1. Introduction

As Gen Z transitions into the workforce, a distinctive interplay of expectations, skills, and workplace dynamics emerge. While each generational cohort has historically faced challenges in adapting to professional environments, Gen Z presents a unique set of characteristics. Their keen sense of determination and elevated expectations distinguish them from previous generations. However, these differences also pose significant challenges. The disparity between Gen Z's perspective and established workplace norms can result in feelings of disconnect, which may impede their smooth integration into organizational cultures. This, in turn, contributes to higher rates of early resignations and diminished commitment within the workforce.

To explore this generational divide, our research employs a multifaceted methodology. The study is situated in Denmark, Europe, with data primarily collected from Western cultures that is framed as North America, Europe, Australia, and New Zealand reflecting, values prevalent in these regions. It is important to note that the research does not address potential variations in Gen Z values that may arise from differing cultural and regional contexts. Through a combination of quantitative surveys, qualitative interviews, and detailed case studies, the research seeks to illuminate the complexities inherent in this generational transition. The goal is to propose evidence-based strategies that promote workplace cohesion and enhance overall productivity.

1.1 Research Question

"How do differences in soft skills and value perceptions between Gen Z and downstream companies impact workplace productivity and collaboration?

. . and . .

"What strategies should companies adopt to mitigate these disparities, and how can higher educational institutions contribute to promoting the harmonious integration of Gen Z into the labor market?"

1.2 Rationale

As authors, we draw upon over 25 years of collective experience at Microsoft and other technology companies, where we were actively involved in people management, talent recruitment, and technology deployment. We now find ourselves within the academic sphere, serving as educators specializing in Business Economics and Information Technology (BE-IT) at the university level. In this capacity, we have observed an increasingly evident gap between the expectations of Gen Z and downstream companies. Despite considerable efforts by organizations to attract and retain young talent, these disparities persist.

Gen Z, characterized by their digital fluency, purpose-driven aspirations, and strong determination, often encounters difficulties in adapting to the established norms of the professional world. This divergence calls for a deeper investigation into the underlying causes. As both authors and educators, we embark on a scholarly inquiry to address this gap. By drawing on empirical evidence, industry insights, and a nuanced understanding of generational dynamics, we aim to uncover the root causes of these disparities.

More importantly, our research seeks to propose actionable strategies that will facilitate better integration between Gen Z and the workforce. In doing so, this work not only contributes to the corporate sector by enhancing recruitment and retention strategies but also enriches academic discourse by providing valuable insights into generational transition in the labor market. By fostering a more harmonious relationship between emerging professionals and the organizations they join, we hope to stimulate innovation and sustainable growth across both the corporate and academic landscapes