{"id":123043,"date":"2025-08-20T07:33:46","date_gmt":"2025-08-20T07:33:46","guid":{"rendered":"https:\/\/alj.com\/perspective\/what-does-gen-z-want-from-work\/"},"modified":"2026-01-09T06:45:22","modified_gmt":"2026-01-09T06:45:22","slug":"what-does-gen-z-want-from-work","status":"publish","type":"perspective","link":"https:\/\/alj.com\/tr\/perspective\/what-does-gen-z-want-from-work\/","title":{"rendered":"Z ku\u015fa\u011f\u0131 i\u015f yerinde ne istiyor?"},"content":{"rendered":"<p>Z ku\u015fa\u011f\u0131 bireyler, yar\u0131n\u0131n i\u015f d\u00fcnyas\u0131ndaki liderleri temsil ediyor. Baz\u0131lar\u0131 halihaz\u0131rda bu stat\u00fcye ula\u015ft\u0131 bile. Di\u011ferleri ise kurumsal d\u00fcnyada k\u0131dem kazanmaya do\u011fru ilerliyor. Genellikle 1997-2012 y\u0131llar\u0131 aras\u0131nda do\u011fmu\u015f ki\u015fileri kapsayan Z ku\u015fa\u011f\u0131, \u015fu anda \u00e7o\u011funlukla aktif olarak hedeflerinin pe\u015finde ko\u015ftu\u011fu ve i\u015f yerinde kariyerini in\u015fa etti\u011fi bir a\u015famada. Hatta bu y\u0131l (2025), Z ku\u015fa\u011f\u0131 i\u00e7in bir nevi bir kilometre ta\u015f\u0131. \u00c7\u00fcnk\u00fc bu sene Ekonomik \u0130\u015fbirli\u011fi ve Kalk\u0131nma \u00d6rg\u00fct\u00fc (OECD) \u00fclkelerindeki i\u015f g\u00fcc\u00fcn\u00fcn %27\u2019sinin bu jenerasyondan oldu\u011fu tahmin ediliyor.<a href=\"#_ftn1\" name=\"_ftnref1\">[1]<\/a> Yani Z ku\u015fa\u011f\u0131, i\u015f g\u00fcc\u00fcn\u00fcn b\u00fcy\u00fcyen bir segmentini temsil ediyor ve i\u015fverenlerin onlar\u0131 g\u00f6rmezden gelmesi kendi zarar\u0131na oluyor.<\/p>\n<p>Genellikle ilk \u201cdijital yerlisi\u201d nesil olarak adland\u0131r\u0131lan Z ku\u015fa\u011f\u0131, hem evde hem de i\u015f yerinde teknolojinin hakim oldu\u011fu bir d\u00fcnyada ya\u015f\u0131yor. Bu jenerasyondaki ki\u015filer, ya\u015fam tarz\u0131n\u0131n ayr\u0131lmaz bir par\u00e7as\u0131 olarak internetle b\u00fcy\u00fcd\u00fc.<\/p>\n<p>Peki Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar\u0131 i\u015f yerinde ne istiyor? \u0130\u015fverenler onlar\u0131 \u00e7ekmek i\u00e7in nas\u0131l tepki veriyor ve uyum sa\u011fl\u0131yor? Z ku\u015fa\u011f\u0131ndan birinin \u00f6ncelikler listesindeki en \u00fcst s\u0131ralarda kurumsal sosyal sorumluluk, zihinsel sa\u011fl\u0131k sorunlar\u0131 hakk\u0131nda fark\u0131ndal\u0131k, i\u015f\/ya\u015fam dengesi ve ayr\u0131ca \u00e7e\u015fitlilik ile kapsay\u0131c\u0131l\u0131\u011fa ba\u011fl\u0131l\u0131k var. Bu insan odakl\u0131 hedefler genellikle Z ku\u015fa\u011f\u0131n\u0131n i\u015f ararken dikkat etti\u011fi \u015feyler aras\u0131nda yer al\u0131yor.<\/p>\n<p>Kurumsal insan kaynaklar\u0131 departmanlar\u0131 a\u00e7\u0131s\u0131ndan Z ku\u015fa\u011f\u0131n\u0131 i\u015fe alma ve daha da \u00f6nemlisi elde tutma gereklili\u011fi, \u00f6nceki nesillerden farkl\u0131 olan \u00e7e\u015fitli zorluklar\u0131 beraberinde getiriyor. Bu konuda biraz daha farkl\u0131 bir yakla\u015f\u0131m gerekiyor. \u0130\u015fverenlerin giderek daha \u00f6nemli hale gelen Z ku\u015fa\u011f\u0131 kitlesini anlamas\u0131 gerekiyor, ancak istihdam uygulamalar\u0131n\u0131n ba\u015far\u0131l\u0131 olmas\u0131n\u0131 sa\u011flamak i\u00e7in tek yol yaln\u0131zca belirli gruplara odaklanmak veya daha geni\u015f i\u015f g\u00fcc\u00fcn\u00fcn gereksinimlerini g\u00f6z ard\u0131 etmek de\u011fil.<\/p>\n<h2>Z ku\u015fa\u011f\u0131n\u0131n kariyer beklentileri ne?<\/h2>\n<p>\u0130\u015fi d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fcnde bir\u00e7ok Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fan\u0131n zihninden ge\u00e7en ortak bir konu, geleneksel \u201c9-5, \u00f6m\u00fcr boyu \u00e7al\u0131\u015f\u0131lacak i\u015f\u201d kariyer isteklerine bir alternatif bulma arzusu oluyor. McKinsey dan\u0131\u015fmanlar\u0131 taraf\u0131ndan yap\u0131lan bir \u00e7al\u0131\u015fma<a href=\"#_ftn2\" name=\"_ftnref2\">[2]<\/a>, tipik bir Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fan\u0131n \u201cger\u00e7eklere\u201d dayal\u0131 davran\u0131\u015flar arad\u0131\u011f\u0131n\u0131 ortaya koyuyor:<\/p>\n<ul>\n<li>Bireysel ifadelere de\u011fer verme<\/li>\n<li>Kapsay\u0131c\u0131 olma<\/li>\n<li>Meydan okumalardan ka\u00e7\u0131nma ve diyalo\u011fu art\u0131rma<\/li>\n<li>Analitik ve pragmatik olarak hareket etme<\/li>\n<\/ul>\n<p>Bu kariyer isteklerinin d\u00fc\u015f\u00fcnceli ve yard\u0131msever oldu\u011funu d\u00fc\u015f\u00fcnmek m\u00fcmk\u00fcn. McKinsey, Z ku\u015fa\u011f\u0131n\u0131 selefi olan \u201cben nesli\u201d Y ku\u015fa\u011f\u0131n\u0131n aksine \u201cger\u00e7ek bir nesil\u201d olarak tan\u0131ml\u0131yor.<\/p>\n<h2>Ama\u00e7, maa\u015ftan \u00f6nemli mi?