Abstract

We are witnessing a generational change in the labor market. The baby boomer generation is being replaced by the representatives of Generation Z. The different environment both generations grew up in, as well as technological advancement over these several decades, are reasons these generations have completely different characteristics. The conditions a given generation grew up in influences the needs and expectations in private and professional life. This becomes a challenge for employers who have to adjust workplaces to their requirements. Moreover, a workplace atmosphere can be the important determinant of an employer's competitiveness in the labor market. Literature studies have shown that, although there are many studies on Generation Y (preceding), there are few studies describing Generation Z (succeeding) in the labor market, thus creating a research gap. The purpose of this study was to explore how companies adapt to generational change in the labor market, i.e. to characterize both the ways and the extent to which enterprises adjust workplaces to the specificity of employees representing Generation Z. The main focus of the study were issues related to a friendly office atmosphere, the latest technology, ambassador programs, internships and apprenticeships, benefit packages, onboarding and CSR. According to the research results, enterprises make changes in order to adapt to Generation Z, however, they do not promote these changes excessively. Firms and organizations should consider developing reports on their efforts to adjust to generational change in the labor market.

Keywords: Generation Z, labor market, workplace, managing generational diversity, competitiveness, human capital, organization management

References

• Albrychiewicz-Słocińska, A., & Robak, E. (2017). Pozyskiwanie pracowników z pokolenia Y - wybrane praktyki organizacyjne z zakresu marketingu rekrutacyjnego. Zeszyty Naukowe Politechniki Częstochowskiej. Zarządzanie, 28(1), 147-161. https://doi.org/10.17512/znpcz.2017.4.1.12
• Bejtkovský, J. (2016). The employees of baby boomers generation, generation X, generation Y and generation Z in selected Czech corporations as conceivers of development and competitiveness in their corporation. Journal of Competitiveness, 8(4), 105-123. https://doi.org/10.7441/joc.2016.04.07
• Bencsik, A., Horváth-Csikós, G., & Juhász, T. (2016). Y and Z Generations at workplaces. Journal of Competitiveness, 8(3), 90-106. https://doi.org/10.7441/joc.2016.03.06
• Berkup, S. B. (2014). Working with generations X and Y in generation Z period: Management of different generations in business life. Mediterranean Journal of Social Sciences, 5(19), 218-229. https://doi.org/10.5901/mjss.2014.v5n19p218
• Biernacki, M. (2016). Oczekiwania zawodowe studentów rachunkowości z pokolenia Z. Folia Pomeranae Universitatis Technologiae Stetinensis, Oeconomica, 327(83), 15-26. https://doi.org/10.21005/oe.2016.83.2.02
• BNP Paribas. (n.d.). Strategia CSR i zrównoważonego rozwoju. Retrieved November 12, 2020 from: https://www.bnpparibas.pl/csr/strategia-csr
• Bresman, H., & Rao, V. D. (2017, August 25). A survey of 19 countries shows how generations X, Y, and Z are - and aren't - different. Harvard Business Review.https://hbr.org/2017/08/a-survey-of-19-countries-shows-how-generations-x-y-and-z-are-and-arent-different
• Cook, V. S. (2015). Engaging Generation Z students. https://sites.google.com/a/uis.edu/colrs_cook/home/engaging-generation-z-studentsr
• Dimock, M. (2019, January 17). Defining generations: Where Millennials end and Generation Z begins. Pew Research Center. https://pewrsr.ch/2szqtJz
• Domagalska-Grędys, M. (2017). Wartości w pracy młodych pokoleń Y i Z. Annals of the Polish Association of Agricultural and Agribusiness Economists, 19(2), 40-45. https://doi.org/10.5604/01.3001.0010.115
• Dolot, A. (2018). The characteristics of Generation Z. e-mentor, 2(74), 44-50, https://doi.org/10.15219/em74.1351
• Fratrieová, J., & Kirchmayer, Z. (2018). Barriers to work motivation of Generation Z. Journal of Human Resource Management, 21(2), 28-39. https://ideas.repec.org/a/cub/journl/v21y2018i2p28-39.html
• Gaidhani, S., Arora, L., & Sharma, B. K. (2019). Understanding the attitude of Generation Z towards workplace. International Journal of Management, Technology and Engineering, 9, 2804-2812.
• Gajda, J. (2017). Oczekiwania przedstawicieli pokolenia Z wobec pracy zawodowej i pracodawcy. Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu, 491, 158-171. https://doi.org/10.15611/pn.2017.491.15
• Gouws, R. H., & Tarp, S. (2017). Information overload and data overload in lexicography. International Journal of Lexicography, 30(4), 389-415. https://doi.org/10.1093/ijl/ecw030
• Half, R. (2015, August 1). Get ready for Generation Z. https://www.roberthalf.com/blog/the-future-of-work/get-ready-for-generation-z
• Harber, J. G. (2011). Generations in the workplace: Similarities and differences. Electronic Theses and Dissertations. Paper 1255. https://dc.etsu.edu/etd/1255
• Hysa, B. (2016). Zarządzanie różnorodnością pokoleniową. Zeszyty Naukowe. Organizacja i Zarządzanie/Politechnika Śląska, 97, 385-398.
