Monthly Archives: January 2010

Lost Youth?

There is a lot of information written about youth employment looking at the problem, how it can be solved and if employers should care. I believe a major factor is due to motivation, a lot of young people don’t have the motivation. I have friends who have been travelling, every country they go to they manage to get jobs but they don’t mind do the hard manual work. Knowing a lot of young people and from working in the manufacturing/care industry I have seen that young people want a nice easy job that pays a lot of money because young people believe they are owed it regardless of their work experiences and skill level.

I recently watched a TV show titled “Benefit Busters” that featured people who had been on benefits for several years; some of the people featured had the latest TVs, computers and nice houses. On the first episode the presenter pointed out that a lot of fast food companies are also recruiting but the people on benefits looked horrified at the thought of working in “those type of places”.

People don’t want to work for minimum wages as many people believe they deserve more, coupled with the main fact that we are experiences shrinking industries in the UK is it a shock to anyone that unemployment is increasing.

I believe people need to be more motivated to work hard, which will result in being successful but need understand that it will take time to build up to the level they want to be at.

The motives behind motivation…

In Mike Poundfords letter featured in the People Management Magazine commenting on Rob Briner’s “Terms of engagement column and “Engaged in conversation” feature, 30 July 2009” it states that “engagement is a voluntary act” and that the organisation can not engage people, “it is up to the individual.” The letter highlights that there are a numerous reasons why it is up to the employee e.g. financial, social and ethical reasons.

Without seeing the original feature I can’t really comment fully on the complete feature but ending in the letter with “personal aspirations are aligned with organisational purpose” signalling that engagement is difficult for an employer to drive.  I believe it highlights another reason why motivation is one of the main aspects of HR, if an employee is motivated it does result in engagement.