|Opis:||The main theme of Master's thesis are the values between generations, since the values themselves are life guides that contribute to the richness of interpersonal differences and human similarities and are related to all aspects of human life (Musek 2015). Through the master's thesis we confirmed the originally set hypotheses, and made the following lessons.
In today's society, we are witnessing a very diverse generational workforce, because of the aging of the population, newer and younger generations are entering the labor market, while the elderly remain in the workplace even longer. Currently, there are four generations present on the labor market, which are: the generation of veterans - which are mostly retired, the »baby boom« generation, the generation X and the generation Y. The generation Z will also begin to enter the labor market. This will represent a new challenge to the managers. We need to be aware of this fact, since the arrival of new generations also brings new values, different attitudes and, consequently, different behaviors that are reflected in the workplace. In order to successfully manage a multi-generational workforce, we first need to know our employees, values of an individual generation. After all, knowing the values of employees is important in shaping the organizational values.
In the generation of such a diverse workforce, organizations need to find appropriate methods and solutions to manage it. One of the ways is to introduce intergenerational cooperation into the organization. For managers, this is a complex concept of implementing intergenerational activities in all areas of management. For this purpose, we designed a management model for the integration of generations with the organization in the Master's thesis.
For the entire complex of implementing this model, it is crucial to have management support, which ensures the integration of intergenerational cooperation into the policy, strategy and culture of the organization. Human resource management needs to adapt its activities to a generational, diverse workforce. Which means more emphasis on intergenerational management of human resources whose activities should focus on all age groups and take advantage of all generations. Also, in the field of human resource development it is necessary to include development methods and activities tailored to the generational, diverse workforce. It is important to introduce the values of generations in the model. The objective of human resource management is to determine the values of employees that is the values of generations, and the management is obliged to take into account these values in the formation of common organizational values. The values of the generations should be researched and considered for each generation, as this is how we know to properly motivate employees. Taking into account the correct motivation factors of generations leads to a reduction in intergenerational conflicts, greater employee satisfaction, greater loyalty and belonging to the organization.|