What does generation Z want? What do employers expect? An assessment of the Antalya Organized Industrial Zone

This research aims to analyze the attitudes, behaviors and expectations of Generation Z individuals, whose participation rates in business life are increasing, towards working life and employers, and of employers towards Generation Z employees. In today's business world, it is seen that different generations are employed together. This situation also reveals problems between employees and employers. In particular, the mismatch between the expectations of Generation Z employees who are newly adapted to business life and the expectations of employers and employees creates communication problems. In this context, the research analyzed in detail the perspectives and expectations of Generation Z employees and employers, the differences between them, their values and attitudes, the reasons for quitting and dismissal, and generational conflicts. The research was designed with qualitative analysis method and semi-structured interview forms were used as data collection tools. In the research, ten different enterprises operating in Antalya Organized Industrial Zone were visited. Interviews were conducted with one employer and one Generation Z employee in each different business, and interviews were completed with a total of 20 participants. The data obtained were coded using the thematic analysis technique with the Maxqda 2020 analysis program. Codes were divided into subcategories, subcategories into categories, and categories into themes and analyzed by inductive method. The research reveals that Generation Z individuals' expectations of being more flexible, innovative, individualized, valued and understood come to the fore in working life, while employers demand their employees to be disciplined, have a high sense of belonging and be responsible. It has been determined that intergenerational conflicts are based on institutional as well as individual reasons, and psycho-social situations such as not being understood and feeling worthless as a result of inadequate communication due to the increase in the rate of work change are perceived as problems. The current study contributes to the literature by presenting a bidirectional approach and provides meaningful data specific to working life.