• ING. (n.d.). Well - beING. Retrieved November 12, 2020 from https://raportroczny.ing.pl/sposob-pracy/well-being/
• Iorgulescu, M.-C. (2016). Generation Z and its perception of work. Cross-Cultural Management Journal, 18(1), 47-54. http://seaopenresearch.eu/Journals/articles/CMJ2016_I1_6.pdf
• Kaźmierczak, M. (2017). Innowacje w procesie adaptacji pracowniczej. In. J. Bieńkowska (Ed.), Kreatywność w praktyce biznesowej (pp. 97-112), Wydawnictwo Uniwersytetu Łódzkiego. https://doi.org/10.18778/8088-614-8.09
• Kazojć, K. (2014). Koncepcja społecznej odpowiedzialności i jej obszary w organizacjach. Studia i Prace WNEIZ US, 38(1), 57-69. http://wneiz.pl/nauka_wneiz/sip/sip38-2014/SiP-38-t1-57.pdf
• Kirchmayer, Z., & Fratričová, J. (2020). What motivates Generation Z at work? Insights into motivation drivers of business students in Slovakia. Innovation management and education excellence through vision 2020 (pp. 6019-6030). https://bit.ly/2LeFxZF
• Knight, R. (2014, September 25). Managing people from 5 generations. Harvard Business Review. https://hbr.org/2014/09/managing-people-from-5-generations
• Koulopoulos, T., & Keldsen, D. (2014). Gen Z effect: The six forces shaping the future of business. Routledge.
• Kroenke, A. (2015). Pokolenie X, Y, Z w organizacji. Zeszyty Naukowe. Organizacja i Zarządzanie / Politechnika Łódzka, 61(1202), 91-104.
• Kuczerska, D., & Smoląg, K. (2018). Oferty pracy a oczekiwania potencjalnych pracowników z pokolenia Y i Z. Zeszyty Naukowe Politechniki Częstochowskiej. Zarządzanie, 31, 134-144. https://doi.org/10.17512/znpcz.2018.3.11
• Kupperschmidt, B. R. (2000). Multigeneration employees: strategies for effective management. The Health Care Manager, 19(1), 65-76. https://doi.org/10.1097/00126450-200019010-00011
• Lazányi, K., & Bilan, Y. (2017). Generetion Z on the labour market: do they trust others within their workplace? Polish Journal of Management Studies, 16(1), 79-93. https://doi.org/10.17512/pjms.2017.16.1.07
• Levickaite, R. (2010). Generations X, Y, Z: How social networks form the concept of the world without borders (the case of Lithuania). LIMES: Cultural Regionalistics, 3(2), 170-183. https://doi.org/10.3846/limes.2010.17
• Luscombe, J., Lewis, I., & Biggs, H. C. (2013). Essential elements for recruitment and retention: Generation Y. Education+Training, 55(3), 272-290. https://doi.org/10.1108/00400911311309323
• McCrindle, M. (2014). The ABC of XYZ: Understanding the global generations (3rd ed.). McCrindle Research.
• NBP. (2019, July 4). Program "Staże Prezesa NBP" w Centrali i Oddziałach Okręgowych Narodowego Banku Polskiego. https://www.nbp.pl/home.aspx?f=/staze/2019/staze.html
• Osoian, C., & Zaharie, M. (2014). Recruitment for competencies in public and private sectors. Transylvanian Review of Administrative Sciences, 41E, 129-145. https://rtsa.ro/tras/index.php/tras/article/view/160
• Pandit, V. (2015). We are Generation Z: How identity, attitudes, and perspectives are shaping our future. Brown Books Publishing.
• Paszkiewicz, A. (2017). Młode pokolenie na rynku pracy. Jak zrozumieć pokolenie Y i wchodzące na rynek pokolenie Z? http://mondi.pl/blog/pokolenie_y/
• PKO BP. (2019, January 23). PKO Bank Polski wykorzystuje sztuczną inteligencję w rekrutacji. https://media.pkobp.pl/70901-pko-bank-polski-wykorzystuje-sztuczna-inteligencje-w-rekrutacji
• PwC. (n.d.). Program WEX ?- Wakacyjny program płatnych praktyk dla studentów I i II roku! Retrieved November 12, 2020 from https://www.pwc.pl/pl/kariera/studenci-i-absolwenci/program-wex.html
• PZU. (n.d.). Program Ambasador. Retrieved November 12, 2020 from https://www.pzu.pl/kariera/studenci/ambasador
• Seemiller, C., & Grace, M. (2016). Generation Z goes to college. John Wiley & Sons.
• Serafin, K. (2014). Motywowanie w praktyce. Studia przypadków. Wydawnictwo Uniwersytetu Ekonomicznego w Katowicach.
• Sidorcuka, I., & Chesnovicka, A. (2017). Methods of attraction and retention of Generation Z staff. CBU International Conference Proceedings, 5, 807-814. https://doi.org/10.12955/cbup.v5.1030
• Singh, A. (2014). Challenges and issues of Generation Z. IOSR Journal of Business and Management, 16(7), 59-63. https://doi.org/10.9790/487X-16715963
• Staszic Institute. (2019). Od wczasów pod gruszą po osobistego asystenta i skok na bungee. Ocena rynku świadczeń pozapłacowych w Polsce. http://instytutstaszica.org/wp-content/uploads/2019/09/Od-wczas%C3%B3w-pod-grusz%C4%85-po-osobistego-asystenta-i-skoku-na-bungee.pdf
• Top Employers Institute. (n.d.). Certyfikowani Top Employers. Retrieved November 12, 2020 from https://www.top-employers.com/pl-PL/certyfikowani-top-employers/
• Żarczyńska-Dobiesz, A., & Chomątowska, B. (2014). Pokolenie Z na rynku pracy - wyzwania dla zarządzania zasobami ludzkimi. Prace Naukowe Uniwersytetu Ekonomicznego we Wrocławiu, 350, 405-415. https://doi.org/10.15611/pn.2014.350.36
• Żarczyńska-Dobiesz, A., & Chomątowska, B. (2016). Zarządzanie pracownikami z pokolenia paradoksów. Nauki o Zarządzaniu, 2(27), 196-206. https://doi.org/10.15611/noz.2016.2.16