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APA
Subject:
Management
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Essay
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English (U.S.)
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Topic:

A Study on the Ways of Improving the New Generation of Employees’ Sense of Belonging: A Case Study of a Chinese State-owned Bank “A”

Essay Instructions:

I need a Disasteration Proposal Literature Review. I will upload my title, research background, research purpose. Help me write a simple Literature Review based on these existing information. Reference should not be less than 7, thank you! If you have any questions, please communicate with me in time ~

 

DISSERTATION TITLE：A Study on the Ways of Improving the New Generation of Employees’ Sense of Belonging: A Case Study of Chinese State-owned Bank “A”

 

Researchable Topic Area:

At the background of market economy, companies have to face fierce peer competition in order to survive and develop. In the final analysis, the competition of enterprises is also the competition of talents. The former president of General Motors said: "It doesn't matter if all my assets are lost, because as long as my organization members are still alive and give me five years, I will be able to regain the lost property." The importance of human resources is reflected in this sentence. But behind the fierce competition challenges, there are often opportunities. For a commercial bank, having a group of high-quality talents is one of the important guarantees for the bank to be invincible in the competition. With the continuous development of China's economy, the scale and number of banks are rising sharply, the demand for employees is also increasing, and the team of employees is also growing. Bank A is a limited company with financial services as its main business. It is a large listed bank in China and one of the five largest banks in China. It is the first state-owned commercial bank established in New China and an important part of China's financial system. For several years, the bank has been ranked among the world's top 500, and the company's employees have expanded from dozens of employees at the beginning of its establishment to the current 440,000 employees. Employee management has become the key factor restricting the development of the bank. As the core of the competitiveness of state-owned banks, employees’ sense of belonging is inseparable from the efficiency of employees and the benefits of banks. Therefore, an enterprise can only seize opportunities and take advantage of opportunities in the first battle for human resources. In the process of cultivating talents, enterprises often need to spend a lot of time and money, so it is more important to retain talents than to attract talents. At present, the post-90s employee team has gradually grown into the main force in the operation and management of enterprises. Post-90s employees are more eager to be valued and satisfied in terms of emotion. Enterprises can also enhance the sense of belonging of the new generation of employees through various methods, help to improve their work level and minimize the loss of employees. At the same time, enterprises are allowed to establish a long-term retention system to increase their profits and thus benefit their long-term development.

 

Objectives for the Research:

Through the previous review of the literature, the author believes that although current domestic and foreign scholars have carried out certain research on employees’ sense of belonging, these studies are basically focused on a macro aspect to analyze one aspect of the problem of employee’s sense of belonging. These studies cannot put the sense of belonging of state-owned bank employees as a whole into a specific social environment for a more comprehensive and systematic analysis.

1. On the basis of previous studies and the specific national conditions of China, this article intends to analyze the characteristics of the new generation of employees.

2. This article intends to investigate the new generation of employees of state-owned banks in China by issuing questionnaires during the writing process, so as to further investigate the satisfaction of the new generation of employees’ sense of belonging with their current environment.

3. Professionally analyze the information that has been collected and put forward relevant constructive opinions to improve these employees’ sense of belonging.

 

Literature Review： 

 

Essay Sample Content Preview:
Literature Review
Millennials have changed the workplace completely. Their unique approach to life has made it inevitable for the culture of many organizations to change. One of the distinguishing factors of millennials is their tech-savviness. Their affinity to the digital world distinguishes them from other generations. A majority of millennials have grown up with phones, social media, broadband, etc. and these have shaped their mindset as they have grown up with certain expectations. One such expectation as indicated by a study done by PWC (2011) is quick access to information. Aside from the above, there is also the notion that this generation “place much more emphasis on their personal needs than on those of the organization.” Millennials want to accomplish their personal goals even as they seek to be a part of the organization. They want their lives to have meaning and hence the reason why many of them are uncomfortable with “rigid corporate structures” (PWC, 2011). They expect growth to happen first and want to move quickly up the ladder of leadership in organizations. Companies like Google and Apple have been among the best at attracting the top cream of millennials.
However, there are also reports that indicate the millennials have low attachments to either their employers or whichever institutions they are connected with. A study done by Rigoni and Nelson from Gallup reveals that 60% of millennials are open to new job opportunities (2016). In the U.S., for example, millennials appear to be denouncing the two major political parties and consider themselves politically independent. The report also reveals that in the U.S., millennials are “the least likely generation to be engaged at work, as just 29% are “engaged” – involved in, enthusiastic about and committed to their work.” With no close ties to what they do and their workplaces, millennials become increasingly difficult to motivate or to inspire to have a sense of belonging. The same problems experienced by U.S. companies with regard to millennials are also being experienced in China. In China, millennials are part of the generation that was born under the one-child policy (Zhao, 2018). This generation has only known the developed China and this has greatly affected their attitude and approach to work. The HRM in China is currently grappling with a new crop of employees who present new challenges especially with regard to their attachment to their workplaces.
Helping employees create a sense of belonging or attachment to the workplace can help enhance productivity (Twaronite, 2019). Additionally, this can help ensure that employees are motivated and engaged in their activities. However, for millennials, the workplace must first gift them a sense of purpose. Fernandez and Underwood (2020) write that millennials seek a sense of purpose and many are involved in activities that seek to enhance or promote sustainability in the earth. Unlike ...
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