consisted of people aged between 18 and 31. Initially, work is the second most important factor in the lives of those surveyed, after family but just before religion.
Then, work is above all a means of developing skills in 66.3% of cases (mainly respondents aged 18 to 31). It is also a source of income in 62.3% of cases and gives meaning to people's lives in 38.4% of cases. Others mention social status (34.3% of cases), self-fulfillment (28.9% of cases), a means of recognition (18.9% of cases), a place for exchange (17.5% of cases), a means of self-development (13% of cases), a simple obligation (9.5% of cases), or even a chore (4% of cases).
Career progression, remuneration, and job stability are the three most attractive factors in a job. While young people highlight career progression, seniors prioritize remuneration.
Leaders see young people as more dynamic but also less autonomous
On the other hand, opinions are divided regarding job stability. While young people (57% of respondents) see themselves working less than three years in the same company, seniors prefer a period ranging from 4 to 10 years in the same company.
Clearly, mobility is a characteristic of today's young people. In their 2014 resolutions, 41.8% of them see themselves changing companies if the opportunity arises. In 30.7% of cases, they intend to change companies as soon as possible, and in 27.8% of cases, it is to pursue a postgraduate degree, such as an MBA.
Another question relating to the reasons for leaving shows that insufficient remuneration is the main reason given by respondents (aged 18 to 31) for seeking employment elsewhere. This is followed by lack of career visibility and lack of skills development. Work pressure, lack of supervision, and lack of recognition can also be reasons for leaving. Workplace harassment comes last.
The survey also shows the importance young people place on working relationships with their direct manager. They want above all to develop their skills (in almost 70% of cases) but also to be trusted and listened to in 50% of cases respectively. Furthermore, the survey sheds light on managers' views on the contribution of young people to the workplace. Rapid adaptability, dynamism, networking, open-mindedness... These are the qualities expressed by managers. But when asked about their main flaws, the main points mentioned are lack of maturity, lack of patience, or lack of commitment in more than 50% of cases.
On the other hand, among the difficulties encountered with young people, the managers surveyed first mention their lack of autonomy, non-compliance with instructions, lack of interest in the work, or excessive salary demands. They also mention other blocking factors such as lack of availability (30% of cases), lack of projection into the company (30% of cases), a permanent attitude of negotiation (27% of cases), absenteeism (23% of cases), refusal of geographical mobility (22% of cases), lack of respect for hierarchy (20% of cases), and difficult generational relations (15% of cases).
Brahim Habriche.
Lavieeco.com
Published January 31, 2014.
Posted online February 3, 2014.
