{"id":8075,"date":"2022-12-27T00:00:00","date_gmt":"2022-12-26T23:00:00","guid":{"rendered":"https:\/\/instrid.sk\/uncategorized\/mladsie-generacie-coraz-viac-tuzia-po-vypocuti\/"},"modified":"2022-12-27T00:00:00","modified_gmt":"2022-12-26T23:00:00","slug":"mladsie-generacie-coraz-viac-tuzia-po-vypocuti","status":"publish","type":"post","link":"https:\/\/instrid.sk\/en\/archiv\/mladsie-generacie-coraz-viac-tuzia-po-vypocuti\/","title":{"rendered":"Mlad\u0161ie gener\u00e1cie t\u00fa\u017eia po vypo\u010dut\u00ed. Niektor\u00ed zamestnanci sa v\u0161ak st\u00e1le boja vyjadri\u0165 svoj n\u00e1zor"},"content":{"rendered":"<p>Mileni\u00e1li spolu s Gener\u00e1ciou Z sa od predo\u0161l\u00fdch gener\u00e1cii odli\u0161uj\u00fa vo viacer\u00fdch sf\u00e9rach. Pokia\u013e ide o pracovn\u00fd \u017eivot, medzi ich po\u017eiadavky \u010doraz viac patr\u00ed akceptovanie ich n\u00e1zorov, \u010di u\u017e ide o n\u00e1vrhy, ako zlep\u0161i\u0165 pracovn\u00e9 prostredie alebo kritizovanie pravidelnej mesa\u010dnej mzdy. <strong>Medzi v\u00fdnimky nepatr\u00ed ani poukazovanie na v\u00e4\u010d\u0161ie probl\u00e9my zah\u0155\u0148aj\u00face napr\u00edklad firemn\u00e9 hodnoty.<\/strong> Ako sme p\u00edsali v na\u0161om \u010dl\u00e1nku, rolu v tom zohr\u00e1va aj to, \u017ee mlad\u0161\u00ed \u013eudia t\u00fa\u017eia viac po pocite uznania.<\/p>\n<p><strong><em>\u201eZd\u00e1 sa, \u017ee v porovnan\u00ed so star\u0161\u00edmi gener\u00e1ciami je pre t\u00fdch, ktor\u00ed ned\u00e1vno vst\u00fapili na pracovisko, ove\u013ea pohodlnej\u0161ie hovori\u0165 o flexibilite, rovnov\u00e1he medzi pracovn\u00fdm a s\u00fakromn\u00fdm \u017eivotom, f\u00e9rovosti \u010di o o\u010dak\u00e1vaniach, ktor\u00e9 maj\u00fa od svojho pracovn\u00e9ho \u017eivota,\u201c<\/em><\/strong> vysvet\u013euje pre port\u00e1l BBC profesor organiza\u010dn\u00e9ho spr\u00e1vania Martin Kilduff, ktor\u00fd p\u00f4sob\u00ed na University College London. Okrem toho dod\u00e1va, \u017ee rovnako to plat\u00ed aj pre jeho v\u00fdskumn\u00fdch asistentov, ktor\u00ed s\u00fa ove\u013ea hlasnej\u0161\u00ed, av\u0161ak v pozit\u00edvnom zmysle. Ich v\u00fdhodou je, \u017ee vedia da\u0165 najavo svoj n\u00e1zor.<\/p>\n<h3>T\u00fa\u017eba po vypo\u010dut\u00ed<\/h3>\n<p>S\u00edce mnoh\u00ed dan\u00fa vlastnos\u0165 pova\u017euj\u00fa za fenom\u00e9n s\u00fa\u010dasnosti, v\u00fdskumy z roku 2011 potvrdzuj\u00fa opak. U\u017e v tom \u010dase a\u017e 90 % pracovn\u00edkov, ktor\u00ed patrili ku Gener\u00e1cii Y, verilo, \u017ee ich n\u00e1pady stoja za vypo\u010dutie. Av\u0161ak v s\u00fa\u010dasnosti <strong>Gener\u00e1cia Z na dan\u00fa problematiku poukazuje e\u0161te viac<\/strong>.