This bachelor thesis is based upon the assumption that in case of a shrinking workforce supply in the scope of a possible skills shortage, employers would have to adjust their offers in order to attract job candidates. Although this topic already is already being paid widespread public and scholar attention, the thesis at hand is the first to include cultural aspects into the discussion. As the according public debate in Germany is focused on the MINT sector, the scope of the paper is limited to exactly this part of the labor market.
The first part of the thesis deals with the question if there is a current or upcoming skills shortage related to MINT workforce on the German labor market.
In the second part, there is a comprehensive introduction into the complex of culture in the scope of this thesis to ensure a correct understanding of the following explanations. In the course of this introduction, it is explained in how far Hofstede's 5D model is related to scholars' job choice criteria. Afterwards, the occurrence of these criteria is examinated by a survey among MINT students at the author's university. Subsequently, the author makes an approach to draw recommendations for employers how to attract MINT scholars in order to cover their need for skilled staff.
Table of Contents
1.Introduction
2.Literature review
2.1 Culture
2.1.1 Definitions and concepts of culture
2.1.1.1 The definition and the Personal Uniqueness Concept of Hofstede
2.1.1.2 The definitions of Trompenaars and Schein
2.1.1.3 Similarities between the definitions
2.1.1.4 Schein's layer model
2.1.1.5 Differentiation between macroculture and microculture
2.1.2 The 5D model of Hofstede
2.1.2.1 History
2.1.2.2 The dimensions
2.1.2.2.1 PDI
2.1.2.2.2 MAS
2.1.2.2.3 IDV
2.1.2.2.4 UAI
2.1.2.2.5 LTO
2.1.2.3 Critical acclaim
2.1.2.3.1 Criticism
2.1.2.3.2 Agreement
2.1.2.3.3 Conclusion
2.2 The skills shortage
2.2.1 Definitions
2.2.2 The skills shortage in the short- term view
2.2.3 The skills shortage in the long- term view
2.2.3.1 Reasons
2.2.3.1.1 Shrinking workforce supply
2.2.3.1.2 Rising demand for highly qualified workforce
2.2.3.2 Consequences for the price formation on the labor market
2.3 Research questions
2.3.1 H 1:Expectations about the occurrences of MAS, UAI, IDV and LTO
2.3.2 RQ 1: How can employers take the survey results into account concerning their recruitment?
3.Methodology of the underlying survey
3.1 Subjects
3.2 Procedures
3.3 Data treatment
3.3.1 Allocation of questionnaire components to Hofstede's cultural dimensions
3.3.1.1 The allocation to MAS
3.3.1.2 The allocation to UAI
3.3.1.3 The allocation to IDV
3.3.1.4 The allocation to LTO
3.3.2 Calculation of the dimensions' scores
4.Results
4.1 Scores of the single questionnaire items
4.2 The occurrence of Hofstede's cultural dimensions
4.2.1 MAS
4.2.2 UAI
4.2.3 IDV
4.2.4 LTO
4.2.5 Comparison of German national macroculture and MINT students' microculture
5.Discussion
5.1 Benefits that employers should offer to MINT graduates
5.1.1 Work- life balance
5.1.2 Job security
5.1.3 Diversified tasks
5.1.3.1 Job enlargement
5.1.3.2 Job rotation
5.1.3.3 Job enrichment
5.2 Less important attracting factors in MINT recruitment
5.2.1 Online presence
5.2.2 Working abroad
5.2.3 Monetary and non- monetary reward
5.3 Important factors in the recruitment of female MINT graduates
5.3.1 Corporate responsibility for environment and society
5.3.2 Ethically problematic business areas
5.3.3 Personal contact persons along the recruitment process
6.Limitations
6.1 Limitations of external validity due to the database
6.2 Limitations of internal validity
6.2.1 Limitations due to the methodology of data ascertainment
6.2.2 Limitations due to the methodology of data treatment
6.3 Other limitations
7.Outlook
Objectives & Core Themes
The primary objective of this thesis is to examine the occupational microculture of MINT (Mathematics, Informatics, Natural Sciences, and Technology) students using Geert Hofstede's dimensional model to provide recruitment recommendations for employers facing the skills shortage in Germany.