<\/h2>\n<p>Hepsi bu kadar de\u011fil: 2025 Deloitte anketine g\u00f6re<a href=\"#_ftn3\" name=\"_ftnref3\">[3]<\/a> Z ku\u015fa\u011f\u0131n\u0131n yakla\u015f\u0131k %89\u2019u (ve Y ku\u015fa\u011f\u0131n\u0131n %92\u2019si) i\u015fte bir ama\u00e7 duygusuna sahip olman\u0131n motivasyon, ba\u011fl\u0131l\u0131k, i\u015f memnuniyeti ve refah i\u00e7in anahtar oldu\u011funu d\u00fc\u015f\u00fcn\u00fcyor. Sadece para kar\u015f\u0131l\u0131\u011f\u0131nda \u00e7al\u0131\u015fmak istemeyen Z ku\u015fa\u011f\u0131, i\u015f yerindeki \u00e7abalar\u0131n\u0131n ki\u015fisel de\u011ferleriyle uyumlu olmas\u0131n\u0131 ve topluma katk\u0131da bulunmas\u0131n\u0131 da istiyor. Yaln\u0131zca %6\u2019s\u0131 birincil kariyer hedeflerinin bir liderlik pozisyonuna ula\u015fmak oldu\u011funu s\u00f6yl\u00fcyor. Bu, finansal g\u00fcvenceye ve i\u015f istikrar\u0131na \u00f6ncelik veren \u00f6nceki nesillerin tersi y\u00f6nde bir ilerleme.<\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"aligncenter size-full wp-image-122966\" src=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_001-scaled.jpg\" alt=\"\" width=\"2560\" height=\"1122\" srcset=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_001-scaled.jpg 2560w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_001-300x131.jpg 300w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_001-1024x449.jpg 1024w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_001-150x66.jpg 150w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_001-768x337.jpg 768w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_001-1536x673.jpg 1536w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_001-2048x898.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/p>\n<p>Z ku\u015fa\u011f\u0131n\u0131n d\u00fc\u015f\u00fcnce yap\u0131s\u0131 hakk\u0131ndaki bir ba\u015fka i\u00e7g\u00f6r\u00fc olarak Top Employers Institute taraf\u0131ndan yap\u0131lan bir anket<a href=\"#_ftn4\" name=\"_ftnref4\">[4]<\/a>; istikrar, s\u00fcrd\u00fcr\u00fclebilirlik ve g\u00fcvenlik arad\u0131klar\u0131n\u0131 ortaya koyuyor. Z ku\u015fa\u011f\u0131 ayr\u0131ca i\u015fverenlerin, kariyer yolculuklar\u0131n\u0131 desteklerken i\u015f d\u0131\u015f\u0131nda sa\u011fl\u0131kl\u0131 bir ya\u015fam sa\u011flamas\u0131n\u0131 da istiyor.<\/p>\n<p>Peki, i\u015fletmeler i\u00e7in pratikte bu ne anlama geliyor? Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar\u0131 i\u00e7in temel \u00f6ncelikler \u015fu \u015fekilde tan\u0131mlan\u0131yor:<\/p>\n<ul>\n<li>Geli\u015fim f\u0131rsatlar\u0131 sa\u011flanmas\u0131<\/li>\n<li>\u0130\u015f yerlerinin \u00e7al\u0131\u015fanlar i\u00e7in daha g\u00fcvenli ve daha sa\u011fl\u0131kl\u0131 hale getirilmesi<\/li>\n<li>\u0130\u015fverenin finansal a\u00e7\u0131dan istikrarl\u0131 olmas\u0131<\/li>\n<\/ul>\n<p>\u0130lgin\u00e7 bir \u015fekilde, McKinsey anketine kat\u0131lanlar\u0131n %62\u2019si daha iyi bir i\u015f\/ya\u015fam dengesi i\u00e7in daha az maa\u015f almay\u0131 kabul edece\u011fini s\u00f6yl\u00fcyor.<\/p>\n<p>Uluslararas\u0131 Bilim ve Ara\u015ft\u0131rma Dergisi\u2019ne (International Journal of Science and Research &#8211; IJSR) g\u00f6re \u201cZ ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar, kendisinden \u00f6nce gelen Y (1981-1996), X (1965-1980) ve \u2018Baby Boomers\u2019 (1946-1964) ku\u015faklar\u0131ndan \u00f6nemli \u00f6l\u00e7\u00fcde farkl\u0131 olan benzersiz bak\u0131\u015f a\u00e7\u0131lar\u0131, beklentiler ve i\u015f eti\u011fi getiriyor.\u201d <a href=\"#_ftn5\" name=\"_ftnref5\">[5]<\/a><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"aligncenter size-full wp-image-122973\" src=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-scaled.jpg\" alt=\"\" width=\"2560\" height=\"2560\" srcset=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-scaled.jpg 2560w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-300x300.jpg 300w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-1024x1024.jpg 1024w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-150x150.jpg 150w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-768x768.jpg 768w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-1536x1536.jpg 1536w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-2048x2048.jpg 2048w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-200x200.jpg 200w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-170x170.jpg 170w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-70x70.jpg 70w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_002-271x271.jpg 271w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/p>\n<h2>\u0130\u015fverenlerin kar\u015f\u0131la\u015ft\u0131\u011f\u0131 temel zorluklar neler?<\/h2>\n<p>Bunlar\u0131n mant\u0131kl\u0131 i\u015f yeri politikalar\u0131 oldu\u011fu konusunda pek \u00e7ok ki\u015fi hemfikir olsa da bunlar\u0131 uygulamak i\u015fverenler i\u00e7in san\u0131ld\u0131\u011f\u0131 kadar kolay olmayabilir. Her \u015feyden \u00f6nce, kabul edilebilir bir i\u015f\/ya\u015fam dengesine ula\u015fmak, Z ku\u015fa\u011f\u0131 i\u015f yeri \u00f6nceliklerinde \u00f6nemli bir fakt\u00f6r ancak \u201cherkese uyacak tek bir \u00e7\u00f6z\u00fcm\u201d yok. Buna ba\u011fl\u0131 olarak, zihinsel sa\u011fl\u0131\u011f\u0131n \u00f6nemi giderek art\u0131yor ve i\u015fverenlerin \u00e7al\u0131\u015fanlar\u0131n\u0131 desteklemek i\u00e7in \u00fcstlenmesi gereken sorumluluklar de\u011fi\u015fiyor.