Generation Z (Gen Z) is the young generation born between the mid-1990s and 2010s. They are now entering the market and starting their first jobs. Therefore, managers must shape the company workplace ...environment to encourage young employees to work efficiently and connect their future with the company. Only then will both managers and employees share mutual satisfaction from collaboration and aim at the common target, which should be the prosperity of the company. This book presents research results and techniques for analysing the working expectations and needs of Gen Z. The analyses were made in various countries in Europe: The Czech Republic, Latvia, Poland, and Portugal. The book contains chapters that present the analysis results and technical chapters that outline modern methods of analysis of management data, including tutorial chapters on machine learning, which currently makes a strong appearance in research in various disciplines. This volume will be of interest to researchers, academics, practitioners, and students in the fields of management studies, research methods, and human resource management.
Generation Z (Gen Z) is the young generation born between the mid-1990s and 2010s. They are now entering the market and starting their first jobs. Therefore, managers must shape the company workplace ...environment to encourage young employees to work efficiently and connect their future with the company. Only then will both managers and employees share mutual satisfaction from collaboration and aim at the common target, which should be the prosperity of the company. This book presents research results and techniques for analysing the working expectations and needs of Gen Z. The analyses were made in various countries in Europe: The Czech Republic, Latvia, Poland, and Portugal.The book contains chapters that present the analysis results and technical chapters that outline modern methods of analysis of management data, including tutorial chapters on machine learning, which currently makes a strong appearance in research in various disciplines. This volume will be of interest to researchers, academics, practitioners, and students in the fields of management studies, research methods, and human resource management.The Open Access version of this book, available at www.taylorfrancis.com, has been made available under a Creative Commons Attribution-NonCommercial-No Derivatives 4.0 license.
Abstract
This study proposes the Structured Multi-criteria Model of Self-Managed Motivation in Organizations based on happiness at work. Employees need to be motivated in order to be efficient at ...doing a particular task at the workplace. As young people born between 1995 and 2004, called Generation Z, enter the labour market, it is essential to consider how employees’ motivation might be affected. In the article a quantitative approach was used to collect new data from 200 Polish respondents completing an online survey. The research was conducted before and during the pandemic time. We report and analyze the survey results conducted in Poland among the representatives of Generation Z, who had been employed for at least 6 months. We developed and validated a new approach to motivation using methodologies called Factor Analysis. Based on empirical verification, we found a new tool that connects employee motivation and selected areas of the Hygge concept called
Hygge Star Model
, which has the same semantics before and during Covid-19 pandemic.
The risk of professional burnout is constituted by job-related as well as individual factors. The latter involve affective temperament, which influences the perception of job-related stress. The aim ...of the present study was to assess the affective temperament, the level of job stress and professional burnout, as well as the relationships between these variables, in public servants and nurses.
100 civil servants and 100 nurses were enrolled in the study. Affective temperament and burnout were assessed by means of TEMPS-A and MBI questionnaires, respectively. To measure the level of job-related stress, we have designed a 6-item self-reported questionnaire, which considered stressors common for both professions.
Compared to the civil servants, nurses showed higher rate of anxious temperament and experienced greater intensity of job-related stress. The groups did not differ in the intensity of burnout symptoms. The rates of cyclothymic and anxious temperaments correlated with the intensity of stress, and burnout symptoms in the group of nurses. Within the civil servants group, the level of stress correlated with intensity of burnout, however no correlations with affective temperament were observed. The regression analysis performed in both groups revealed the significant effect of stress and cyclothymic temperament on burnout, while the effect of anxious temperament was not significant.
Cyclothymic and anxious temperaments are related to the level of experienced job stress and the risk of burnout. In professions like nursing, where employees show elevated rates of these temperaments, burnout prevention and stress management education is of particular importance.
The success of launching of a new product on the market depends largely on the activities that are undertaken by the manufacturer. The brand, the positive image of the manufacturer, quality, ...innovation, technology, the low cost of manufacturing, the well-balanced product price, and the degree of fulfilment of customer expectations all determines the success of a business. The traditional New Product Development (NPD) model in which companies are entirely responsible for producing new product ideas and for determining which products should finally be marketed is progressively being challenged by academics and practitioners alike working in the field of innovation management. The main aim of this article is to present the traditional NPD model and the different dimensions of the NPD strategy. In this article, the authors provide a short empirical study to explore the issue of how the NPD process is run in Polish private medical businesses.
In 1991, a process of profound changes in financing and organisational empowerment of health care institutions in Poland was initiated. Functions of supplying with funds (the payer, i.e. the health ...insurance institution) were taken over by Health Insurance Funds (later the National Health Fund). As a rule, the issues of remuneration and motivation in hospitals are governed by the remuneration regulations. However, the hospital’s regulations offer some possibilities to managing persons (directors/managers of hospitals) in the development of systems related to increasing the motivation of its employees. The main objective of this article is to identify and assess the systems of motivation of employees of internal pharmacies in public hospitals in Poland. The article formulates the desired directions of changes in this regard. The survey method were used. A total of 60 people employed at hospital pharmacies took part in the study. The results of research indicate the functioning of traditional systems of remuneration among pharmacists (pharmacy managers and employees) in hospitals. The internal structure of remuneration of employees is not very fragmented and employee engagement and motivation of employees are clearly smaller here.
Unfortunately there is no golden recipe for success. It frequently happens that even firms which have; it would seem; a foolproof strategy – sometimes go bankrupt. Nevertheless; the realization of ...proper strategies considerably helps conduct business activity. Nowadays only those enterprises have a chance to achieve success which are fully capable of satisfying the needs of their purchasers. Therefore; they must achieve a leading position in at least one respect if they want to win themselves customers. Focusing on the key success factors in the combination with achieving perfection in one particular field opens way to success. Therefore; the identification of the key success factors is inseparably linked with the process of developing the strategies for an organization. The aim of the present article is to show that it is possible to identify particular factors which have resulted in the competitive advantage of the enterprises which have achieved success by subjecting such enterprises to research. Among others; the method of case study was used to describe the way to success and to identify the key factors of success of enterprises: Bullet Solutions; Nike and Inglot.
The main goal of the article is to examine the attractiveness of modern systems and concepts of motivating and remunerating such as cafeteria systems, the concept of work-life-balance and the concept ...of „hygge”. The study characterizes each generation on the basis of the selected criteria, the review of cafeteria systems as flexible remuneration systems and work-life-balance systems. An attempt was also made to describe the Scandinavian concept of „hygge” as happiness at work as the concept particularly useful in building motivation to work. The study presents fragmentary results of a survey conducted in March 2017 among 121 students of the Management faculty, according to the criterion of belonging to the generation Y.
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