Advantages and disadvantages of the post-90 s, everyone has advantages and disadvantages. Especially for the post-90s generation, the advantages and disadvantages are more obvious. Some people improve themselves and strive to overcome shortcomings, while others improve their own advantages. Look at the advantages and disadvantages of the post-90 s.

Advantages and disadvantages of the post-90s generation 1 When the workplace meets the post-90s generation.

Personality publicity, rejection of mediocrity, maverick, strong desire to express … these have become the labels of "post-90 s". The post-90s generation should not only show their individuality, but also identify with the group. They pay attention to the circle because of the same interests. Group circle is no longer limited to geographical location, because this is the network age. In a "post-90 s" resume, a special column reads "Good at telling cold jokes; Good at observing the starry sky; Can dance ballroom dancing. " This is probably unimaginable when the "predecessors" wrote their resumes.

Like is more important than treatment.

The first batch of "post-90 s" college students are about to enter the workplace, and their employment outlook is increasingly apparent. The reporter randomly surveyed 100 graduates at the conference site, and found that the collective feature of "post-90s generation" is "asking for more money", and their salary expectation is around 3,000 yuan, while overtime, night shift and jobs without fixed weekends are rarely favored by them. Wang is a student studying tourism management. She told reporters that she had worked as an intern in a travel agency for two months. Although she has traveled all over the country, she is too hard to have her own time. "If I want to find a stable job, I will choose a clerk instead of a tour guide. Work is not the whole of my life, I should rest. " Wang also used a classic line from Hong Kong drama to describe his job search criteria. "Life, the most important thing is to be happy!

Value development prospects and training opportunities.

The topic of fresh graduates looking for jobs is brought up every year, but in the early summer of this year, a doctor named Li Yizhou from Tsinghua made the job market active. In a program, he criticized many companies such as SOHO China, Oriental Fashion, sogou and 360, and pointed out their weaknesses, which embarrassed the bosses, but also won their favor. Besides the performance elements of this program, Li Yizhou, who is also a graduate, did it, and his achievements really helped other job seekers. The reporter learned that the post-90 s have begun to enter the workplace, and their employment problems are different from those of the post-80 s. Most post-90s people don't care about their first salary, but pay more attention to development prospects and training opportunities.

Suggestion: "post-90s" must not come from afar to learn technology, and it is very important to strengthen practical operation ability.

Their generation pays more attention to their own development and is at a loss for future development. Because most of them are only children, their parents provide them with good material conditions and poor ability to bear hardships. I suggest that you don't be too ambitious and impetuous in your work, but have a persistent attitude towards your work. "

Post-90s employees are a pain in the hearts of many enterprise managers. They feel that they are too self-centered, do not listen to advice, and even communication is extremely difficult, let alone daily management. In fact, post-90s employees are not as messy as ordinary people think. On the contrary, this group has a great competitive advantage in today's market competition, so as a qualified HR, we must study the psychology of post-90 s employees.

The troubles of "post-90s": 20 12 is called "the first year of post-90s employment", which means that people born in 1990 will formally enter the workplace as fresh graduates in 20 12. After the graduation thesis is completed, the post-90s students will bid farewell to their school status. Some students who got the offer years ago began to enter the company internship training last month. Newcomers in the workplace are "walking on thin ice". Now, some people are undecided about which company to choose, some people have a headache about how to get along with leaders, and some people are at a loss in the face of internal struggles. How can the post-90 s newcomers better integrate into the workplace and spend a three-month probation period? The reporter approached the newcomers in the workplace and told the story of work after 90.

It's hard to enter the workplace relationship, will you say it or not? Last week, the leader held a departmental meeting to discuss a project plan, saying that it had been considered for a long time, but I still hope that everyone would give more opinions on the plan. Colleagues spoke one by one, and everyone was saying that the plan was perfect. After looking at steamed bread (a pseudonym), I keenly found that there were loopholes in capital cooperation. After calculation, my company is losing money, and I am secretly glad that I finally have a chance to show myself. When it's their turn to speak, they point it out directly and express their opinions. The meeting room was quiet for a while, and the leader smiled and said that the opinion was good. Go back and think about it. Although I felt something was wrong, I didn't think much about steamed bread. A few days later, I learned from others that the cooperative enterprise is a relative of the leader, and her eldest brother, who has a good relationship, called her a simpleton.