<\/p>\n<p>K\u00fcresel dan\u0131\u015fmanl\u0131k \u015firketi Deloitte taraf\u0131ndan, COVID sonras\u0131 d\u00fcnyada Z ku\u015fa\u011f\u0131 ve Y ku\u015fa\u011f\u0131 ruh sa\u011fl\u0131\u011f\u0131 hakk\u0131nda yap\u0131lan bir ankete g\u00f6re stres ve anksiyetenin y\u00fcksek seviyelerde kald\u0131\u011f\u0131 ortaya konuldu. \u00d6zellikle yo\u011fun i\u015f y\u00fcklerinin ve t\u00fckenmi\u015fli\u011fin zihinsel sa\u011fl\u0131k sorunlar\u0131n\u0131 art\u0131rd\u0131\u011f\u0131 tespit edildi.<a href=\"#_ftn6\" name=\"_ftnref6\">[6]<\/a><\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"aligncenter size-full wp-image-122980\" src=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_003-scaled.jpg\" alt=\"\" width=\"2560\" height=\"1465\" srcset=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_003-scaled.jpg 2560w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_003-300x172.jpg 300w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_003-1024x586.jpg 1024w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_003-150x86.jpg 150w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_003-768x440.jpg 768w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_003-1536x879.jpg 1536w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_003-2048x1172.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/p>\n<p>\u0130\u015f yerinde stres ve memnuniyetsizli\u011fin bir sonucu da \u201ctepkisini i\u015ften ayr\u0131larak koymak\u201d oldu. \u0130\u015f bulma ajans\u0131 Manpower Group taraf\u0131ndan yap\u0131lan bir ara\u015ft\u0131rma, t\u00fcm ya\u015f gruplar\u0131nda \u00f6n\u00fcm\u00fczdeki alt\u0131 ay i\u00e7inde mevcut rol\u00fcnden kendi iste\u011fiyle ayr\u0131laca\u011f\u0131n\u0131 en \u00e7ok s\u00f6yleyen grubun %47\u2019lik bir oranla Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar oldu\u011funu g\u00f6steriyor<a href=\"#_ftn7\" name=\"_ftnref7\">[7]<\/a>. Bununla birlikte, ihtiya\u00e7lar\u0131n\u0131 kar\u015f\u0131layacak bir i\u015f bulabilece\u011fi konusunda kendilerine en az g\u00fcvenen de ayn\u0131 grup.<\/p>\n<p>Bu g\u00fcven eksikli\u011fi, Z ku\u015fa\u011f\u0131n\u0131n i\u015f yeri konusundaki memnuniyetsizli\u011finin i\u015fverenlerin onlar\u0131 \u00e7ekmek i\u00e7in olumlu davranmas\u0131 i\u00e7in bir f\u0131rsat olabilece\u011fini g\u00f6steriyor. Ayr\u0131lmak isteyen ancak sonraki ad\u0131mlardan emin olmayan Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlara sahip olmak, i\u015f yerinde onlar\u0131 kalmaya ikna edecek de\u011fi\u015fiklikleri uygulamak i\u00e7in ideal bir an olabilir.<\/p>\n<h2>\u0130\u015fverenler bu sorunlara nas\u0131l yan\u0131t veriyor?<\/h2>\n<p>Z ku\u015fa\u011f\u0131yla yap\u0131lan i\u015fe al\u0131m m\u00fclakatlar\u0131nda i\u015fverenler aday\u0131n do\u011frudan i\u015f talepleri kar\u015f\u0131s\u0131nda haz\u0131rl\u0131ks\u0131z yakalanabilir: \u201c\u00c7SY politikalar\u0131n\u0131z neler? Esnek \u00e7al\u0131\u015fabilir miyim? \u0130\u015f yeriniz ne kadar kapsay\u0131c\u0131?\u201d<\/p>\n<p>\u0130\u015fverenlerin i\u015f uygulamalar\u0131n\u0131 Z ku\u015fa\u011f\u0131na uygun hale getirmek i\u00e7in birden fazla yolu var ve bu de\u011fi\u015fiklikler daha geni\u015f i\u015f g\u00fcc\u00fcne de fayda sa\u011flayabilir. Manpower Group\u2019un ara\u015ft\u0131rmas\u0131<a href=\"#_ftn8\" name=\"_ftnref8\">[8]<\/a>, i\u015fverenlerin Z ku\u015fa\u011f\u0131n\u0131n getirdi\u011fi zorluklara yan\u0131t vermek i\u00e7in izledi\u011fi be\u015f temel yolu vurguluyor. Bunlar:<\/p>\n<ul>\n<li>Ankete kat\u0131lan i\u015fverenlerin %73\u2019\u00fc esnek \u00e7al\u0131\u015fma saatleri sunmaya \u00e7al\u0131\u015ft\u0131klar\u0131n\u0131 s\u00f6yl\u00fcyor.<\/li>\n<li>%73\u2019\u00fc daha y\u00fcksek \u00fccret d\u00fczeylerini g\u00f6z \u00f6n\u00fcnde bulunduruyor.<\/li>\n<li>%73\u2019\u00fc kariyer geli\u015fimi f\u0131rsatlar\u0131n\u0131 ara\u015ft\u0131r\u0131yor.<\/li>\n<li>%75\u2019i refaha odaklan\u0131yor.<\/li>\n<li>%76\u2019s\u0131 teknoloji ara\u00e7lar\u0131n\u0131 iyile\u015ftirmenin bir \u00f6ncelik oldu\u011funu d\u00fc\u015f\u00fcn\u00fcyor.<\/li>\n<\/ul>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"aligncenter size-full wp-image-122987\" src=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_004-scaled.jpg\" alt=\"\" width=\"2560\" height=\"1809\" srcset=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_004-scaled.jpg 2560w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_004-300x212.jpg 300w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_004-1024x724.jpg 1024w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_004-150x106.jpg 150w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_004-768x543.jpg 768w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_004-1536x1085.jpg 1536w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_004-2048x1447.