Existuj\u00ed r\u016fzn\u00e1 pojet\u00ed generac\u00ed, nej\u010dast\u011bji se v\u0161ak pou\u017e\u00edv\u00e1 n\u00e1sleduj\u00edc\u00ed typologie:<\/p>\n\n\n\n
– Tradicionalist\u00e9<\/strong> (narozen\u00ed v letech 1928 a\u017e 1945)<\/p>\n\n\n\n – Baby boomers<\/strong> (narozen\u00ed v letech 1946 a\u017e 1964)<\/p>\n\n\n\n – Generace X<\/strong> (narozen\u00ed v letech 1965 a\u017e 1980)<\/p>\n\n\n\n – Generace Y<\/strong> nebo mileni\u00e1lov\u00e9 (narozen\u00ed 1981 a\u017e 1996)<\/p>\n\n\n\n – Generace Z<\/strong> (narozen\u00e1 v letech 1997 a\u017e 2012)<\/p>\n\n\n\n – Generace Alfa<\/strong> (narozen\u00e1 od po\u010d\u00e1tku roku 2010 do poloviny roku 2020)<\/p>\n\n\n\n Ka\u017ed\u00e1 z t\u011bchto generac\u00ed se narodila v jin\u00e9m obdob\u00ed a byla formov\u00e1na jin\u00fdmi historick\u00fdmi, kulturn\u00edmi a technologick\u00fdmi jevy. To tvo\u0159\u00ed d\u016fle\u017eit\u00e9 pozad\u00ed, na kter\u00e9m jednotliv\u00e9 generace vyr\u016fstaly. Je v\u0161ak d\u016fle\u017eit\u00e9 vyhnout se stereotyp\u016fm a je samoz\u0159ejm\u00e9, \u017ee jakoukoli typologii je t\u0159eba br\u00e1t s rezervou. V\u00edcegenera\u010dn\u00ed perspektiva n\u00e1m v\u0161ak m\u016f\u017ee b\u00fdt v mnoha ohledech tak\u00e9 ku prosp\u011bchu. P\u0159edev\u0161\u00edm v lep\u0161\u00edm pochopen\u00ed toho, jak vytv\u00e1\u0159et synergie mezi spolupracovn\u00edky r\u016fzn\u00e9ho v\u011bku a jak maxim\u00e1ln\u011b vyu\u017e\u00edt potenci\u00e1l v\u00edcegenera\u010dn\u00ed spolupr\u00e1ce. V\u017edy samoz\u0159ejm\u011b s ohledem na individualitu ka\u017ed\u00e9ho \u010dlov\u011bka.<\/p>\n\n\n\n Je v\u011bk d\u016fle\u017eit\u00fdm faktorem ovliv\u0148uj\u00edc\u00edm chov\u00e1n\u00ed na pracovi\u0161ti?<\/strong><\/p>\n\n\n\n A\u010dkoli by se z v\u00fd\u0161e uveden\u00e9ho mohlo zd\u00e1t, \u017ee v\u011bk je v\u00fdznamn\u00fdm faktorem ur\u010duj\u00edc\u00edm rozd\u00edly mezi pracovn\u00edky, v\u00fdsledky \u0159ady studi\u00ed ukazuj\u00ed, \u017ee tomu tak nen\u00ed. Pod\u00edvejme se na dv\u011b studie, kter\u00e9 ukazuj\u00ed, \u017ee genera\u010dn\u00ed rozd\u00edly nevytv\u00e1\u0159ej\u00ed z\u00e1sadn\u00ed rozd\u00edly v chov\u00e1n\u00ed pracovn\u00edk\u016f. <\/p>\n\n\n\n V roce 2014 provedl t\u00fdm americk\u00fdch univerzitn\u00edch profesor\u016f studii, kter\u00e1 vyu\u017e\u00edvala vzorek v\u00edce ne\u017e 8 000 pracovn\u00edk\u016f ze dvou organizac\u00ed. Ov\u011b\u0159ovali tvou hypot\u00e9zu, \u017ee Baby Boomers budou m\u00e9n\u011b ochotni cestovat za prac\u00ed, budou v\u00edce dodr\u017eovat pravidla a p\u0159edpisy ve srovn\u00e1n\u00ed s generac\u00ed X a mileni\u00e1ly a generace X bude m\u00e9n\u011b ochotn\u00e1 z\u016fst\u00e1vat p\u0159es\u010das. V\u00fdsledky uk\u00e1zaly, \u017ee rozd\u00edly mezi respondenty r\u016fzn\u00fdch generac\u00ed byly zanedbateln\u00e9 a jejich vliv nebyl tak v\u00fdznamn\u00fd, jak se o\u010dek\u00e1valo.