Generacijske razlike v načinu vodenja zaposlenih

delo diplomskega projekta

Dmitrij Klevec (Author), Zlatko Nedelko (Mentor)

Abstract

V vsakem podjetju se vodstvo sooča z veliko različnimi izzivi. Eden izmed pomembnejših izzivov katerega mora podjetje rešiti oziroma razumeti je kako zagotoviti primerno delovno okolje za svoje zaposlene. Prvič v zgodovini se v enem podjetju prepleta več različnih zaposlenih, ki so se rodili in odraščali v zelo različnih generacijah. Vsaka od teh generacij ima zelo specifične karakteristike, katere ti zaposleni odražajo. Vodstvo postopoma ugotavlja da ne more voditi celotno podjetje na enak način, ampak da mora prilagoditi delovni proces. Obstaja veliko razlik med potrebami zaposlenih ki lahko vplivajo na delovni proces. Te razlike so lahko vloga v podjetju, njihova osebnost, osebne okoliščine, varnost zaposlitve, plača in ugodnosti ter ravnovesje med delom in prostim časom. Veliko je generacijskih razlik na delovnem mestu, od razlik v mišljenju, prepričanju in načinu dela. Generacija je skupina posameznikov v določenem starostnem obdobju s podobnimi idejami, stališči in vrednotami. Trenutno smo tako v situaciji , ko imamo znotraj delovnega okolja veliko različnih generacij. Vsaka generacija na mizo prinese svoj nabor talentov, prepričanj in sposobnosti, in če se združijo lahko zelo pozitivno vplivajo na uspešnost podjetja. Starejši zaposleni imajo veliko znanja o medosebnih interakcijah, storitvah za stranke in podobno. Mlajši zaposleni lahko prenesejo znanje o poznavanju tehnologije in veščine digitalnega sodelovanja na starejše člane organizacije, imajo pa tudi tisto potrebno ravnotežje med poklicnim in zasebnim življenjem, ki koristi duševnemu zdravju vseh. Delovna sila, ki jo sestavljajo ljudje vseh generacij, se lahko uči od najboljših delovnih navad drug drugega, rezultat pa je dobro zaokrožena in prilagodljiva delovna sila. V podjetjih lahko najdeno vsaj 4 generacije zaposlenih, Baby boomerji, Generacija X, Y in Z. Prednosti da zaposlujemo več generacij skupaj je veliko, nekaj izmed teh so lahko da omogoča inovativnost in reševanje problemov in povečuje produktivnost. Za inovacije in razvoj novih idej je potrebna raznolika kombinacija izkušenj, perspektiv in ozadij. Podjetje ima korist če lahko uporabi vse sposobnosti vsake starostne skupine. Na primer, delovna etika starejše generacije je dobro dokumentirana; prikazovanje te lastnosti mlajši generaciji lahko bistveno vpliva na kakovost izdelka in storitve za stranke. Sprejemanje tehnoloških inovacij s strani mlajše generacije pa se lahko izkoristi za krepitev spretnosti starejše generacije. Zaposleni si v osnovi želijo iste stvari, ne glede na to, katero generacijo predstavljajo. Tako imenovana generacijska razlika na delovnem mestu je v veliki meri posledica napačne komunikacije in nerazumevanja, ki ju spodbujata pogosta negotovost in želja po vplivu. Uspešno vodenje zaposlenih ki pripadajo različnim generacijami je pravzaprav lahko preprosto, če vložimo več časa v razvoj naših vodstvenih spodobnosti, komunikacije in opažanj.

Keywords

management;vodenje;motiviranje;zaposleni;generacije;medgeneracijske razlike;vrednote;spremembe;razvoj;prepletanje;

Data

Language:	Slovenian
Year of publishing:	2023
Typology:	2.11 - Undergraduate Thesis
Organization:	UM EPF - Faculty of Economics and Business
Publisher:	D. Klevec
UDC:	005
COBISS:	163490563
Views:	23
Downloads:	2
Average score:	0 (0 votes)
Metadata:

Other data

Secondary language:	English
Secondary title:	Generational differences in leadership style of employees
Secondary abstract:	In every company, management faces many different challenges. One of the most important challenges that a company must solve or understand is how to ensure a suitable working environment for its employees. For the first time in history, several different employees who were born and grew up in very different generations are intermingled in one company. Each of these generations has very specific characteristics that these employees reflect. The management gradually realizes that it cannot run the entire company in the same way, but that it must adapt the work process. There are many different differences between the needs of employees that can affect the work process. These differences can include the role of the company, their personality, personal circumstances, job security, pay and benefits, and the work-time balance. There are many generational differences in the workplace, from differences in thinking, belief and way of working. A generation is a group of individuals in a certain age group with similar ideas, attitudes and values. We are currently in an unusual situation where many different generations are involved. Each generation brings its own set of talents, beliefs and abilities to the table, and when combined they can have a hugely positive impact on a company's performance. Older employees have a lot of knowledge about interpersonal interactions, customer service, and the like. Younger employees can transfer technology and digital collaboration skills to a younger workforce, but also have that necessary work-life balance that benefits everyone's mental health. A workforce made up of people of all generations can learn from each other's best work habits, resulting in a well-rounded and flexible workforce. At least 4 generations of employees can be found in companies, Baby boomers, Generation X, Y and Z. The advantages of employing several generations together are many, some of which can be that it enables innovation and problem solving and increases productivity. Innovating and developing new ideas requires a diverse combination of experiences, perspectives and backgrounds. Companies benefit from being able to use all the abilities of each age group. For example, the work ethic of the older generation is well documented; showing this trait to the younger generation can significantly affect the quality of the product and customer service. The adoption of technological innovations by the younger generation can, however, be used to enhance the skills of the older generation. Employees basically want the same things regardless of which generation they represent. The so-called generation gap in the workplace is largely the result of miscommunication and misunderstandings fueled by frequent insecurity and the desire to influence. Successful intergenerational leadership can actually be simple if we invest more time in developing our leadership skills, communication and observations.
Secondary keywords:	Company;leadership;management;employees;generations;values;motivating;changes;development;interweaving.;
Type (COBISS):	Diploma project paper
Thesis comment:	Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages:	II, 38 str.
ID:	19258155