Experts suggest that "post-90s" is a generation of new people who grew up with the Internet, with quick thinking, distinctive personality and outstanding self. But the workplace is different from the campus, and the workplace has workplace rules. As a person in the workplace, only by following the rules of the workplace, respecting the corporate culture and integrating into the team atmosphere can we not fall behind in the workplace. Personality publicity is a prominent feature of the post-90 s generation. In dealing with leaders, too much emphasis on personality and self will give people the impression that leaders are arrogant and unable to cultivate deeply. For example, if the leader's request is not too much, you might as well let go of your bottom line and persistence, give the leader a step down, or change the topic so that the leader will not fall into embarrassment. If you find something wrong with the leader at work, don't go against the leader in public. You can take circuitous tactics to communicate with leaders. If your suggestion is reasonable and beneficial to the company, the company will certainly adopt it.

Analysis on the Characteristics of Post-90s Employees

The post-90s generation refers to a generation of China citizens born from 1990 to 1999. Compared with previous generations, most of them have the following characteristics:

1, poor psychological endurance

The "post-90 s" generation grew up with the love and even doting of their parents and relatives. Most of them have no economic troubles and life pressure. Most of the post-90s who took the lead in entering the work stage came from secondary vocational schools with many "poor students". They have never experienced the pressure and competition of entering key primary schools, key middle schools and key universities in their studies, and they are faced with the scarcity of blue-collar workers when they are employed. In addition, some secondary vocational schools in China adopt the policy of "distributing admission packages without exams" to expand enrollment, so that they cannot experience the taste of job failure. The lack of frustration education, superior material conditions and excessive doting of families lead to poor psychological endurance of post-90 s employees, and it is very likely that they will have emotions at work because of such things. However, these 90-year-olds who are in their prime of life have less courage to face problems and difficulties than previous generations.

2. Lack of ideals and beliefs

Many post-90s employees are in a state of mental confusion. They have neither formed their own correct values nor inherited the fine traditions of their predecessors. Compared with those colleagues of the previous generation who regard work as their career and can study hard to enrich themselves after work, many post-90s employees just regard work as the inevitable destination after leaving school. They care more about whether they are happy at work and whether the working environment is comfortable than their salary. They don't want to be down-to-earth workaholics, let alone hard-working workaholics. They are willing to choose a lifestyle of work and entertainment.

3, angular prominent, personality publicity

Most post-90s employees have no brothers or sisters, and many post-90s employees are away from home to study and work. They are in adolescence, angular, self-confident, selfish, sensitive and fragile, because without relatives around, their hearts will be empty, and if they make improper friends, they will easily do negative and decadent things. Most of the "post-90 s" who took the lead in taking up their jobs did not get attention and preference when studying, so they chose to wear strange clothes and be naughty to attract the attention of people around them in order to seek psychological balance. After they enter the workplace, they may try again because they can't excel in their work, and express themselves through different behaviors to get the attention of leading colleagues.

4. Professional quality deviation

Many "post-90s" employees lack a sense of responsibility in their work, can't focus on the overall situation, and always consider themselves first. No matter how urgent the task is, as long as you are unhappy or have something to do, you don't come to ask for leave, find various reasons to avoid overtime, often arrive late and leave early, or even resign immediately, and some will do some damage or take away enterprise information before leaving. There are also "post-90 s" who regard themselves as lofty and have low eyes. Great things can't be done, small things don't want to be done, work efficiency is not high, quality is not high, but there are always reasons and excuses, and I always feel that I am "overqualified" by enterprises.

