| Summary: | The millennial employees is progressively emerging into essential force of every organization nowadays, hence, their job satisfaction and motivation should be paid more attentions to by every employers. This issue is particularly significant in a southwestern city of China—Nanning, in which with increasingly shortages of the financial talents, the millennial labor become the rage at the labor market. This dissertation focuses on studying how to better manage the Chinese millennials in state-owned banks in Nanning, China.
Qualitative research approach, which follows an inductive way and interpretivist perspective, was adopted to do the study. During the data collecting process, interview was utilized as main method to gain information from 21 millennial employees and 3 older employees in state-owned banks in Nanning.
This study found that the millennial employees expressed most satisfactions on the things associated with inequity of effort and return, and payout without directly benefit in the state-owned banks in Nanning, for example, high job intensity without equity payment, inefficient and low values training. Besides, they would be more likely to be retained by high social recognition, harmonious interpersonal environment and gratified organization culture and be motivated by the opportunity of fulfilling their growth needs. Moreover, the millennial generation seems pursue non-monetary rewards, such as being social recognized and self-actualization rather than monetary returns.
A better understanding of retaining and motivating management of the millennials in state-owned banks in western city of China was gained by this study. Widely ranges of current mechanisms in Chinese state-owned banks were deliberately examined and some recommendations for improvement were provided accordingly.
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