Impact of Age Management on Sustainability in Czech Organisations

Abstract

Age management is becoming an increasingly important part of strategic human resources management practices and can ultimately lead to a competitive advantage. Research results confirmed that a strategic focus on the efficient use of all age categories of employees yields retention, the successful achievement of organisation goals, development, and, ultimately, a competitive advantage. The aim of this article is to identify and evaluate approaches to age management practices in organisations in 1271 organisations in the Czech Republic. Quantitative research was carried out in selected organisations operating over a three-year period. Data was gathered from these organisations and evaluated using descriptive and multidimensional statistics. The results show that those organisations focusing on the application of age management practices achieved a competitive advantage regardless of size or sector of the organisation. Statistical analysis (χ2 test, Cramer’s V, factor analysis) on survey data shows that many of these organisations achieved significant perceived benefits from the application of age management. The approach to age management application varies in organisations depending on whether it is an internal branding of an employer or response to a crisis. Organisations either use of best practices to implement age management or it is a carefully planned process in advance. Follow-up research can focus on the use of age management in crisis management or employer branding. This study is a non-experimental quantitative correlation analysis utilising longitudinal empirical data.

The leadership style, relationship with superior and intention to retain in employment

“…Although there were no significant differences in the perception of the importance and fulfillment of the motivational factor relations with superiors between the individual generations, we consider the inclusion of age management and respecting age diversity into the management practice of the industrial enterprises as important. As confirmed by research, the application of age management in business management has an impact on the competitiveness of the organization and brings a competitive advantage (Urbancová et al, 2020). That is the reason why we focused on age diversity in our research.…”

Sustainable Human Resource Management and Generational Diversity: The Importance of the Age Management Pillars

“…Age management is often associated only with aging employees, but it is very important to keep in mind that the concept of age management includes all employees, and therefore the youngest ones, the employees who care for children of older employees and employees of retirement age [95]. The issue of age management is a basic strategic tool in the sustainable management of human resources, which helps to develop employees, ensure their cooperation and synergy, and at the same time, leads to resilience and sustainability at all management levels in the enterprise [96], while it is also very important to perceive the importance of age management, as it is a prerequisite for achieving long-term sustainability [35]. Although theoretical knowledge researches in the field of age management often emphasize older employees, age management deals with all age categories of employees, and therefore it is necessary to achieve cooperation through all generations in the enterprise/labor market.…”

“…It also takes into account age factors that affect employees in the process of daily activities (planning and organizing work, work environment). Age management uses a variety of methods that focus on the effective use of human capital [32][33][34][35][36][37]. Age management is often defined as management that emphasizes the age of employees and aims at an overall approach to addressing the demographic situation and demographic change in the workplace.…”

Age Management in the Brazilian Context: A Theoretical Discussion

“…Age management is becoming an increasingly important part of people management practices, because by implementing measures that help to better integrate individuals of all age groups in the workforce, they enable the retention of the aging worker, the successful achievement of business objectives, and ultimately, competitive advantage for the organization (Boehm, Schröder & Kunze, 2013;Urbancová et al, 2020).…”