Management of age-diverse employees in an organization with hierarchical culture on the example of Aquanet S.A.

• Autorzy: Ratajczak Joanna

Identyfikatory

DOI

10.29119/1641-3466.2020.149.44

• Języki publikacji: EN

Abstrakty

EN

Purpose: Identifying the dependence between the type of organizational culture and the level of the management of employees at different ages. Design/methodology/approach: The method of case study was applied. It has been hypothesized that the best level of managing age in an organization is guaranteed by the clan culture, which assumes cooperation, friendly work atmosphere and partnership, which is part of the assumptions of multigenerational management. Findings: It should be emphasized at this point that the type of organizational culture adopted from above is not always the one that employees of the organization display in their everyday, direct contacts. The level of age management is low in the hierarchy-like type of organizational culture. This does not mean that there cannot be single elements of age management in it. Research limitations/implications: Only one company was studied. In order to generalize research results, it is necessary to conduct research in more organizations. The research was part of the work carried out for the doctoral dissertation entitled "Conditions for managing employees of various age groups in an economic organization". Practical implications: The main recommendation is the introduction of a cafeteria system, in which benefits for individual generations would be available. Originality/value: The article presents the results of research aimed at identifying the dependence between the type of organizational culture and the level of management of employees at different ages.

Słowa kluczowe

EN

age management; multi-generational management; generations; organizational culture

PL

zarządzanie wiekiem; zarządzanie pokoleniami; pokolenia; kultura organizacyjna

• Wydawca: Wydawnictwo Politechniki Śląskiej
• Czasopismo: Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Śląska
• Rocznik: 2020
• Tom: z. 149
• Strony: 531--538
• Opis fizyczny: Bibliogr. 6 poz.

Twórcy

autor

Ratajczak Joanna

• Poznań University of Economics and Business

Bibliografia

• 1. Cameron, K.S., Quinn, R.E. (2015). Kultura organizacyjna – diagnoza i zmiana. Model wartości konkurencyjnych. Warszawa: Wolters Kluwer.
• 2. Hofstede, G., Hofstede, G.J., Minkov, M. (2011). Kultury i organizacje. Zaprogramowanie umysłu. Warszawa: PWE.
• 3. Liwiński, J., Sztanderska, U. (2013). Standardy zarządzania wiekiem w organizacjach. Warszawa: PARP.
• 4. Schein, E.H. (2010). Organizational culture and leadership. San Francisco: Joessey-Bass A Wiley Imprint.
• 5. Stańczyk, S. (2008). Nurt kulturowy w zarządzaniu. Wrocław: Wydawnictwo Uniwersytetu Ekonomicznego.
• 6. Woszczyk, P., Warwas, I. (2016). Od zarządzania wiekiem do zarządzania międzypokoleniowego. In: J. Wiktorowicz, I. Warwas, M. Kuba, E. Staszewska, P. Woszczyk, A. Stankiewicz, J. Kliombka-Jarzyna, Pokolenia – co się zmienia? Kompendium zarzadzania multigeneracyjnego (pp. 38-55). Warszawa: Wolters Kluwer.