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/p>\n<p>Amerika Birle\u015fik Devletleri\u2019ndeki John Hopkins \u00dcniversitesi\u2019ndeki uzmanlar<a href=\"#_ftn9\" name=\"_ftnref9\">[9]<\/a> da benzer \u015fekilde i\u015fverenlerin a\u015fa\u011f\u0131daki gibi konulara yakla\u015f\u0131mlar\u0131n\u0131 desteklemelerinin faydalar\u0131n\u0131 vurguluyor:<\/p>\n<ul>\n<li>Zihinsel sa\u011fl\u0131k fark\u0131ndal\u0131\u011f\u0131<\/li>\n<li>\u00c7e\u015fitlilik ve kapsay\u0131c\u0131l\u0131k<\/li>\n<li>Kariyer geli\u015fimi<\/li>\n<li>\u00d6zellikle y\u00fcz y\u00fcze olmak \u00fczere, Z ku\u015fa\u011f\u0131 ile tercih ettikleri bi\u00e7imlerde daha iyi ileti\u015fim (\u00e7evrimi\u00e7i olarak yap\u0131lm\u0131\u015f olsa bile)<\/li>\n<li>E\u015fit \u00fccret<\/li>\n<li>\u00c7evresel, Sosyal ve Y\u00f6neti\u015fim (\u00c7SY)<\/li>\n<\/ul>\n<p>\u00c7SY, Z ku\u015fa\u011f\u0131n\u0131n i\u015fverenlerinin olumlu ve kal\u0131c\u0131 eylemde bulunmalar\u0131 konusunda y\u00fcksek beklentileri oldu\u011fu g\u00fcncel bir alan. Z ve Y ku\u015fa\u011f\u0131n\u0131n yakla\u015f\u0131k %60\u2019\u0131 \u00e7evre konusunda endi\u015feli oldu\u011funu s\u00f6ylerken yar\u0131s\u0131ndan fazlas\u0131 ise bir i\u015fi kabul etmeden \u00f6nce bir markan\u0131n \u00e7evresel etkisini ve politikalar\u0131n\u0131 ara\u015ft\u0131rd\u0131\u011f\u0131n\u0131 belirtiyor<a href=\"#_ftn10\" name=\"_ftnref10\">[10]<\/a>.<\/p>\n<h2>Hibrit \u00e7al\u0131\u015fma, Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar\u0131n\u0131 te\u015fvik edebilir mi?<\/h2>\n<p>COVID-19 pandemisi, b\u00fcy\u00fck bir \u00f6l\u00e7ekte esnek ve hibrit \u00e7al\u0131\u015fmay\u0131 hayat\u0131m\u0131za getirdi. G\u00fcn\u00fcm\u00fczde bir\u00e7ok i\u015fverenin insanlar\u0131 ofis masalar\u0131na geri getirmekte zorland\u0131\u011f\u0131 ger\u00e7e\u011fi, esnek \u00e7al\u0131\u015fman\u0131n kal\u0131c\u0131 oldu\u011funa i\u015faret ediyor. Yak\u0131n zamanda yap\u0131lan bir \u00e7al\u0131\u015fma, 25-34 ya\u015f grubunun hibritten ofise geri d\u00f6nme konusunda en isteksiz olanlardan biri oldu\u011funu g\u00f6steriyor.<a href=\"#_ftn11\" name=\"_ftnref11\">[11]<\/a><\/p>\n<p>Deloitte\u2019e g\u00f6re Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar\u0131n %63\u2019\u00fc hibrit \u00e7al\u0131\u015fma d\u00fczenine sahip olmay\u0131 tercih ediyor. Ancak bu se\u00e7enek sadece %30\u2019una sunuluyor.<a href=\"#_ftn12\" name=\"_ftnref12\">[12]<\/a> \u0130\u015fverenlerin bir tarafta verimlilik ve karl\u0131l\u0131k hedefleri ile di\u011fer tarafta \u00e7al\u0131\u015fan \u00e7al\u0131\u015fma tarz\u0131 tercihlerini dengelemek gibi zorlu bir m\u00fccadelesi olabilir. Ancak i\u015fverenler bunu \u00e7al\u0131\u015fanlar\u0131n lehine \u00e7evirmeye de\u011fer bulabilir.<\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"aligncenter size-full wp-image-122994\" src=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_005-scaled.jpg\" alt=\"\" width=\"2560\" height=\"1551\" srcset=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_005-scaled.jpg 2560w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_005-300x182.jpg 300w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_005-1024x620.jpg 1024w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_005-150x91.jpg 150w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_005-768x465.jpg 768w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_005-1536x930.jpg 1536w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_005-2048x1241.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/p>\n<p>Z ku\u015fa\u011f\u0131, her ne kadar i\u015f d\u00fcnyas\u0131n\u0131n kendisine ne sa\u011flamas\u0131 gerekti\u011fi konusunda g\u00fc\u00e7l\u00fc fikirlere sahip olsa da ayn\u0131 zamanda s\u00f6ylenenleri dinlemeye de haz\u0131r. Bir\u00e7ok ki\u015fi, bir \u015feyler \u00f6\u011frenmeye ve do\u011fru liderleri takip etmeye istekli oldu\u011funu s\u00f6yl\u00fcyor.<a href=\"#_ftn13\" name=\"_ftnref13\">[13]<\/a><\/p>\n<p>Z ku\u015fa\u011f\u0131 duygusal zekaya sahip liderler ar\u0131yor. Ayr\u0131ca, i\u015fvereni taraf\u0131ndan sesinin duyulmas\u0131 ve fikirlerinin de\u011fer g\u00f6rmesi ile ileti\u015fimin kar\u015f\u0131l\u0131kl\u0131 olmas\u0131n\u0131 bekliyor. Mentorluk ve i\u015f ba\u015f\u0131 e\u011fitim gibi giri\u015fimler, \u00fcst d\u00fczey liderlerin Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar\u0131 daha etkili bir \u015fekilde dahil etmesi ve anlamas\u0131 i\u00e7in ideal yollar olabilir.<\/p>\n<p>Zirveye y\u00fckseli\u015f halihaz\u0131rda ba\u015flad\u0131 bile: McKinsey, Z ku\u015fa\u011f\u0131nda \u00fcst d\u00fczey liderli\u011fe y\u00fckselmek iste\u011fini ifade eden ki\u015fi say\u0131s\u0131n\u0131n artt\u0131\u011f\u0131n\u0131 g\u00f6steriyor. Hatta X veya Y ku\u015fa\u011f\u0131na k\u0131yasla Z ku\u015fa\u011f\u0131n\u0131n CEO olmak isteme olas\u0131l\u0131\u011f\u0131 iki kattan fazla.