Problems in post-90s employee management

If employees are dissatisfied with their jobs, there are generally four kinds of negative reactions: resignation, lowering job performance (such as passive response, lowering work quality, and slacking off). ), reduce the performance outside the post (including taking on obligations outside the duties, working overtime, having a negative impact on colleagues, etc. ) and anti-organizational and anti-social behaviors (including revenge, theft, attack, etc.). At present, the lack of employee loyalty has become more and more obvious. It is difficult for post-90s employees to maintain high enthusiasm in their work and cannot meet the requirements of enterprises. Post-90s employees are no longer unconditionally dedicated and loyal to the organization. All these signs show that it is an indisputable fact that the loyalty of post-90s employees has decreased or even declined. Mainly manifested in:

1, high flow. In recent years, all enterprises are facing the same problem, that is, the increase of employee mobility. Job-hopping mainly stems from the decline of employee loyalty. Since June 20 12, a large number of post-90s graduates have stepped into society and taken up jobs. Subsequently, new words such as "flash words" and "flash word family" also frequently appeared on the Internet, becoming network buzzwords. Of the 65,438+09,480 valid questionnaires in the job-hopping survey in 2065,438+02 launched by Zhaopin, 29.93% have completed the job-hopping plan, which is higher than that in 2065,438+065,438+0 (22.30%). In addition, since September 20 12, 77.89% of the total number of people in the workplace have jumped ship or have the idea of jumping ship. According to Zhaopin's recruitment survey, the proportion of post-90s job-hopping newcomers is the highest within 1-2 months, and some even leave within one week, showing obvious job-hopping activity. These post-90 s newcomers have become an out-and-out "bright spot". [5] The survey data of "2065438+02 China Salary White Paper" also shows that the post-80s and post-90s employees, as a new generation in the workplace, have a turnover rate of over 30%, which is 5 percentage points higher than the average. The human resources expert in charge of this survey said that as a new generation in the workplace, the post-90 s employees actually leave their jobs frequently. How to manage the "flash words" of post-90s employees and better reserve talents for enterprise development is a difficult problem for enterprise managers and human resource managers.

2. Low morale. Low morale is mainly due to poor sense of responsibility, lack of passion and initiative. Many knowledge workers no longer maintain high enthusiasm for the work of enterprises, their morale is low, and they lack the dedication to pay wisdom and efforts for enterprises.

3. Weak team consciousness. Compared with the old employees of other age groups, the post-90s employees are not dedicated and used to being self-centered. After 90 employees are basically only children. The doting of parents and grandparents forms that they are self-centered, like to shirk their responsibilities when encountering difficulties, and have poor sense of responsibility, which often gives people the impression of being unsociable.

4. The psychological contract is not harmonious. The disharmony of psychological contract is mainly manifested in the inconsistent understanding of employment contract between employees and organizations after 1990, lack of trust, lack of communication and constant conflicts.

5. Psychological contractual relationship often breaks down. The frequent breakdown of psychological contract relationship is mainly manifested in employees' feeling that psychological contract has been broken, which leads to negative emotional experience and behavior performance.

The job search channel depends on the network, and social network comes first.

Post-90s college students are the first batch of experiencers in the Internet era, and the Internet has had a profound impact on their job hunting behavior and employment outlook. Therefore, post-90s college students are better at using the Internet to find jobs and obtain employment information, such as Weibo, QQ group, Fetion, blog, Renren, campus network and email. It is efficient and convenient to know the employment information in time through the information transmission between people.

There is also a network called "social network", which refers to a relatively stable relationship system formed by interaction among social members, and people get the opportunity to use relationships through social networks. Among all kinds of job-seeking channels, post-90s college students value social networks the most, because they personally feel the particularity of China's labor market and the fierce competition of college students' employment during the social and economic transition period, and they think it is easier to succeed in job-seeking through social networks such as family and friends.

The ideal of employment is more rational and the goal of employment is more pragmatic.

With the development of socialist market economy, the employment ideals and goals of post-90s college students are becoming more and more rational and pragmatic. They can treat social phenomena rationally and adjust their employment ideals objectively according to their own reality. They pay attention to salary and welfare, vacation and leisure, work-life balance and development opportunities, tend to bring themselves material wealth and spiritual wealth, and their employment mentality is more pragmatic. Their rational employment view is like a bright light, which correctly guides their future career and makes them more firm, confident, calm and full in the complicated and challenging social competition.

Job hunting and employment are independent, and it is a trend to be brave in starting a business.

With the growth of the Internet, post-90s college students get information quickly and have a wide range of knowledge, and the complexity and diversity of knowledge structure far exceed that of post-80s. The great wealth of information and the improvement of creativity make them think flexibly, dare to innovate, and have ideas and ideas about employment. They are not willing to work unremarkable, but are more willing to open up a new world with their own personality.