<\/p>\n<p><strong><em>\u201eGener\u00e1cia Z c\u00edti mor\u00e1lnu povinnos\u0165 prehovori\u0165 a to m\u00f4\u017ee niektor\u00fdch \u013eud\u00ed zasko\u010di\u0165, pokia\u013e nie s\u00fa zvyknut\u00ed na politiku, ktor\u00e1 rob\u00ed pracovisko nepr\u00edjemn\u00fdm,\u201c<\/em><\/strong> vysvet\u013euje Haydn Shaw, zn\u00e1my aj ako autor knihy Sticking Points: Hot to Get 4 Generations Working Together in the 12 Places They Come Apart.<\/p>\n<p>Existuje viacero d\u00f4vodov, pre\u010do dan\u00fa vlastnos\u0165 pova\u017euj\u00fa mlad\u0161ie gener\u00e1cie za prioritu. K naj\u010dastej\u0161iemu z nich patr\u00ed prin\u00e1\u0161anie vlastn\u00fdch hodn\u00f4t na pracovisko, <strong>pri\u010dom sa poukazuje aj na veci ako firemn\u00e1 etika alebo politick\u00e9 postoje<\/strong>. V\u00fdskumy \u010falej zd\u00f4raz\u0148uj\u00fa fakt, \u017ee Gener\u00e1cia Z chce pracova\u0165 najm\u00e4 pre spolo\u010dnosti, ktor\u00fdch pracovn\u00e1 sila vyzer\u00e1 rovnako r\u00f4znorodo ako ich gener\u00e1cia. V\u00fdnimkou nie s\u00fa ani ekonomick\u00e9 faktory, nako\u013eko sa v priebehu posledn\u00fdch rokov zmenili priority pracovn\u00edkov.<\/p>\n Mlad\u0161ie gener\u00e1cie t\u00fa\u017eia viac po pocite uznania. Zdroj: pexels.com\n<p>S\u00edce sa to mo\u017eno nezd\u00e1, ale niektor\u00ed z nich maj\u00fa v danom oh\u013eade \u0161\u0165astie. Niektor\u00e9 spolo\u010dnosti \u010doraz viac pon\u00fakaj\u00fa r\u00f4zne \u0161kolenia \u010di programy, ktor\u00e9 explicitne po\u017eaduj\u00fa n\u00e1zory, n\u00e1pady a sp\u00e4tn\u00fa v\u00e4zbu od mlad\u0161\u00edch kolegov. <strong>Pr\u00edkladom m\u00f4\u017eu by\u0165 iniciat\u00edvy sp\u00e4tn\u00e9ho mentorstva alebo zria\u010fovanie predstavenstiev \u201enovej gener\u00e1cie\u201c.<\/strong><\/p>\n<h3>Nes\u00falad po\u017eiadaviek<\/h3>\n<p>Av\u0161ak nie ka\u017ed\u00e1 spolo\u010dnos\u0165 sa vyzna\u010duje otvorenos\u0165ou, pri\u010dom aj vo firm\u00e1ch, ktor\u00e9 s\u00fa viac otvorenej\u0161ie, niektor\u00ed zamestnanci zis\u0165uj\u00fa, \u017ee to nie je a\u017e tak jednoduch\u00e9. Ve\u013ek\u00fa rolu v tom hr\u00e1 najm\u00e4 to, \u017ee <strong>st\u00e1le existuje mnoho zakorenen\u00fdch noriem a perspekt\u00edv poh\u00e1\u0148aj\u00face predch\u00e1dzaj\u00face gener\u00e1cie na najvy\u0161\u0161\u00edch poz\u00edci\u00e1ch<\/strong>.<\/p>\n<p>\u010eal\u0161\u00edm v\u00fdznamn\u00fdm \u010dinite\u013eom je aj to, \u017ee <strong>star\u0161ie gener\u00e1cie v porovnan\u00ed s nov\u0161\u00edmi pova\u017euj\u00fa politiku a osobn\u00fd \u017eivot za t\u00e9my, ktor\u00e9 by sa nemali rie\u0161i\u0165 na pracovisku<\/strong>. Okrem toho o\u010dak\u00e1vaj\u00fa od mlad\u0161\u00edch \u00factu, pri\u010dom Gener\u00e1cia X im vo ve\u013ekej miere vyhovela.