Zarządzanie pracownikami z pokolenia paradoksów (Managing the workforce from the full of paradoxes generation)

Żarczyńska-Dobiesz, Agnieszka; Chomątowska, Barbara

doi:10.15611/noz.2016.2.16

Cited by 6 publications

(5 citation statements)

References 2 publications

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“…Regardless of the gender, the respondents felt that owning real property increases social status-50% of women (21% strongly) and nearly 60% of men (19% strongly). Generation Z is adventurous, open-minded, critical and mobile, while having a strong need for security [72]. This confirms the priority given to ownership that is firmly persistent in Poland, which-in the social perception-makes its alternative of renting accommodation a worse, temporary solution, suitable for young people and lacking in prestige [63][64][65].…”

Section: Research Results and Discussionmentioning

confidence: 58%

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Owning versus Renting a Home—Prospects for Generation Z

Napiórkowska-Baryła,

Świdyńska,

Witkowska-Dąbrowska

2024

Sustainability

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The Sustainable Development Goals (SDG) include sustainable cities and communities. The availability of housing for young people is a contemporary global problem, and the severity of housing problems for young people in many countries is widely discussed and raises important policy questions. Generation Z, described as digital, critical, adventurous, open-minded and, above all, mobile people, is now entering adulthood. The study attempted to identify the housing preferences of young people to determine whether they prefer renting a flat or owning one. Although generation Z differs from older generations in many respects, their perception of the housing issue does not differ significantly from the attitudes presented by older generations. The dominant model of the housing system in Poland, the non-commodified-familial model, which prefers ownership over renting, is also shared by the youngest generation. Hence, the conclusion addressed to the public authorities and the financing system is to enable the expansion of the credit offer supported by a long-term savings plan aimed at young people. Renting as an alternative way of securing housing needs is also perceived positively, with nearly 80% of respondents stating that they would be able to live in rented accommodation, mainly due to greater mobility, rising property prices and reluctance to take out a long-term loan. Hence, we suggest the need to support institutional renting along the lines of other countries with similar housing systems.

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Section: Research Results and Discussionmentioning

confidence: 58%

“…It is related to the shaping of consumers and their needs, preferences and purchase plans [71]. This may also indicate the effect of the "paradox generation", as Generation Z is referred to [72].…”

Section: Research Results and Discussionmentioning

confidence: 99%

Owning versus Renting a Home—Prospects for Generation Z

Napiórkowska-Baryła,

Świdyńska,

Witkowska-Dąbrowska

2024

Sustainability

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“…Zatem to pokolenie Z, czyli osoby urodzone po 1990 r. (choć wielu autorów wskazuje rok 1995), należy uznać za potencjalnych założycieli startupów. Osobom tym od najmłodszych lat towarzyszyła technologia, co oznacza, że nie znają one świata bez komputera, telefonu czy elektronicznych gadżetów (Żarczyńska -Dobiesz, Chomątowska, 2014). Według raportu ManPower w 2020 r. ludzie do 26 roku życia stanowili 24% globalnej kadry pracowniczej (ManPower, 2020).…”

Section: Wstępunclassified

Postrzeganie sił napędowych determinujących zakładanie startupów przez przedstawicieli pokolenia Z w Polsce

Nigbor-Drożdż

Łukasiński

2023

Prace KGP PTG

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Celem artykułu jest określenie postrzegania sił napędowych determinujących proces zakładania startupu przez przedstawicieli pokolenia Z. Osiągnięcie tak założonego celu było możliwe dzięki dokonaniu przeglądu literatury oraz przeprowadzeniu badania ankietowego. Uzyskane wyniki zinterpretowano za pomocą narzędzi analizy statystycznej. Praktyczna część artykułu przedstawia wyniki ankiety przeprowadzonej wśród pokolenia Z. Na podstawie omawianych badań można stwierdzić, że największy wpływ na chęć zakładania startupów przez młodych ludzi mają nowe technologie, fundusze inwestycyjne, wiedza, doświadczenie oraz kontakty z osobami zakładającymi startupy i nimi zarządzającymi. Zaskakujące, że do podęcia takiej decyzji jedynie w nieznacznym stopniu motywują współpraca z uczelniami, rozwiązania instytucjonalne, akceleratory, parki technologiczne i czwarta rewolucja przemysłowa, co może wynikać z braku zrozumienia idei i zasad działania tych instytucji. Opinie kobiet i mężczyzn z pokolenia Z dotyczące wpływu sił napędowych determinujących do zakładania startupów są istotnie różne. Opisane tu badania są jednymi z pierwszych tego typu badań w Polsce i stanowią inspirację dla przeprowadzenia kolejnych. Wartością artykułu jest określenie sił napędowych determinujących ankietowanych przedstawicieli pokolenia Z do założenia startupu. Z kolei wskazane przez badanych niedoceniane siły sugerują konieczność wprowadzenia edukacji w tym zakresie.

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“…They are eager to learn about and discover new things, manifested, among others, by a willingness to communicate with other cultures, take on foreign internships, apply new work methods and Company Culture Matters Wioleta Kucharska (Ed.) improve established processes (Graczyk- Kucharska, 2019;Lazányi & Bilan, 2017;Żarczyńska-Dobiesz & Chomątowska, 2016).…”

Section: Person-organization Fit Of Generation Zmentioning

confidence: 99%

A person-organization fit Model of Generation Z: Preliminary studies

Graczyk-Kucharska¹,

Erickson²

2020

JEMI

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The study looks at developing a person-organization fit model based on the unique characteristics of the new generational cohort, Generation Z, now entering the workforce. Theory suggests competitive advantage may come to a firm based on its unique human capital, the human resources it employs and develops. Further, organizations will be more successful in attracting the valuable employees they seek if they can provide a workplace appealing to them in terms of organizational values, culture, and other aspects that may also include more familiar enticements such as pay and benefits. To address the gap, this pioneering study investigates the context of person-organizational culture for the Z Generation entering the labor market. The key questions answered by the authors when describing the Person-Organization Fit Framework for Generation Z include the differences in how organizational culture appeals to Gen Z men and Gen Z women. The research results are presented in three steps: an analysis of workplace environment elements for Gen Z, correlation analysis between the workplace environment elements required by Gen Z, and presentation of a Person-Organization Fit Framework for Gen Z. From a sample of 3393 students at technological secondary schools in the Wielkopolska Region, the survey results provided evidence of the workplace preferences for this cohort. In addition, results were further analyzed for differences in gender and intended profession. For this region, Generation Z has variable individual needs and wants, some of which can be easily identified (gender, profession) but some of which may be less clear. These research results may be used for designing appealing workplaces taking into account person-organization needs for young people. Based on this novel research, organizations employing the resulting work framework for Gen Z will be better prepared to consider the nature and communication of what they have to offer as well as how they can be flexible in adapting these offerings to unique individuals.

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Zarządzanie pracownikami z pokolenia paradoksów (Managing the workforce from the full of paradoxes generation)

Cited by 6 publications

References 2 publications

Owning versus Renting a Home—Prospects for Generation Z

Owning versus Renting a Home—Prospects for Generation Z

Postrzeganie sił napędowych determinujących zakładanie startupów przez przedstawicieli pokolenia Z w Polsce

A person-organization fit Model of Generation Z: Preliminary studies

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