<a href=\"#_ftn14\" name=\"_ftnref14\"><sup>[14]<\/sup><\/a> Bu nedenle \u015firketlerin art\u0131k esnek olmalar\u0131 gerekiyor, aksi takdirde Z ku\u015fa\u011f\u0131ndaki yetenekler kariyer ba\u015far\u0131s\u0131 i\u00e7in ba\u015fka bir yere bakabilir.<\/p>\n<h2>Teknoloji, Z ku\u015fa\u011f\u0131n\u0131 g\u00fc\u00e7lendirmede nas\u0131l bir rol oynayabilir?<\/h2>\n<p>Dijital yerlisi olan Z ku\u015fa\u011f\u0131, teknolojik becerilerini farkl\u0131 nesillerden i\u015f arkada\u015flar\u0131n\u0131n daha \u00f6nce d\u00fc\u015f\u00fcnmemi\u015f olabilece\u011fi \u015fekillerde kullanarak i\u015f yeri verimlili\u011finin potansiyel kurtar\u0131c\u0131s\u0131 olarak kabul edilebilir mi? Cevap hem evet hem de hay\u0131r.<\/p>\n<p>Bir Google Workspace anketi, kat\u0131l\u0131mc\u0131 Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar\u0131n %93\u2019\u00fcn\u00fcn her hafta en az iki yapay zeka (AI) arac\u0131 kulland\u0131\u011f\u0131n\u0131 s\u00f6yledi\u011fini g\u00f6steriyor<a href=\"#_ftn15\" name=\"_ftnref15\">[15]<\/a>. \u0130\u015f yerinde yapay zekadan yararlanmak, i\u015fverenlerin y\u00f6netim yeteneklerini (ve bununla birlikte terfi beklentilerini) iyile\u015ftirerek, zaman kazand\u0131rarak ve \u00f6zellikle hibrit \u00e7al\u0131\u015fman\u0131n oldu\u011fu yerlerde ileti\u015fimi geli\u015ftirerek Z ku\u015fa\u011f\u0131 \u00f6nceliklerini kar\u015f\u0131lamalar\u0131na yard\u0131mc\u0131 olabilir.<\/p>\n<p>Ancak teknolojik know-how payla\u015f\u0131m\u0131n\u0131n tek bir y\u00f6nde olmas\u0131 gerekmiyor. Z ku\u015fa\u011f\u0131n\u0131n teknolojiye yatk\u0131n oldu\u011fu ger\u00e7ek olsa da bu yatk\u0131nl\u0131\u011f\u0131n ne d\u00fczeyde oldu\u011fu o kadar net olmayabilir. EY uzmanlar\u0131, 2024 Siber G\u00fcvenlikte \u0130nsan Riski anketinde<a href=\"#_ftn16\" name=\"_ftnref16\">[16]<\/a> Z ku\u015fa\u011f\u0131n\u0131n teknolojik kabiliyetlerindeki potansiyel s\u0131n\u0131rlar\u0131 vurguluyor. Anket, \u201cZ ku\u015fa\u011f\u0131n\u0131n, sosyal m\u00fchendislik sald\u0131r\u0131lar\u0131n\u0131n en yayg\u0131n ve ba\u015far\u0131l\u0131 taktiklerinden biri olan kimlik av\u0131 giri\u015fimlerini tan\u0131ma yeteneklerine olan g\u00fcvenini kaybetti\u011fine ve \u015f\u00fcpheli bir ba\u011flant\u0131 a\u00e7t\u0131\u011f\u0131n\u0131 kabul edece\u011fine\u201d i\u015faret ediyor.<\/p>\n<p>Bu, farkl\u0131 nesillerden i\u015f arkada\u015flar\u0131n\u0131n Z ku\u015fa\u011f\u0131n\u0131 kendi \u201cb\u00f6lgelerinde\u201d destekleyece\u011fi bir konu olabilir. Ayr\u0131ca, i\u015fverenlerin Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar\u0131n benzersiz yeteneklerini ve zorluklar\u0131n\u0131 anlamalar\u0131n\u0131n \u00f6nemini de g\u00f6steriyor. Bu, bireysel bir yakla\u015f\u0131m benimsemek anlam\u0131na geliyor: \u0130\u015fverenin daha ki\u015fiselle\u015ftirilmi\u015f ve \u00f6zenli bir tutum g\u00f6stermesi nedeniyle t\u00fcm \u00e7al\u0131\u015fanlar\u0131n da takdir edece\u011fi bir \u015fey.<\/p>\n<h2>Abdul Latif Jameel i\u015f yerinde Z ku\u015fa\u011f\u0131n\u0131n ihtiya\u00e7lar\u0131n\u0131 nas\u0131l kar\u015f\u0131l\u0131yor?<\/h2>\n<p><a href=\"https:\/\/alj.com\">Abdul Latif Jameel<\/a>, k\u00fcresel operasyonlar\u0131 genelinde \u00e7e\u015fitlili\u011fe sahip, \u00e7ok nesilli bir i\u015f g\u00fcc\u00fcn\u00fc desteklemeye y\u00f6nelik daha geni\u015f kapsaml\u0131 taahh\u00fctlerinin bir par\u00e7as\u0131 olarak Z ku\u015fa\u011f\u0131n\u0131 anlamaya b\u00fcy\u00fck bir ilgi g\u00f6steriyor. Bu \u00f6nemli ve yetenekli insan grubunu \u00e7ekme zorlu\u011fu, 35\u2019i a\u015fk\u0131n \u00fclkede 11.000\u2019den fazla insandan olu\u015fan i\u015f g\u00fcc\u00fcm\u00fcz genelinde takdir ediliyor. <a href=\"https:\/\/alj.com\/en\/perspective\/a-place-to-realize-your-potential\/\">\u0130K Uzmanl\u0131k Merkezimiz<\/a> taraf\u0131ndan y\u00f6netilen giri\u015fimler yoluyla, geni\u015f ve \u00e7e\u015fitlili\u011fe sahip bir yetenek havuzuna hitap eden i\u015fe al\u0131m s\u00fcrecini standart hale getirmeye \u00e7al\u0131\u015f\u0131yoruz. Benzer \u015fekilde, i\u015f g\u00fcc\u00fcm\u00fcz\u00fc \u00e7e\u015fitlendirmeye yard\u0131mc\u0131 olacak kad\u0131n liderlik geli\u015ftirme program\u0131m\u0131z gibi giri\u015fimlerle Aidiyet ve Kapsay\u0131c\u0131l\u0131k g\u00fcndemimizi geli\u015ftirmeye devam ediyoruz.<\/p>\n<p>Uzaktan ve esnek \u00e7al\u0131\u015fmay\u0131 kolayla\u015ft\u0131rmak i\u00e7in teknolojimizi y\u00fckseltmenin yan\u0131 s\u0131ra k\u00fclt\u00fcrel \u00e7e\u015fitlili\u011fe de g\u00fc\u00e7l\u00fc bir \u015fekilde odaklan\u0131yoruz. Bu, 80\u2019den fazla milletten \u00e7al\u0131\u015fanlar\u0131n birlikte uyumlu bir \u015fekilde \u00e7al\u0131\u015fmas\u0131n\u0131 sa\u011flamak i\u00e7in gerekli.