<\/p>\n<p>V\u00fdskum \u010falej poukazuje aj na to, \u017ee mlad\u00ed za\u010d\u00ednaj\u00faci pracovn\u00edci sa vyzna\u010duj\u00fa s men\u0161ou pravdepodobnos\u0165ou, \u017ee prehovoria, nako\u013eko ich n\u00e1pady sa niekedy zvykn\u00fa pripisova\u0165 in\u00fdm<strong>. Ako probl\u00e9m to m\u00f4\u017eu vn\u00edma\u0165 najm\u00e4 marginalizovan\u00e9 skupiny<\/strong>, ktor\u00e9 sa dan\u00fdmi javmi be\u017ene stret\u00e1vaj\u00fa u\u017e len kv\u00f4li svojmu pohlaviu alebo rase.<\/p>\n<h3>Pre\u010do s\u00fa zamestnanci ticho?<\/h3>\n<p>Jeden z prieskumov uv\u00e1dza, \u017ee <strong>a\u017e 67 % zamestnancov na \u00fazem\u00ed Spojen\u00e9ho kr\u00e1\u013eovstva m\u00e1 obavy, \u017ee ich spr\u00e1vanie na pracovisku bude pova\u017eovan\u00e9 za nevhodn\u00e9<\/strong>, informuje port\u00e1l Integrity Line. V\u00fdskumu sa z\u00fa\u010dastnilo osem kraj\u00edn, pri\u010dom Ve\u013ekej Brit\u00e1nii sa prip\u00edsali najhor\u0161ie v\u00fdsledky.<\/p>\n<p>Naj\u010dastej\u0161\u00edm d\u00f4vodom, pre\u010do nevyjadria svoj n\u00e1zor je pocit, \u017ee nemaj\u00fa na to pr\u00e1vo. Dan\u00fa problematiku by mohli vyrie\u0161i\u0165 profesion\u00e1li v oblasti dodr\u017eiavania pravidiel a \u013eudsk\u00fdch zdrojov. Ich \u00falohou je vysvetli\u0165 v\u0161etk\u00fdm zamestnancom, \u017ee vyjadrova\u0165 n\u00e1zory je ich zodpovednos\u0165ou. <strong>Dospie\u0165 k tomu m\u00f4\u017eu najm\u00e4 \u010dastou komunik\u00e1ciou zah\u0155\u0148aj\u00facou \u0161kolenia, hodnotenia \u010di t\u00edmov\u00e9 stretnutia.<\/strong><\/p>\n<p>\u010eal\u0161\u00edm probl\u00e9mom je, \u017ee aj ke\u010f zamestnanci naber\u00fa odvahu vyjadri\u0165 svoj n\u00e1zor, nie v\u017edy dostan\u00fa primeran\u00fa sp\u00e4tn\u00fa v\u00e4zbu. D\u00f4le\u017eit\u00fdm faktorom je najm\u00e4 zachovanie d\u00f4vernosti, <strong>\u010di u\u017e anonymizovanou pr\u00edpadovou \u0161t\u00fadiou alebo priamou sp\u00e4tnou v\u00e4zbou<\/strong>. Dan\u00fdmi krokmi sa z\u00e1rove\u0148 m\u00f4\u017ee aj preuk\u00e1za\u0165, \u017ee vysloven\u00e9 obavy sa ber\u00fa v\u00e1\u017ene a pre\u0161etruj\u00fa sa.<\/p>\n Mnoho zamestnancov m\u00e1 obavy, \u017ee ich spr\u00e1vanie na pracovisku bude pova\u017eovan\u00e9 za nevhodn\u00e9. Zdroj: pexels.com\n<p>Niektor\u00ed zamestnanci si v\u0161ak myslia, \u017ee na ich pracovisku nie je \u017eiaden syst\u00e9m umo\u017e\u0148uj\u00faci anonymn\u00fa komunik\u00e1ciu. Pokia\u013e ide o spolo\u010dnosti, ktor\u00e9 dan\u00fa funkciu poskytuj\u00fa, <strong>a\u017e 58 % prvotn\u00fdch hl\u00e1sen\u00ed je anonymn\u00fdch, pri\u010dom bez anonymity by nemuseli vyjs\u0165 najavo<\/strong>. V s\u00fa\u010dasnosti dokonca existuj\u00fa syst\u00e9my digit\u00e1lneho pod\u00e1vania spr\u00e1v, ktor\u00e9 umo\u017e\u0148uj\u00fa obojsmern\u00fa anonymn\u00fa komunik\u00e1ciu predkladaj\u00facu podporn\u00e9 d\u00f4kazy.