{"id":6139,"date":"2018-11-05T14:51:29","date_gmt":"2018-11-05T13:51:29","guid":{"rendered":"https:\/\/ingenior.de\/aktenzeichen-xyz-bei-ihnen-ungeloest\/"},"modified":"2019-03-20T10:47:35","modified_gmt":"2019-03-20T09:47:35","slug":"file-number-xyz-not-solved-yet","status":"publish","type":"post","link":"https:\/\/ingenior.de\/en\/file-number-xyz-not-solved-yet\/","title":{"rendered":"File number XYZ – not solved yet?"},"content":{"rendered":"

[vc_row css=”.vc_custom_1459507906849{margin-bottom: 100px !important;}”][vc_column offset=”vc_col-lg-9 vc_col-md-9″ css=”.vc_custom_1452702342137{padding-right: 45px !important;}”][vc_custom_heading stripe_pos=”hide” text=”File number XYZ – not solved yet?” use_theme_fonts=”yes”][stm_post_details][vc_column_text css=”.vc_custom_1553075245359{margin-bottom: 20px !important;}”]“Tell me when you were born and I’ll tell you how you work.”<\/strong> Companies used to have it easy – they chose the right candidates from a large number of applicants. That has changed: Qualified employees can choose which employer they would like to work for.<\/p>\n

War for Talents – the battle for the best<\/strong><\/p>\n

It goes without saying that in the competition for young talent, companies that are best prepared for future generations are ahead of the pack.\u00a0Those who persistently rely on outdated structures and management models will eventually discover that there is a shortage of young talent and that the average age of employees is rising.<\/strong><\/p>\n

The reason for this is not just demographic change – values, motivation, and views of life have changed time and again over the generations. Where the baby boomers still lived to work, the currently courted Generation Z cultivates “work-life separation”, i.e. strict separation of professional and private life!<\/p>\n

Was everything better in the past?<\/strong><\/p>\n

Burnout prophylaxis is unnecessary here – Generation Z can switch off and is rarely tempted to burden himself with professional problems after work.\u00a0Supervisors who equate this attitude with laziness and disinterest will emerge as “losers”:\u00a0\u00a0Young talents are not influenced by these negative signals and will move on without digression. Possible successors are already confronted and deterred by the unwanted attitude of the allegedly “unwilling to work” predecessor during the interview – the candidate will decide on the offer of the competitor who, for example, is open to creative breaks during working hours, for today’s generation!<\/p>\n

Employer brand<\/strong><\/p>\n

This change determines the fact that companies are now taking up the applicant position:\u00a0\u00a0Once upon a time, it was indispensable for career starters and those willing to change jobs to prepare professionally for job interviews and assessment centers. Now it is your turn<\/strong> as a company to present yourself in such a way that the potential employee becomes curious and makes his or her manpower available to you.<\/p>\n

How compatible are your corporate values with the values of today’s generation?<\/strong> Can you compete for qualified employees? How far have you progressed in developing an attractive employer brand?<\/p>\n

We are happy to support you in shaping the dialogue between the generations. We offer lectures as well as seminars and individual workshops.[\/vc_column_text][vc_empty_space height=”8px”][vc_separator border_width=”3″][vc_empty_space height=”25px”][stm_post_bottom][stm_post_comments][\/vc_column][vc_column width=”1\/4″ offset=”vc_hidden-sm vc_hidden-xs”][stm_sidebar sidebar=”5442″][\/vc_column][\/vc_row][vc_row full_width=”stretch_row” css=”.vc_custom_1459505959648{margin-bottom: -60px !important;}” el_class=”third_bg_color”][vc_column][vc_cta h2=”Would you like more information about our services?” h2_font_container=”font_size:20px|color:%23ffffff|line_height:24px” h2_use_theme_fonts=”yes” shape=”square” style=”flat” add_button=”right” btn_title=”Get a quote” btn_style=”flat” btn_color=”theme_style_2″ btn_align=”right” btn_i_align=”right” btn_i_icon_fontawesome=”fa fa-chevron-right” use_custom_fonts_h2=”true” btn_add_icon=”true” btn_link=”url:https%3A%2F%2Fingenior.de%2Fen%2Fcontact%2F|||” el_class=”third_bg_color” css=”.vc_custom_1553074639180{margin-bottom: 0px !important;}”][\/vc_cta][\/vc_column][\/vc_row][vc_row][vc_column][\/vc_column][\/vc_row][vc_row][vc_column][vc_separator][\/vc_column][\/vc_row][vc_row][vc_column][vc_separator][\/vc_column][\/vc_row]<\/p>\n<\/div>","protected":false},"excerpt":{"rendered":"

So einfach ist es leider nicht. W\u00e4hrend bei einer Ver\u00e4nderung die Kontrolle \u00fcber den zu ver\u00e4ndernden Sachverhalt weitestgehend erhalten bleibt, ist die Transition gepr\u00e4gt von Kontrollverlust aufgrund eines hohen Ma\u00dfes an Unsicherheit, Widerspr\u00fcchlichkeit und Komplexit\u00e4t. Grund hierf\u00fcr ist, dass im Rahmen des Change das Ziel bereits schon klar ist und folglich \u201enur\u201c der alte Zustand deinstalliert und die Neuerung installiert wird. Die Transition hingegen bezeichnet den Prozess des \u00dcbergangs von einem alten auf einen neuen Zustand, wobei letzterer noch nicht klar definiert ist. <\/p>\n","protected":false},"author":6,"featured_media":6141,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[269],"tags":[340,281,327,357,359,291,358],"class_list":["post-6139","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-ingsight_en","tag-arbeitgebermarke-en","tag-change-en","tag-development","tag-generations","tag-new","tag-process","tag-today"],"_links":{"self":[{"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/posts\/6139","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/comments?post=6139"}],"version-history":[{"count":3,"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/posts\/6139\/revisions"}],"predecessor-version":[{"id":6150,"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/posts\/6139\/revisions\/6150"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/media\/6141"}],"wp:attachment":[{"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/media?parent=6139"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/categories?post=6139"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ingenior.de\/en\/wp-json\/wp\/v2\/tags?post=6139"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}