<\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"aligncenter size-full wp-image-109467\" src=\"https:\/\/media.alj.com\/app\/uploads\/2023\/08\/The-Jameel-Principles-banner.jpg\" alt=\"\" width=\"1379\" height=\"332\" srcset=\"https:\/\/media.alj.com\/app\/uploads\/2023\/08\/The-Jameel-Principles-banner.jpg 1379w, https:\/\/media.alj.com\/app\/uploads\/2023\/08\/The-Jameel-Principles-banner-300x72.jpg 300w, https:\/\/media.alj.com\/app\/uploads\/2023\/08\/The-Jameel-Principles-banner-1024x247.jpg 1024w, https:\/\/media.alj.com\/app\/uploads\/2023\/08\/The-Jameel-Principles-banner-150x36.jpg 150w, https:\/\/media.alj.com\/app\/uploads\/2023\/08\/The-Jameel-Principles-banner-768x185.jpg 768w\" sizes=\"(max-width: 1379px) 100vw, 1379px\" \/><\/p>\n<p>Son y\u0131llarda, Z ku\u015fa\u011f\u0131n\u0131 aram\u0131za katmaya giderek daha fazla odakland\u0131k. Bu; kariyer geli\u015fimi, esnek \u00e7al\u0131\u015fma ve kurumsal sosyal sorumluluklar\u0131m\u0131z a\u00e7\u0131s\u0131ndan sunduklar\u0131m\u0131z\u0131 yeniden d\u00fc\u015f\u00fcnmemizi gerektirdi. Bunun b\u00fcy\u00fck bir k\u0131sm\u0131 etik kurallar\u0131m\u0131z ve i\u015fimizin amac\u0131 ile ilgili. G\u00fc\u00e7l\u00fc bir kurumsal k\u00fclt\u00fcr olu\u015fturman\u0131n ve s\u00fcrd\u00fcrmenin bir par\u00e7as\u0131 olarak 2023 y\u0131l\u0131nda kurulu\u015fumuzun temel de\u011ferini ortaya koyan \u201c<a href=\"https:\/\/alj.com\/en\/perspective\/principles-of-success-how-the-jameel-principles-aim-to-enhance-corporate-culture\/\">Jameel \u0130lkeleri<\/a>\u2019ni ba\u015flatt\u0131k:<\/p>\n<ul>\n<li>Sayg\u0131<\/li>\n<li>Geli\u015fim<\/li>\n<li>\u00d6nc\u00fcl\u00fck<\/li>\n<li>Yetki Delegasyonu<\/li>\n<\/ul>\n<p>Jameel \u0130lkeleri, Z ku\u015fa\u011f\u0131n\u0131n tatmin edici bir kariyer s\u00fcrd\u00fcrebilece\u011fini hissetti\u011fi i\u015f istekleriyle yak\u0131ndan uyumlu.<\/p>\n<p>Cinsiyet \u00e7e\u015fitlili\u011fini benimseyen \u015firketlerin yaln\u0131zca daha iyi performans g\u00f6stermekle kalmay\u0131p ayn\u0131 zamanda daha h\u0131zl\u0131 yenilik yapabildi\u011fine dair kan\u0131tlar\u0131n a\u00e7\u0131k oldu\u011funa inan\u0131yoruz. <a href=\"https:\/\/www.communityjameel.org\/\">Community Jameel<\/a> ve <a href=\"https:\/\/www.communityjameelsaudi.org\/en\">Community Jameel Saudi<\/a>\u2019nin kar amac\u0131 g\u00fctmeyen faaliyetleri ile somutla\u015ft\u0131r\u0131lan ortak sorumluluk k\u00fclt\u00fcr\u00fcm\u00fcz de Z ku\u015fa\u011f\u0131n\u0131n i\u015fverenlerden bekledikleri ile uyum g\u00f6steriyor.<\/p>\n<h2>Do\u011fru Dengeyi Bulma: Z Ku\u015fa\u011f\u0131 ve \u00c7ok Nesilli \u0130\u015f G\u00fcc\u00fc<\/h2>\n<p>\u015eirketler yakla\u015f\u0131mlar\u0131n\u0131 Z ku\u015fa\u011f\u0131n\u0131n de\u011fer verdi\u011fi bir\u00e7ok \u015fekilde de\u011fi\u015ftirirken, i\u015fveren eylemleri ile Z ku\u015fa\u011f\u0131 tercihleri aras\u0131nda bir uyumsuzluk oldu\u011funa dair kan\u0131tlar mevcut. \u00d6rne\u011fin, \u0130K yaz\u0131l\u0131m firmas\u0131 Cangrade taraf\u0131ndan haz\u0131rlanan bir raporda<a href=\"#_ftn17\" name=\"_ftnref17\">[17]<\/a> Z ku\u015fa\u011f\u0131n\u0131n %26\u2019s\u0131n\u0131n i\u015fte mutsuz oldu\u011funu s\u00f6yledi\u011fi ve %17\u2019sinin i\u015ften ayr\u0131lmay\u0131 d\u00fc\u015f\u00fcnd\u00fc\u011f\u00fc ortaya \u00e7\u0131kt\u0131.<\/p>\n<p>Baz\u0131 ara\u015ft\u0131rmalar ge\u00e7i\u015fsel zorluklar\u0131 da vurguluyor. Bir ankete<a href=\"#_ftn18\" name=\"_ftnref18\">[18]<\/a> g\u00f6re y\u00f6neticilerin d\u00f6rtte \u00fc\u00e7\u00fc, Z ku\u015fa\u011f\u0131n\u0131n ekiplere di\u011fer nesillerden \u00e7al\u0131\u015fanlar kadar kolay entegre oldu\u011funu d\u00fc\u015f\u00fcnm\u00fcyor. Ankete kat\u0131lan y\u00f6neticilerin neredeyse yar\u0131s\u0131, Z ku\u015fa\u011f\u0131n\u0131 y\u00f6netmeyi \u00e7o\u011fu zaman veya her zaman daha zor buldu\u011funu s\u00f6yl\u00fcyor.<\/p>\n<p>Z ku\u015fa\u011f\u0131n\u0131n ihtiya\u00e7lar\u0131n\u0131 \u00f6nceliklendirmenin potansiyel zorluklar\u0131ndan biri, i\u015f g\u00fcc\u00fcndeki di\u011fer nesillerin bak\u0131\u015f a\u00e7\u0131lar\u0131n\u0131 g\u00f6rmezden gelme olas\u0131l\u0131\u011f\u0131. Alfa ku\u015fa\u011f\u0131 (2013-2024 do\u011fumlu) da yak\u0131nda i\u015f g\u00fcc\u00fcne kat\u0131larak kendi i\u015f beklentilerini ortaya koyacak. O zaman da yeni nesil ki\u015filerin i\u015fe al\u0131m talepleri baz\u0131 Z ku\u015fa\u011f\u0131 i\u015f yeri normlar\u0131n\u0131n yerini alabilir.<\/p>\n<h2>Kar\u015f\u0131l\u0131kl\u0131 olarak faydal\u0131 bir gelece\u011fi nas\u0131l g\u00fcvence alt\u0131na alabiliriz?<\/h2>\n<p>\u015ea\u015f\u0131rt\u0131c\u0131 olmayan bir \u015fekilde, \u00e7al\u0131\u015fanlar ve i\u015fverenler i\u00e7in en rahat pozisyon muhtemelen ortada bulu\u015fmak. Z ku\u015fa\u011f\u0131n\u0131 i\u015fe al\u0131rken uzla\u015fma ka\u00e7\u0131n\u0131lmaz olabilir ancak bu, ne \u015firketler ne de \u00e7al\u0131\u015fanlar\u0131 i\u00e7in uzun vadede daha az tatmin edici bir sonu\u00e7 do\u011fmas\u0131 gerekti\u011fi anlam\u0131na gelmiyor.