<\/p>\n\n\n\n Dal\u0161\u00ed metaanal\u00fdza poch\u00e1z\u00ed z roku 2012. T\u00fdm v\u00fdzkumn\u00edk\u016f porovn\u00e1val v\u00fdsledky 20 studi\u00ed, kter\u00e9 na vzorku t\u00e9m\u011b\u0159 20 000 respondent\u016f porovn\u00e1valy chov\u00e1n\u00ed \u010dty\u0159 generac\u00ed (tradicionalist\u00e9, Baby Boomers, generace X a mileni\u00e1lov\u00e9). Metaanal\u00fdza genera\u010dn\u00edch rozd\u00edl\u016f pou\u017eila t\u0159i krit\u00e9ria t\u00fdkaj\u00edc\u00ed se pr\u00e1ce: spokojenost s prac\u00ed, organiza\u010dn\u00ed z\u00e1vazek a \u00famysl zm\u011bnit zam\u011bstn\u00e1n\u00ed. V\u00fdsledky uk\u00e1zaly, \u017ee vztah mezi genera\u010dn\u00edm hlediskem a v\u00fdsledky souvisej\u00edc\u00edmi s prac\u00ed je m\u00edrn\u00fd a\u017e mal\u00fd, v mnoha p\u0159\u00edpadech v podstat\u011b nulov\u00fd.<\/p>\n\n\n\n Jak se tedy mohou r\u016fzn\u00e9 generace vz\u00e1jemn\u011b obohatit?<\/strong><\/p>\n\n\n\n V\u00fd\u0161e uveden\u00e9 studie uk\u00e1zaly, \u017ee mnoh\u00e9 aspekty chov\u00e1n\u00ed na pracovi\u0161ti se s ohledem na v\u011bk tolik neli\u0161\u00ed. N\u011bkter\u00e9 dal\u0161\u00ed v\u00fdzkumy v\u0161ak ukazuj\u00ed, \u017ee rozd\u00edly jsou patrn\u00e9 v jin\u00fdch aspektech. Nap\u0159\u00edklad v oblasti u\u010den\u00ed a preferenc\u00ed v tom, jak p\u0159ij\u00edm\u00e1me a zpracov\u00e1v\u00e1me nov\u00e9 informace.<\/p>\n\n\n\n Zaj\u00edmav\u00e9 poznatky p\u0159in\u00e1\u0161\u00ed zpr\u00e1va Workplace Learning Report, kterou v roce 2021 sestavila spole\u010dnost LinkedIn na z\u00e1klad\u011b podn\u011bt\u016f od v\u00edce ne\u017e 5 000 odborn\u00edk\u016f na L&D, student\u016f a mana\u017eer\u016f z 27 zem\u00ed sv\u011bta. Z v\u00fdsledk\u016f vypl\u00fdv\u00e1, \u017ee hybnou silou u\u010den\u00ed se nov\u00fdm dovednostem je generace Z. Na druhou stranu generace Y si v\u00edce uv\u011bdomuje, \u017ee nov\u00e9 dovednosti jsou kl\u00ed\u010dov\u00e9 p\u0159i p\u0159echodu na jinou pozici. Nen\u00ed zcela p\u0159ekvapiv\u00e9, \u017ee r\u016fzn\u00e9 generace preferuj\u00ed r\u016fzn\u00e9 formy vzd\u011bl\u00e1v\u00e1n\u00ed. Zat\u00edmco generace Z vyhled\u00e1v\u00e1 p\u0159edev\u0161\u00edm online formu, preference tradi\u010dn\u00edho osobn\u00edho vzd\u011bl\u00e1v\u00e1n\u00ed s v\u011bkem roste. Z\u00e1sadn\u00ed zlom v\u0161ak p\u0159inesla pandemie, kter\u00e1 vynesla do pop\u0159ed\u00ed formu online vzd\u011bl\u00e1v\u00e1n\u00ed a v mnoha p\u0159\u00edpadech se jednalo o jedinou mo\u017enou formu dal\u0161\u00edho vzd\u011bl\u00e1v\u00e1n\u00ed.<\/p>\n\n\n\n P\u0159es v\u0161echny rozd\u00edly je kl\u00ed\u010dov\u00e9 p\u0159ijmout a vyu\u017e\u00edt v\u00edcegenera\u010dn\u00ed rozmanitost pro lep\u0161\u00ed t\u00fdmovou spolupr\u00e1ci. Je d\u016fle\u017eit\u00e9 si uv\u011bdomit, \u017ee v\u011bk nen\u00ed probl\u00e9m. V\u017edy je t\u0159eba hledat, jak mohu spolupr\u00e1ci p\u0159izp\u016fsobit zvl\u00e1\u0161tnostem a preferenc\u00edm, kter\u00e9 s v\u011bkem p\u0159ich\u00e1zej\u00ed. A\u0165 u\u017e se to t\u00fdk\u00e1 pou\u017e\u00edvan\u00fdch komunika\u010dn\u00edch tok\u016f, adapta\u010dn\u00edch a rozvojov\u00fdch program\u016f nebo motiva\u010dn\u00edch n\u00e1stroj\u016f.