- Analysis of the MINT student microculture via Hofstede's cultural dimensions (MAS, UAI, IDV, LTO).
- Examination of the German labor market and the anticipated long-term skills shortage.
- Identification of key factors that attract MINT graduates to potential employers.
- Investigation of gender-specific preferences in the context of recruitment and job choice.
- Formulation of recruitment strategies for companies to gain a competitive advantage in the war for talent.
Excerpt from the Book
2.1.1.1 The definition and the Personal Uniqueness Concept of Hofstede
As mentioned above, many authors have contributed to culture- related research during the recent past. However, there is no generally accepted definition for the term of culture. Hofstede (2010) defines culture as "the collective programming of the mind that distinguishes the members of one group or category of people from others." (p. 6). According to Hofstede, culture results from the social environment the members of a group pass during their lives. In other words, he holds the view that culture is passed from one generation to the next, i.e. the young learn it from the old.
In this context, Hofstede (2010) puts high emphasis on a differentiation against human nature. This term refers refers to inherited, not to learned, aspects, i.e. "our physiological and basic psychological functioning" (p. 6). To keep the analogy to computer software, he compares it to the operating system.
In contrast, he also differentiates the personality of an individual, which is the essence of inherited human nature, learned collective cultural programming and learned programming resulting from individual experiences. To make this thought more understandable, it may be helpful to explain it using the example of individual food preferences.
Summary of Chapters
1. Introduction: Outlines the problem of the perceived skills shortage in the German MINT sector and introduces the thesis's approach of analyzing MINT student preferences through a cultural lens.
2. Literature review: Provides the theoretical foundation by discussing cultural definitions, specifically Hofstede’s 5D model, and analyzes the economic background of the skills shortage.
3. Methodology of the underlying survey: Details the design, population, and implementation of the non-representative survey conducted at the TU Bergakademie Freiberg.
4. Results: Presents the findings regarding MINT students' preferences for job factors and their alignment with Hofstede’s cultural dimensions.
5. Discussion: Offers specific recruitment recommendations for employers based on the survey results, including work-life balance and job security considerations.
6. Limitations: Reflects on the methodological constraints, including external and internal validity issues associated with the chosen database and survey methods.
7. Outlook: Suggests areas for future research and discusses potential follow-up studies to enhance the representative nature of the findings.
Keywords
MINT, recruitment, skills shortage, Geert Hofstede, 5D model, microculture, labor market, work-life balance, job security, gender differences, corporate responsibility, organizational culture, employee attraction, Germany, human resources
Frequently Asked Questions
What is the core focus of this research paper?
The paper examines the occupational microculture of MINT students and how their cultural preferences influence their choices in the job market, specifically in the context of the anticipated skills shortage in Germany.
What are the primary themes discussed?
The study focuses on cultural dimensions, recruitment strategies for MINT graduates, the impact of demographic change on the labor market, and identifying key job attributes that appeal to this specific target group.
What is the main research objective?
The goal is to provide employers with a better understanding of what MINT students value in an employer, thereby enabling companies to optimize their recruitment efforts and attract highly qualified staff more effectively.
Which scientific methodology is employed?
The author conducted a survey at the TU Bergakademie Freiberg and evaluated the data using Geert Hofstede’s dimensional model to derive behavioral patterns from student preferences.
What topics are covered in the main section?
The main section covers the theoretical definitions of culture, the economic causes and effects of the skills shortage, the methodology of the survey, the analysis of the collected survey results, and practical discussion points for HR managers.
Which keywords best characterize this work?
Key terms include MINT, recruitment, skills shortage, Hofstede's 5D model, microculture, work-life balance, and employee attraction.
How does the paper differentiate between macroculture and microculture?
The paper uses macroculture to refer to national-level cultural attributes and applies the concept of microculture to the specific professional group of MINT students, assuming they share common values and norms based on their education and professional challenges.
What recommendation does the author give regarding the "war for talent"?
The author suggests that companies should shift from a traditional "human resources" view to a more strategic approach that offers long-term benefits like job security and a focus on work-life balance to differentiate themselves in a competitive market.
- Arbeit zitieren
- Benjamin Günther (Autor:in), 2012, An examination of MINT students' microculture against the background of the skills shortage, München, GRIN Verlag, https://www.hausarbeiten.de/document/201789