<\/p>\n<p>EY\u2019nin 2024 \u00c7al\u0131\u015fma Hayat\u0131n\u0131 Yeniden Tasarlama Anketi<a href=\"#_ftn19\" name=\"_ftnref19\">[19]<\/a>, i\u015f yerinin gelece\u011fine ili\u015fkin olumlu y\u00f6nlere i\u015faret ederek umut veriyor. Firma, \u201ck\u00fcresel i\u015f g\u00fcc\u00fcn\u00fcn ki\u015fiselle\u015ftirilmi\u015f deneyim ve beklentilere sahip bir i\u015f g\u00fcc\u00fcne d\u00f6n\u00fc\u015ft\u00fc\u011f\u00fcn\u00fc\u201d ve \u201cherkese uyacak tek bir kariyer, \u00f6d\u00fcl ve i\u015f yeri fikrinden giderek daha fazla koptu\u011funu\u201d g\u00f6zlemliyor.<\/p>\n<p><img decoding=\"async\" loading=\"lazy\" class=\"aligncenter size-full wp-image-123001\" src=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_006-scaled.jpg\" alt=\"\" width=\"2560\" height=\"2156\" srcset=\"https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_006-scaled.jpg 2560w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_006-300x253.jpg 300w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_006-1024x862.jpg 1024w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_006-150x126.jpg 150w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_006-768x647.jpg 768w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_006-1536x1293.jpg 1536w, https:\/\/media.alj.com\/app\/uploads\/2025\/08\/2314-ALJ-Gen-Z-images_006-2048x1725.jpg 2048w\" sizes=\"(max-width: 2560px) 100vw, 2560px\" \/><\/p>\n<p>\u0130\u015f g\u00fcc\u00fc demografisinin tamam\u0131 i\u00e7in en etkili \u00f6d\u00fcl iyile\u015ftirmelerini bulma g\u00f6revi i\u015fverenlere d\u00fc\u015f\u00fcyor. Bu \u015fekilde herkesin avantajl\u0131 \u00e7\u0131kaca\u011f\u0131 bir sonu\u00e7 elde edilebilir. Hem Z ku\u015fa\u011f\u0131n\u0131n i\u015f yerine uygun oldu\u011funu hissetti\u011fi hem de di\u011fer \u00e7al\u0131\u015fanlar\u0131n d\u0131\u015flanm\u0131\u015f hissetmedi\u011fi bir yer.<\/p>\n<p>Hedef, Z ku\u015fa\u011f\u0131n\u0131n ait oldu\u011funu ve t\u00fcm \u00e7al\u0131\u015fanlar\u0131n de\u011fer g\u00f6rd\u00fc\u011f\u00fcn\u00fc hissetti\u011fi bir i\u015f yeri sa\u011flamak. Herkesin anlaml\u0131 bir \u015fekilde katk\u0131da bulundu\u011fu enerjik bir ortam yaratmak.<\/p>\n<h4><strong>\u0130\u015f yerinde Z ku\u015fa\u011f\u0131: be\u015f pratik bilgi<\/strong><\/h4>\n<ol>\n<li>\n<h4><strong>2025\u2019te OECD \u00fclkelerindeki i\u015f g\u00fcc\u00fcn\u00fcn y\u00fczde ka\u00e7\u0131 Z ku\u015fa\u011f\u0131na ait?<br \/>\n<\/strong>2025&#8217;te OECD \u00fclkelerindeki i\u015f g\u00fcc\u00fcn\u00fcn %27\u2019sinin Z ku\u015fa\u011f\u0131ndan oldu\u011fu tahmin ediliyor.<\/h4>\n<\/li>\n<li>\n<h4><strong>Z ku\u015fa\u011f\u0131 kariyer hedefleri \u00f6nceki nesillere k\u0131yasla nas\u0131l?<br \/>\n<\/strong>X veya Y ku\u015fa\u011f\u0131na k\u0131yasla Z ku\u015fa\u011f\u0131n\u0131n CEO olmak isteme olas\u0131l\u0131\u011f\u0131 iki kattan fazla.<\/h4>\n<\/li>\n<li>\n<h4><strong>Z ku\u015fa\u011f\u0131n\u0131n y\u00fczde ka\u00e7\u0131 hibrit \u00e7al\u0131\u015fma d\u00fczenini tercih ediyor?<br \/>\n<\/strong>Z ku\u015fa\u011f\u0131 \u00e7al\u0131\u015fanlar\u0131n %63\u2019\u00fc hibrit \u00e7al\u0131\u015fma d\u00fczenini tercih ediyor, ancak bu se\u00e7enek yaln\u0131zca %30\u2019una sunuluyor.<\/h4>\n<\/li>\n<li>\n<h4><strong>Z ku\u015fa\u011f\u0131n\u0131n i\u015fverenlerde arad\u0131\u011f\u0131 temel de\u011ferler ne?<br \/>\n<\/strong>Z ku\u015fa\u011f\u0131; bireysel ifadeye de\u011fer veren, kapsay\u0131c\u0131 olan, meydan okumalar\u0131n olmad\u0131\u011f\u0131, analitik ve pragmatik davranan i\u015f yerleri ar\u0131yor.<\/h4>\n<\/li>\n<li>\n<h4><strong>\u201cJameel \u0130lkeleri\u201d, Z ku\u015fa\u011f\u0131n\u0131n de\u011ferleriyle nas\u0131l uyum g\u00f6steriyor?<br \/>\n<\/strong>Sayg\u0131, Geli\u015fim, \u00d6nc\u00fcl\u00fck ve Yetki Delegasyonu olarak belirlenen Jameel \u0130lkeleri, Z ku\u015fa\u011f\u0131n\u0131n tatmin edici bir kariyer s\u00fcrd\u00fcrebilece\u011fi i\u015fletmelere y\u00f6nelik istekleri ile yak\u0131ndan uyumlu. Bu de\u011ferler yaln\u0131zca Z ku\u015fa\u011f\u0131nda de\u011fil, t\u00fcm nesillerdeki \u00e7al\u0131\u015fanlarda da yank\u0131 uyand\u0131r\u0131yor.<\/h4>\n<\/li>\n<\/ol>\n<p>&nbsp;<\/p>\n<p><a href=\"#_ftnref1\" name=\"_ftn1\">[1]<\/a> <a href=\"https:\/\/www.weforum.org\/stories\/2022\/05\/gen-z-don-t-want-to-work-for-you-here-s-how-to-change-their-mind\/\">https:\/\/www.weforum.org\/stories\/2022\/05\/gen-z-don-t-want-to-work-for-you-here-s-how-to-change-their-mind\/<\/a><\/p>\n<p><a href=\"#_ftnref2\" name=\"_ftn2\">[2]<\/a> <a href=\"https:\/\/www.mckinsey.com\/industries\/consumer-packaged-goods\/our-insights\/true-gen-generation-z-and-its-implications-for-companies\">https:\/\/www.mckinsey.com\/industries\/consumer-packaged-goods\/our-insights\/true-gen-generation-z-and-its-implications-for-companies<\/a><\/p>\n<p><a href=\"#_ftnref3\" name=\"_ftn3\">[3]<\/a> <a href=\"https:\/\/www.deloitte.com\/gr\/en\/issues\/work\/genz-millennial-survey-2025.html#:~:text=Gen%20Zs%20are%20more%20focused,is%20in%20the%20top%20three\">https:\/\/www.deloitte.com\/gr\/en\/issues\/work\/genz-millennial-survey-2025.html<\/a>.