An examination of MINT students' microculture against the background of the skills shortage

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 the 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 and Key Themes

This bachelor thesis examines the microculture of MINT (Mathematics, Informatics, Natural and Technical Sciences) students in Germany against the backdrop of the skills shortage. The primary objective is to understand the cultural values and preferences of this specific student group and how these factors influence their career choices and employer expectations. The research aims to provide insights for employers seeking to attract and retain MINT graduates.

• The microculture of MINT students in Germany.
• The influence of cultural dimensions on career choices of MINT students.
• Employer strategies for attracting and retaining MINT graduates.
• The role of Hofstede's cultural dimensions in understanding MINT student preferences.
• The impact of the skills shortage on the recruitment of MINT graduates.

Chapter Summaries

1. Introduction: This chapter introduces the topic of the skills shortage in MINT fields and its relevance to Germany. It lays the groundwork for the research by highlighting the importance of understanding the cultural factors influencing the career choices of MINT graduates. The introduction establishes the research questions and outlines the structure of the thesis.

2. Literature review: This chapter provides a comprehensive overview of the existing literature on culture, specifically focusing on Hofstede's cultural dimensions model and its application to organizational behavior. It explores various definitions and concepts of culture, delving into the distinctions between macroculture and microculture. A significant portion discusses the skills shortage, its short-term and long-term implications, and the related economic consequences. The chapter concludes by formally stating the research questions and hypotheses that will guide the empirical investigation.

3. Methodology of the underlying survey: This chapter details the research methodology employed in the study. It describes the sample population (MINT students), the survey procedures, and the methods used for data analysis. A key aspect of this chapter is the explanation of how the questionnaire items were allocated to Hofstede's cultural dimensions (MAS, UAI, IDV, LTO), a crucial step for ensuring the validity and reliability of the results. The chapter also explains the calculation methods used to derive scores for each of these dimensions.

4. Results: This chapter presents the findings of the survey. It begins by showing the scores for each individual questionnaire item and then synthesizes these into an overall assessment of the four Hofstede dimensions within the context of the MINT student microculture. This section involves a comparative analysis between the surveyed group's cultural profile and that of the broader German national macroculture, highlighting key similarities and differences. The chapter presents data in a clear and concise manner, laying the groundwork for the discussion section.

5. Discussion: This chapter interprets the results of the survey and offers implications for employers seeking to attract and retain MINT graduates. The discussion centers around several key findings, exploring what benefits employers should offer to attract MINT graduates and which factors are less important. It also looks at factors important to female MINT graduates.

Keywords

MINT skills shortage, microculture, macroculture, Hofstede's cultural dimensions, recruitment, employer strategies, Germany, work-life balance, job security, diversified tasks, masculinity, uncertainty avoidance, individualism, long-term orientation.

Frequently Asked Questions: MINT Skills Shortage and Microcultural Influences in Germany

What is the main topic of this research?

This bachelor thesis investigates the microculture of MINT (Mathematics, Informatics, Natural and Technical Sciences) students in Germany and how their cultural values and preferences influence their career choices and employer expectations, particularly within the context of the ongoing skills shortage in these fields.

What are the key objectives of this study?

The primary objective is to understand the cultural values and preferences of MINT students in Germany and how these factors influence their career choices and employer expectations. The research aims to provide insights for employers seeking to attract and retain MINT graduates by identifying key factors influencing their decisions.

What cultural model is used in this research?

The study utilizes Hofstede's cultural dimensions model (specifically Masculinity vs. Femininity (MAS), Uncertainty Avoidance Index (UAI), Individualism vs. Collectivism (IDV), and Long-Term Orientation vs. Short-Term Orientation (LTO)) to analyze and understand the cultural values and preferences of MINT students.

How does the study address the skills shortage in MINT fields?

The research directly addresses the skills shortage by investigating the cultural factors that influence the career choices of MINT graduates. By understanding the preferences of this specific group, the study aims to provide actionable insights for employers to improve their recruitment and retention strategies.

What methodology was used in the study?

The study employs a survey methodology. The chapter detailing the methodology describes the sample population (MINT students), survey procedures, and data analysis methods. A crucial aspect is the allocation of questionnaire items to Hofstede's cultural dimensions to ensure the validity and reliability of the results.

What are the key findings of the survey?

The results section presents the scores for each individual questionnaire item, synthesizing these into an overall assessment of the four Hofstede dimensions within the context of the MINT student microculture. A key part of the results involves a comparative analysis between the surveyed group's cultural profile and that of the broader German national macroculture.

What are the implications of the findings for employers?

The discussion section interprets the survey results and offers implications for employers. Key findings are explored, focusing on the benefits employers should offer to attract MINT graduates, factors that are less important, and specific considerations for recruiting female MINT graduates. Factors like work-life balance, job security, diversified tasks, and corporate social responsibility are discussed.

What are the limitations of this study?

The study acknowledges limitations related to external and internal validity. External validity limitations stem from the database used, while internal validity limitations relate to the methodology of data ascertainment and treatment. Other limitations are also discussed.

What are the key cultural dimensions analyzed in the study?

The study focuses on four of Hofstede's cultural dimensions: Masculinity vs. Femininity (MAS), Uncertainty Avoidance Index (UAI), Individualism vs. Collectivism (IDV), and Long-Term Orientation vs. Short-Term Orientation (LTO).

What is the difference between macroculture and microculture in this context?

The study distinguishes between the German national macroculture (the overall culture of Germany) and the microculture of MINT students (the specific culture within the group of MINT students). The research compares and contrasts these two cultural contexts.

What are the key benefits employers should offer to attract MINT graduates according to the study?

The study highlights work-life balance, job security, and diversified tasks (including job enlargement, job rotation, and job enrichment) as important benefits that employers should offer to attract MINT graduates.

What are some less important factors in MINT recruitment according to this study?

Factors like online presence, working abroad, and monetary/non-monetary reward were found to be less important in attracting MINT graduates, according to the study's findings.