In addition, the state and society also advocate college students' entrepreneurship, encouraging, supporting and supporting college students' entrepreneurship, which provides a good resource environment for college students' entrepreneurship to some extent. Furthermore, influenced by the market economy, the post-90s college students' entrepreneurial concept and entrepreneurial experience are relatively early, which has a far-reaching impact on their later concept of self-employment.

Advantages and disadvantages of post-90 s 2 Most fathers after 90 s are post-60 s. According to the habits of China couples, a considerable number of mothers are born after 70, or uncles and aunts are born after 70. Therefore, the children of the post-90 s generation are inevitably marked with the shadow of the post-60 s and post-70 s. However, because the age of the post-80s is close, it is natural to learn "rich nutrition" from the post-80s. These three generations have obvious characteristics of the times, and the "post-90 s" are undoubtedly integrated, and now they are showing their individuality more and more.

The "post-90s" have a clear pursuit of life and attach importance to reality, but they lack the ideal of serving the public.

They know what they live for-for a wonderful life, such as getting ahead, such as having a good job in the future. Under the guidance of this idea, the post-90s generation will inevitably face more life troubles prematurely. Their competitive environment is extremely fierce, which is mainly reflected in the school scores, so they are more vigilant to their peers and less helpful to their peers. The post-90s generation has low trust in people, mainly because most of them are only children, so some people are indifferent to the sufferings around them.

The "post-90 s" like to publicize their individuality and deliberately be unconventional, but they are often too conceited and even blindly optimistic.

The "post-80s" think that they can become "stars" as long as they dare to be "new", so they don't want to be groupies like some "post-80s" of that year. They are more keen to dress themselves up as "stars". They don't pursue famous brands as enthusiastically as the post-80s generation, but they must pay attention to being different. In life, they have never suffered anything, and always accept the teachings of their elders at a discount-you may not be all right. They often can't guarantee the quality and quantity of learning. They are very dissatisfied with the teacher's procrastination and think that it is crowding out their precious play time. Sometimes no one can believe their conceit: a girl in senior one never practiced her voice, watched several super girl competitions, and even said that she had to sign up for the competition, but she didn't even pass the first interview.

The "post-90 s" are fresh and curious, quick-thinking and more creative, but they lack perseverance and are easy to change their ways.

The "post-90 s" have a broad vision, and they live in the most technologically advanced era. Their creativity is unprecedented, which benefits from the country's popularization and attention to science and technology. In various competitions related to science and technology, their imagination has touched all the horizons of the adult world, although it can't be called wonderful. However, they all have the same shortcomings, that is, they lack perseverance and are easily discouraged. Not the kind of tolerance that wins without arrogance and loses with grace. This stems from their utilitarianism, eager for success, holding the attitude of success in everything, and easy to fail. They often don't get up from where they fell, but change their minds and continue to play in another way.

Advantages and disadvantages of the post-90 s 3 Everyone has the fastest learning progress in talent, the greatest room for growth, the greatest potential and the greatest achievement.

Therefore, instead of focusing on overcoming weaknesses, it is better to focus on playing to grow faster and achieve greater results. The premise is to know your strengths and weaknesses and where your strengths are, so that you can make better use of them, otherwise you don't know what you are good at.

The way to success in business lies in maximizing advantages and controlling weaknesses, rather than focusing on overcoming weaknesses. The most important thing of "fostering strengths and avoiding weaknesses" is to promote the strengths of "individual talents" and avoid the weaknesses of "individual talents".

We should have a clear position on ourselves and find out our natural advantages. Individuals do not have a clear position for themselves, so they often look forward and backward in their work, and it is difficult to put into enthusiastic action and positive attitude. Therefore, paying is just a scratch, and employers are most afraid of such employees.

It is not enough to be qualified. You should optimize what you are good at, especially in this era, do better, and let what you are good at become what others can't do, so that your advantages can be more easily brought into play.

As the saying goes, there are people outside people, so there are very few truly irreplaceable people. The advantage you are good at now does not mean that there will be no more powerful people competing with you in the future.

Therefore, even if some of your strengths are unmatched in the current company, please have a sense of being prepared for danger in times of peace, optimize your strengths, and truly foster strengths and avoid weaknesses and keep pace with the times.