<\/p>\n\n\n\n Odkazy:<\/strong><\/p>\n\n\n\n EUROSTAT. Population structure and ageing. \u00danor 2022. Dostupn\u00e9 na: https:\/\/ec.europa.eu\/eurostat\/statistics-explained\/index.php?title=Population_structure_and_ageing<\/a><\/p>\n\n\n\n BECTON JOHN BRET at all. Generational differences in workplace behavior. Journal of Applied Social Psychology 2014, 44, s. 175-189. Dostupn\u00e9 na: https:\/\/ec.europa.eu\/eurostat\/statistics-explained\/index.php?title=Population_structure_and_ageing<\/a> https:\/\/www.researchgate.net\/publication\/264580977_Generational_differences_in_workplace_behavior<\/a><\/p>\n\n\n\n COSTANZA DAVID P. et al. Generational Differences in Work-Related Attitudes: A Meta-analysis. J Bus Psychol 27, 375\u2013394 (2012). Dostupn\u00e9 na: https:\/\/ec.europa.eu\/eurostat\/statistics-explained\/index.php?title=Population_structure_and_ageing<\/a> https:\/\/doi.org\/10.1007\/s10869-012-9259-4<\/p>\n\n\n\n LinkedIn Learning: Workplace Learning Report 2021. Skill Building in the New World of Work. Dostupn\u00e9 na: https:\/\/ec.europa.eu\/eurostat\/statistics-explained\/index.php?title=Population_structure_and_ageing<\/a> https:\/\/learning.linkedin.com\/content\/dam\/me\/business\/en-us\/amp\/learning-solutions\/images\/wlr21\/pdf\/LinkedIn-Learning_Workplace-Learning-Report-2021-EN-1.pdf<\/a><\/p>\n\n\n\n Autor:<\/strong> Zdenka Havrlikova, AVITEUM, Prague \/ Czech Republic<\/p>\n\n\n\n Odolnost je pojem, kter\u00fd se pou\u017e\u00edv\u00e1 v mnoha r\u016fzn\u00fdch oborech, v\u010detn\u011b psychologie, ekonomie, ekologie, zdrav\u00ed, sociologie nebo in\u017een\u00fdrstv\u00ed. Co to znamen\u00e1? Jak se to d\u00e1 praktikovat? Tento text je publikov\u00e1n za podm\u00ednek licence Creative Commons: CC BY-SA 2.0. Jm\u00e9no autora bude n\u00e1sleduj\u00edc\u00ed: CC BY-SA 2.0, Autor: V ka\u017ed\u00e9m p\u0159\u00edpad\u011b mus\u00ed b\u00fdt zve\u0159ejn\u011bno jm\u00e9no autora, licence a webov\u00e1 adresa p\u016fvodn\u00edho zdroje.<\/p>\n\n\n\n Podpora Evropsk\u00e9 komise p\u0159i tvorb\u011b t\u00e9to publikace nep\u0159edstavuje souhlas s jej\u00edm obsahem, kter\u00fd odr\u00e1\u017e\u00ed pouze n\u00e1zory autor\u016f, a Komise nem\u016f\u017ee b\u00fdt \u010din\u011bna odpov\u011bdnou za jak\u00e9koli pou\u017eit\u00ed informac\u00ed v n\u00ed obsa\u017een\u00fdch.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":" Koncept v\u00edcegenera\u010dn\u00edho pohledu na trh pr\u00e1ce je zn\u00e1m ji\u017e dlouho. I kdy\u017e tradi\u010dn\u00ed rozd\u011blen\u00ed generac\u00ed nemus\u00ed platit pro v\u0161echny n\u00e1rodn\u00ed a kulturn\u00ed kontexty, je p\u0159esto u\u017eite\u010dn\u00e9 se s t\u00edmto pohledem sezn\u00e1mit. M\u016f\u017ee n\u00e1m toti\u017e hodn\u011b napov\u011bd\u011bt o tom, jak pracovn\u00edci r\u016fzn\u00fdch generac\u00ed p\u0159istupuj\u00ed k d\u016fle\u017eit\u00fdm aspekt\u016fm spolupr\u00e1ce. Pat\u0159\u00ed mezi n\u011b vztah k pracovn\u00edm hodnot\u00e1m, kultura …<\/p>\n![\"\"](\"http:\/\/work.economic-literacy.eu\/wp-content\/uploads\/CC-OER-2.png\")
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