DOCSLIB.ORG

Comparing Generation X and Generation Y on Their Preferred Emotional Leadership Style

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Comparing Generation X and Generation Y on Their Preferred Emotional Leadership Style A Service of Leibniz-Informationszentrum econstor Wirtschaft Leibniz Information Centre Make Your Publications Visible. zbw for Economics Kraus, Markus Article Comparing Generation X and Generation Y on their preferred emotional leadership style Journal of Applied Leadership and Management Provided in Cooperation with: Professional School of Business & Technology, Hochschule Kempten - University of Applied Sciences Suggested Citation: Kraus, Markus (2017) : Comparing Generation X and Generation Y on their preferred emotional leadership style, Journal of Applied Leadership and Management, ISSN 2194-9522, Hochschule Kempten - University of Applied Sciences, Professional School of Business & Technology, Kempten, Vol. 5, pp. 62-75, http://www.journal-alm.org/article/view/18130 This Version is available at: http://hdl.handle.net/10419/175335 Standard-Nutzungsbedingungen: Terms of use: Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Documents in EconStor may be saved and copied for your Zwecken und zum Privatgebrauch gespeichert und kopiert werden. personal and scholarly purposes. Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle You are not to copy documents for public or commercial Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich purposes, to exhibit the documents publicly, to make them machen, vertreiben oder anderweitig nutzen. publicly available on the internet, or to distribute or otherwise use the documents in public. Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, If the documents have been made available under an Open gelten abweichend von diesen Nutzungsbedingungen die in der dort Content Licence (especially Creative Commons Licences), you genannten Lizenz gewährten Nutzungsrechte. may exercise further usage rights as specified in the indicated licence. www.econstor.eu Journal of Applied Leadership and Management 5, 62-75 62 ___________________________________________________________________________ Comparing Generation X and Generation Y on their Preferred Emotional Lead- ership Style Dipl.-Kfm. (univ.) Markus Kraus, MBA Hofer KG, Salzburg, Austria Summary Research Question: What are the differences and similarities between employees of Generation X and Gen- eration Y and do these generations prefer different emotional leadership styles? Methods: Empirical study across different organizations using an online survey to examine potential dif- ferences in the emotional leadership style preferences of Generation X and Y. Results: The results of the theoretical part demonstrate an increasing tendency of similarities between Generation X and Y with respect to work factors and work values. Furthermore, the results of the empirical part demonstrate statistically significant differences between these generational cohorts concerning the visionary leadership style, which is preferred by Generation Y. Structure of the Article: 1. Introduction; 2. Literature Review; 3. Research Methodology; 4. Empirical Results; 5. Con- clusion; 6. About the Author; 7. Bibliography Introduction have become complex. Organizations have focused their attention on effective leadership and employee satisfac- tion as potential influences on organizational success The importance of human resources to modern organiza- (Salahuddin, 2010). tions seems to be continuously growing. In times of glob- alization, organizations are open and active systems that must constantly adapt to the requirements of their envi- ronment in order to secure their existence. In 2011, the Literature Review German Corporation for Human Resource Management (DGFP) published a study emphasizing that a wide range of trends affect organizations, including: demographic A multigenerational workforce has major effects on or- development, changes in values, IT-Revolution, globali- ganizations, especially for managers and leaders, who zation, and resource scarcity ((DGFP), 2012). must be able to handle the diversity in order to operate At present, in Germany, three generations are working productively (Salopek, 2006). The importance of genera- together in organizations: the Baby Boomers, Generation tional differences within the field of organizational be- X, and Generation Y. These generations grew up in dif- havior has grown over the years. This growth has resulted ferent time periods, and it is no surprise that they there- in the recognition that generational characteristics play a fore have different worldviews, expectations, and values. significant role in how employees prefer to be led and These differences result in different preferred methods of managed (Cennamo & Gardner, 2008; Salahuddin, working and interaction (Glass, 2007). Managing gener- 2010). Jeffries and Hunte (2004) address the same issue ational differences in the workforce has become a topic by stating that the unique characteristics of generational of increasing interest for managers and researchers over groups provide leaders and managers with a starting point the last decades. Much of this interest is based on the as- from which to achieve greater understanding of their em- sumption that generations differ significantly in their ployees and their employees` leadership preferences (Jef- goals, expectations, and work values (Cennamo & Gard- fries & Hunte, 2004). ner, 2008). Generational research reaches back to 1952, when the so- Since employees are the focus of organizations, and or- ciologist Karl Mannheim described a generational group, ganizations are characterized by a generationally diverse often referred to as cohort, as a collective group of people workforce, the situation