<\/p>\n<p><a href=\"#_ftnref4\" name=\"_ftn4\">[4]<\/a> <a href=\"https:\/\/www.top-employers.com\/blog\/gen-z-redefining-the-future-of-work\/\">https:\/\/www.top-employers.com\/blog\/gen-z-redefining-the-future-of-work\/<\/a><\/p>\n<p><a href=\"#_ftnref5\" name=\"_ftn5\">[5]<\/a> <a href=\"https:\/\/www.ijsr.net\/archive\/v14i3\/SR25316115930.pdf\">https:\/\/www.ijsr.net\/archive\/v14i3\/SR25316115930.pdf<\/a><\/p>\n<p><a href=\"#_ftnref6\" name=\"_ftn6\">[6]<\/a> <a href=\"https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/global\/Documents\/deloitte-2022-genz-millennial-mh-whitepaper.pdf\">https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/global\/Documents\/deloitte-2022-genz-millennial-mh-whitepaper.pdf<\/a><\/p>\n<p><a href=\"#_ftnref7\" name=\"_ftn7\">[7]<\/a> <a href=\"https:\/\/www.manpowergroup.co.in\/whitepaper\/MPG-Gen-Z-White-Paper-2025.pdf\">https:\/\/www.manpowergroup.co.in\/whitepaper\/MPG-Gen-Z-White-Paper-2025.pdf<\/a><\/p>\n<p><a href=\"#_ftnref8\" name=\"_ftn8\"><\/a> <a href=\"#_ftnref7\" name=\"_ftn7\">[8]<\/a> <a href=\"https:\/\/www.manpowergroup.co.in\/whitepaper\/MPG-Gen-Z-White-Paper-2025.pdf\">https:\/\/www.manpowergroup.co.in\/whitepaper\/MPG-Gen-Z-White-Paper-2025.pdf<\/a><\/p>\n<p><a href=\"#_ftnref9\" name=\"_ftn9\">[9]<\/a> <a href=\"https:\/\/imagine.jhu.edu\/blog\/2023\/04\/18\/gen-z-in-the-workplace-how-should-companies-adapt\/\">https:\/\/imagine.jhu.edu\/blog\/2023\/04\/18\/gen-z-in-the-workplace-how-should-companies-adapt\/<\/a><\/p>\n<p><a href=\"#_ftnref10\" name=\"_ftn10\">[10]<\/a> <a href=\"https:\/\/www.deloitte.com\/cbc\/en\/services\/risk-advisory\/blogs\/gen-z-and-millennial-survey.html\">https:\/\/www.deloitte.com\/cbc\/en\/services\/risk-advisory\/blogs\/gen-z-and-millennial-survey.html<\/a><\/p>\n<p><a href=\"#_ftnref11\" name=\"_ftn11\">[11]<\/a> <a href=\"https:\/\/www.peoplemanagement.co.uk\/article\/1902075\/third-25-34-year-olds-quit-forced-back-office-study-finds\">https:\/\/www.peoplemanagement.co.uk\/article\/1902075\/third-25-34-year-olds-quit-forced-back-office-study-finds<\/a><\/p>\n<p><a href=\"#_ftnref12\" name=\"_ftn12\">[12]<\/a> <a href=\"https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/global\/Documents\/deloitte-2022-genz-millennial-mh-whitepaper.pdf\">https:\/\/www2.deloitte.com\/content\/dam\/Deloitte\/global\/Documents\/deloitte-2022-genz-millennial-mh-whitepaper.pdf<\/a><\/p>\n<p><a href=\"#_ftnref13\" name=\"_ftn13\">[13]<\/a> <a href=\"https:\/\/www.top-employers.com\/blog\/gen-z-redefining-the-future-of-work\/\">https:\/\/www.top-employers.com\/blog\/gen-z-redefining-the-future-of-work\/<\/a><\/p>\n<p><a href=\"#_ftnref14\" name=\"_ftn14\">[14]<\/a> <a href=\"https:\/\/www.mckinsey.com\/~\/media\/mckinsey\/email\/genz\/2023\/06\/2023-06-20b.html\">https:\/\/www.mckinsey.com\/~\/media\/mckinsey\/email\/genz\/2023\/06\/2023-06-20b.html<\/a><\/p>\n<p><a href=\"#_ftnref15\" name=\"_ftn15\">[15]<\/a> <a href=\"https:\/\/workspace.google.com\/blog\/ai-and-machine-learning\/rising-leaders-embrace-ai-new-research-google-workspace-and-harris-poll\">https:\/\/workspace.google.com\/blog\/ai-and-machine-learning\/rising-leaders-embrace-ai-new-research-google-workspace-and-harris-poll<\/a><\/p>\n<p><a href=\"#_ftnref16\" name=\"_ftn16\">[16]<\/a> <a href=\"https:\/\/www.ey.com\/en_us\/newsroom\/2024\/05\/ey-2024-human-risk-in-cybersecurity-survey\">https:\/\/www.ey.com\/en_us\/newsroom\/2024\/05\/ey-2024-human-risk-in-cybersecurity-survey<\/a><\/p>\n<p><a href=\"#_ftnref17\" name=\"_ftn17\">[17]<\/a> <a href=\"https:\/\/www.cangrade.com\/blog\/hr-strategy\/what-you-should-know-about-generational-happiness-at-work-research\/\">https:\/\/www.cangrade.com\/blog\/hr-strategy\/what-you-should-know-about-generational-happiness-at-work-research\/<\/a><\/p>\n<p><a href=\"#_ftnref18\" name=\"_ftn18\">[18]<\/a> <a href=\"https:\/\/www.resumebuilder.com\/3-in-4-managers-find-it-difficult-to-work-with-genz\/\">https:\/\/www.resumebuilder.com\/3-in-4-managers-find-it-difficult-to-work-with-genz\/<\/a><\/p>\n<p><a href=\"#_ftnref19\" name=\"_ftn19\">[19]<\/a> <a href=\"https:\/\/www.ey.com\/en_gl\/insights\/workforce\/work-reimagined-survey\">https:\/\/www.ey.com\/en_gl\/insights\/workforce\/work-reimagined-survey<\/a><\/p>\n","protected":false},"author":18,"featured_media":123008,"template":"","tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.5 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>\u0130\u015fyerinde Z Ku\u015fa\u011f\u0131na Uyum Sa\u011flamak | Abdul Latif Jameel\u00ae<\/title>\n<meta name=\"description\" content=\"Z ku\u015fa\u011f\u0131, i\u015f yerinde ama\u00e7, refah ve esnekli\u011fe de\u011fer veriyor. 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