20.500.12556/DKUM-90797 Raznolikost na delovnem mestu: Milenijci proti Generaciji z Diversity in the workplace: Milennial vs. Generation z Za današnje organizacije je ključno, da razumejo pričakovanja in zahteve mlade delovne sile ter uvedejo prilagoditve, ki so potrebne za njihovo dosego. Zato se v naši raziskavi osredotočamo na delovne vrednote kot pomemben motivacijski dejavnik v delovnem okolju. Usmerili smo se na obravnavo razlik v delovnih vrednotah med generacijama Y (milenijci) in generacijo Z ter na primerjavo teh vrednot z vrednotami izbranih mednarodnih organizacij. Cilj raziskave je ugotoviti, katere delovne vrednote so za vsako generacijo najpomembnejše in kako lahko organizacije prilagodijo svoje strategije za privabljanje in zadrževanje mladih zaposlenih. Raziskava je temeljila na kvantitativnem pristopu, pri čemer je bila uporabljena spletna anketa, izvedena med mladimi zaposlenimi in študenti iz Slovenije ter Erasmus študenti na Portugalskem. V teoretičnem delu smo opredelili temeljne pojme povezane z delovnimi vrednotami. Dodatno smo delovne vrednote preučili tudi z vidika njihovega pomena in vloge pri motiviranju posameznikov in motiviranju v organizacijah. Za potrebe raziskave smo izvedli tudi dve anketi, da smo lahko mnenje obeh generacij med seboj primerjali. Prvi vprašalnik je bil v angleškem jeziku, namenjen študentom (generaciji Z) na izmenjavi na Portugalskem. Drug vprašalnik je bil namenjen mladim zaposlenim, ki predstavljajo generacijo Y v Sloveniji. Podatke smo tudi združili in delovne vrednote generacije Y in generacije Z primerjali z vrednotami izbranih globalnih organizacij. Ugotovili smo, da med generacijami Y in Z obstajajo statistično pomembne razlike pri petih delovnih vrednotah in sicer pri vplivu na organizacijo, avtoriteti vodenja, povratnih informacij, prepoznavnosti delovnih uspehov ter vplivu na rezultate. Generacija Y močno ceni povratne informacije v delovnem okolju, vpliv, ki ga ima na organizacijo, kako močna je avtoriteta pri njihovem vodenju ter kakšen je njihov vpliv na rezultate organizacije. Poleg tega so za generacijo Y absolutno nujne delovne vrednote dostop do informacij, varnost dela in ugodnosti na delovnem mestu. Nasprotno je za generacijo Z, katerim je zelo pomembno, da so njihovi uspehi na delovnem mestu prepoznani. Pri generaciji Z pa so bile ključne vrednote dostop do informacij, ravnovesje med delom in zasebnim življenjem ter zanimivo delo. Dodatno smo izvedli tudi primerjavo delovnih vrednot generacije Y in Z z vrednotami izbranih petih mednarodnih organizacij. Primerjalna analiza je pokazala, da se generacija Z najbolje ujema z organizacijami, ki spodbujajo ustvarjalnost, fleksibilnost in dostop do informacij. Generacija Y pa išče organizacije, ki ponujajo stabilnost, podporo in priložnosti za napredovanje. Na koncu smo podali in oblikovali predloge za motiviranje mladih zaposlenih. Rezultati ponujajo pomemben vpogled v delovne vrednote mladih generacij in nudijo smernice za organizacije, kako se bolje prilagoditi njihovim pričakovanjem. For today's organizations is crucial to understand the expectations and demands of the young workforce in order to implement necessary changes in the work environment. Our research therefore focuses on work values as an important motivational factor in the workplace. We tried to answer questions about generational differences in work values of Generation Y (Millennials) and Generation Z, and to compare the stated values with selected international organizations. It seeks to establish which work values are most important to each generation and how organizations can adapt their strategies to attract and retain young employees. The research is quantitative in nature, based on an online survey carried out among young employees and students in Slovenia, as well as among Erasmus students in Portugal. In the theoretical section, we defined the key concepts relating to work values. Besides, work values in terms of their importance and role in motivating people were discussed, as well as organizational motivation. In the framework of the research, two questionnaires were carried out with the aim of comparing opinions of both generations. The first one was in English and was intended for students (Generation Z) on exchange in Portugal. The second questionnaire was intended for young employees representing Generation Y in Slovenia. We also integrated the data and compared the work values of Generation Y and Generation Z against those of selected global organizations. In a comparison of the two generations, statistically significant differences were identified in five work values between Generations Y and Z impact on the organization, authority in leadership, feedback, recognition of work successes, and impact on results. Feedback in workplace, impact on the organization, authority in leadership, and influence on organizational outcomes are highly valued by Generation Y. For Generation Y, work values such as information availability, job security, and benefits at work are the essential work values. On the other hand, workplace recognition of successes is valued highly by Generation Z. For the Generation Z, access to information was the leading factor, followed by work-life balance and interesting work. We then further compared the work values of Generations Y and Z with the ones of five selected international organizations. The comparative analysis revealed that Generation Z goes through best in organizations that have the potential to offer creativity, flexibility, and access to information, whereas Generation Y will seek organizations offering stability, support, and an opportunity to move upwards. Finally, recommendations were also done regarding the question of how to motivate young employees. The results provided an insight into the work values of the two younger generations, and these results may guide the organizations in better adaptation of their expectations. Razlike med generacijama Y in Z delovne vrednote vrednote mednarodnih organizacij dvigovanje motivacije mladega kadra. Differences between generations Y and Z work values values of international organizations raising the motivation of young staff. true true false N. Kos Slovenski jezik Angleški jezik Magistrsko delo/naloga 2024-09-23 18:04:12 2025-01-07 13:51:57 2025-01-08 03:10:50 0000-00-00 00:00:00 2024 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 331.1 221212163 Mag_Nadja_Kos-2.pdf Mag_Nadja_Kos-2.pdf 1 83C37CEF92DFCFEF8ABBE0ED4046936C 5e467fefb1e043956a833d2fc352843148126e6c1f5bf9f1a998117787676425 e8583bb1-b84f-11ef-b21d-00155d000105 https://dk.um.si/Dokument.php?lang=slv&id=187281 Ekonomsko-poslovna fakulteta 0 0 0