The article strives to determine whether Generation Z representatives exhibit a need for mentoring support. The theoretical part of the article discusses the benefits of mentoring as well as the characteristics of Generation Z. Based on an analysis of the literature on the subject, it was found that certain characteristics of this generation (including expectations of career, work content, working conditions, and gratification) indicate that its representatives could be interested in the support of a mentor. The empirical part presents the results of a survey conducted in 2019 among 345 people born between 1993 and 1998. These results were analyzed taking into account the sex of the respondents. The survey questionnaire defined a mentor as a senior and more experienced employee who, in a process of intensive interpersonal exchange, provides the mentee with support, direction, and feedback on professional and personal development plans. The conclusions of the study address two main research questions: 1) Do the representatives of Generation Z believe that pursuing their careers requires the support of a mentor? 2) Do they know who can help them achieve their career vision?
The article is theoretical and analytical in nature and aims to identify the manifestations of social innovations in e-learning education at the Wroclaw University of Economics and Business during the COVID-19 pandemic. The study focuses on the need for academics to use innovative (novel) distance learning tools. In addition, an attempt was made to assess the impact of selected tools on the development of new competencies among students. In order to achieve this goal, a proprietary online questionnaire was developed and free interviews were conducted with students. The survey was created in MS Forms application. A total of 151 students (second year) studying at the Faculty of Production Engineering of the Wroclaw University of Economics were surveyed. The survey period was in the summer semester 2020/2021. The study showed that the use of virtual tools contributed to the development of additional skills among students, such as teamwork and collaboration skills or creativity.
The aim of the article is to recognise the interests of employees in PKP SA companies and to determine the rank of these interests due to the motivational potential which lies in their implementation. This was conducted thorough studies of literature on the subject as well as empirical studies with the use of a questionnaire. Based on the review of the literature, the interests were divided into two groups: those protected by law and those that are partly or completely within the competence of the employer. Non-managerial staff (495 persons) were offered a second interest group for assessment. The motivational potential was determined by comparing the value that employees assign to particular interests with the perceived level of their implementation. High-value interests, whose degree of implementation the respondents rated the lowest were considered to be those with motivational potential; these are (in descending order): transparent rules of promotion, pay adequate to duties, equal treatment in employment, good working atmosphere, employment protection, safe working conditions.
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