for modern leaders seems to JALM, 2017, Volume 5 63 Kraus, Generations and Leadership Style born and raised in a similar location, who have experi- The crossover effect, defined by Schewe and Noble enced similar historical and social events. According to (2000), describes the assumption that very significant this description of Karl Mannheim, people from different events (e.g. John F. Kennedy’s assassination or the Chal- generations share common experiences that influence lenger incident) effect everyone, no matter what genera- their thoughts and behavior. Therefore, a discussion of tion they belong to (Schewe & Noble, 2000). Although generational differences often considers the characteris- some researchers may say that these two effects lead tics and values of each generation (Mannheim, 1970). away from generational differences, the author of this ar- ticle agrees with Arsenault (2004), who states that these Research on generational differences has grown over the effects can be used positively to demonstrate that there years, but the definition of the term generation and the are similarities between different generations. context it is used in have remained much the same. This consistency is reflected in the work of Smola and Sutton Before exploring the characteristics of the current gener- (2002), who describe a generational group as a group of ations in the workforce, it is necessary to consider the in- people who are born in the same time span and share the consistency among researchers regarding how to best same historical and social life events and life experi- group and name the generations. The boundaries of gen- ences. Therefore, people of the same generation may ex- erational groups are generally defined by year of birth or perience the world in similar ways and share common age, but current research is inconclusive as to when one values and views (Patterson, 2007; Smola & Sutton, generation ends and a new one begins (Cennamo & Gard- 2002). This point of view is shared by Johnson and John- ner, 2008; Zemke, Raines, & Filipczak, 2000). son, who define a generation as “a group of individuals The eldest generational group is the Traditionalists, also born and living contemporaneously, who have common called Veterans or the Silent Generation. The birth scope knowledge and experiences that affect their thoughts, at- for this generation is variously reported as beginning in titudes, values, beliefs, and behaviors” (Johnson & John- 1925 and earlier and ending in 1945. The next genera- son, 2010). tional group is the Baby Boomer generation, often called One point of critique is that grouping individuals into Boomers. There is little agreement on the birth year of generations and describing general characteristics is ste- the Boomers; it is variously reported as beginning be- reotyping. Every human being is an individual and it can- tween 1940 and 1946 and ending anywhere between not be assumed that people of a generation think or act in 1960 and 1964. The following generational group is the exactly the same way (Jeffries & Hunte, 2004; Madera, Generation X or Xers. There is even less agreement on Kapoor, Kapoor, & Solomon, 2011). the time span of the birth year of this generation. The birth year begins somewhere in the early 1960s and ends Another common criticism related to generational differ- anywhere between 1979 and 1982. The next generational ences is that there is a lack of empirical research to vali- group is Generation Y, also called Millennials or Nexters. date the significance of these differences (Salahuddin, The birth year of this generation is variously stated as be- 2010). Additionally, the assumption that individuals are ginning between 1979 and 1982 and ending in the late more influenceable in their younger years is supported by 1990s (Jeffries & Hunte, 2004; Kupperschmidt, 2000; research,
Load more

Recommended publications
  • Are Millennials Really All That Different Than Generation X? an Analysis of Factors Contributing to Differences in Vehicle Miles of Travel
    Are Millennials Really All That Different Than Generation X? An Analysis of Factors Contributing to Differences in Vehicle Miles of Travel Denise Capasso da Silva Arizona State University, School of Sustainable Engineering and the Built Environment 660 S. College Avenue, Tempe, AZ 85287-3005 Tel: 480-727-3613; Email: [email protected] Sebastian Astroza Universidad de Concepción, Department of Industrial Engineering Edmundo Larenas 219, Concepción, Chile Tel: +56-41-220-3618; Email: [email protected] Irfan Batur Arizona State University, School of Sustainable Engineering and the Built Environment 660 S. College Avenue, Tempe, AZ 85287-3005 Tel: 480-727-3613; Email: [email protected] Sara Khoeini Arizona State University, School of Sustainable Engineering and the Built Environment 660 S. College Avenue, Tempe, AZ 85287-3005 Tel: 480-965-5047; Email: [email protected] Tassio B. Magassy Arizona State University, School of Sustainable Engineering and the Built Environment 660 S. College Avenue, Tempe, AZ 85287-3005 Tel: 480-727-3613; Email: [email protected] Ram M. Pendyala Arizona State University, School of Sustainable Engineering and the Built Environment 660 S. College Avenue, Tempe, AZ 85287-3005 Tel: 480-727-4587; Email: [email protected] Chandra R. Bhat (corresponding author) The University of Texas at Austin Department of Civil, Architectural and Environmental Engineering 301 E. Dean Keeton St. Stop C1761, Austin TX 78712 Tel: 512-471-4535; Email: [email protected] and The Hong Kong Polytechnic University, Hung Hom, Kowloon, Hong Kong August 2019 ABSTRACT This paper is motivated by a desire to understand and quantify the extent to which millennials are truly different in their activity-travel behavior when compared with Generation X that preceded them.