<\/p>\n<h3>D\u00f4vody, pre\u010do vyjadri\u0165 svoj n\u00e1zor<\/h3>\n<p>Pokia\u013e zamestnanci ml\u010dia, spolo\u010dnos\u0165 v mnoh\u00fdch pr\u00edpadoch prich\u00e1dza o u\u017eito\u010dn\u00e9 n\u00e1pady, ktor\u00e9 m\u00f4\u017eu ovplyvni\u0165 jej zisk, dod\u00e1va port\u00e1l Inspired eLearning. Okrem toho vyjadrenie n\u00e1zorov m\u00f4\u017ee poskytn\u00fa\u0165 aj lep\u0161ie z\u00e1kazn\u00edcke sk\u00fasenosti \u010di pr\u00edpadne vyvarovanie sa probl\u00e9mom. <strong>Jeden z negat\u00edvnych pr\u00edkladov, kedy sa obavy zamestnancov pova\u017eovali za ignorovan\u00e9 \u010di dokonca trestan\u00e9, dospel k tomu, \u017ee Boeing nasadil lietadl\u00e1 s chybn\u00fdmi syst\u00e9mami.<\/strong><\/p>\n<p>Medzi d\u00f4le\u017eit\u00e9 zlo\u017eky patr\u00ed aj podie\u013eanie sa na formovan\u00ed firemnej kult\u00fary. K\u013e\u00fa\u010dov\u00fa rolu zohr\u00e1va najm\u00e4 vplyv jednotlivca v r\u00e1mci cel\u00e9ho pracoviska. Nielen\u017ee sa jeho n\u00e1zory pren\u00e1\u0161aj\u00fa na in\u00e9 oddelenia, ale dokonca aj k pracovn\u00edkom na ved\u00facich poz\u00edci\u00e1ch. Netreba v\u0161ak zab\u00fada\u0165 na to, \u017ee <strong>nespr\u00e1vny druh pren\u00e1\u0161ania n\u00e1zorov m\u00f4\u017ee dospie\u0165 a\u017e k \u0161ikane alebo mikroagresii<\/strong>.<\/p>","protected":false},"excerpt":{"rendered":"<p>Mileni\u00e1li spolu s Gener\u00e1ciou Z sa od predo\u0161l\u00fdch gener\u00e1cii odli\u0161uj\u00fa vo viacer\u00fdch sf\u00e9rach. Pokia\u013e ide o pracovn\u00fd \u017eivot, medzi ich po\u017eiadavky \u010doraz viac patr\u00ed akceptovanie<\/p>","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[51],"tags":[],"class_list":["post-8075","post","type-post","status-publish","format-standard","hentry","category-archiv","two-columns"],"_links":{"self":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/posts\/8075","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/comments?post=8075"}],"version-history":[{"count":0,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/posts\/8075\/revisions"}],"wp:attachment":[{"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/media?parent=8075"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/categories?post=8075"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/instrid.sk\/en\/wp-json\/wp\/v2\/tags?post=8075"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}