    [Show full text]
  • GENERATION INFORMATION Adapted From: the Center for Generational Studies
    GENERATION INFORMATION Adapted from: The Center for Generational Studies www.gentrends.com Baby Boomers (Born 1946-1964) Baby Boomers entered a thriving economy after WWII. The US had established itself as the preeminent power in the world. Factories were pumping out new cars and appliances. Houses were being built at a record pace. The proliferation of TVs in the 1950s forever changed the way that those growing up viewed the world. Boomers grew up feeling more secure than their parents. They began to question policies, rules and practices that had been in place for years. From this emerged civil rights protests, anti-war protests and a host of other rumbling that unsettled prior generations. Because of their size, this generation has received lots of attention. Companies focused their products. Politicians focused their messages. Rock and roll music took over the air waves. As a result, Boomers have grown up thinking the world is their oyster. As boomers entered the work place, they forever changed the way business was done. Many have taken advantage of college opportunities which raised the bar for many positions. Boomers focused on efficiency, teamwork, quality, and service. These efforts have produced a thriving “self-help” industry which feeds Boomers’ optimism and quest for eternal youth. The size of this generation continues to drive the economy and they place increasing emphasis on convenience. Financial security will remain a central issue for many, forcing thousands to work well past the age at which their parents retired. Their quest to remain eternally young will alter the face of lifestyles, the work force, consumer products, entertainment and public policy.
    [Show full text]
  • Generation X: Workplace Issues with Today’S Emerging Workforce
    Generation X: Workplace Issues with Today’s Emerging Workforce Terry A. Sanders Abstract Generation X, those persons born between 1961 and 1981, are the emerging workforce of the 1990's and beyond. This generation is the first to be born into a world where both parents are working to make ends meet, Corporate America is downsizing to work "smarter", and the world is a tumultuous place to exist. The intricacies of this generation’s upbringing have contributed to the dichotomies that make the generation unique. They exhibit an air of independence while seeking constant input as to their work product; they covet the team approach to problem solving while relishing their time away to escape and ‘do nothing’ and they are easily bored and want to change tasks while wanting to be a part of the future of their workplace. The situation remains that this is the generation that is poised to take America into the 21st. Century. Our role is to blend our workplace ideology with the Generation X philosophy of life, a task that is as interesting as any journey that America’s workplace has endeavored to go. Introduction The management and leadership of a workplace is a formidable task. Personnel, with their specific needs and expectations are neatly balanced with the needs and expectations of an organization that provides a service or expects a profit. What happens when the emerging workforce does not ‘fit’ into the existing paradigms of a corporation or governmental entity? Can you find another workforce; can the emerging workforce be ‘changed’ by placing them along side the existing workforce with the hope they will pattern their concepts to the existing ones? Generation X, the emerging workforce of the 90's is pushing the envelope of workplace structure as they exercise their concepts of how things are done.
    [Show full text]
  • Comparison of Millennials, Generation X, and Baby Boomers Attitudes Toward Preventive Health Information: a Social Media Emphasis
    Comparison of Millennials, Generation X, and Baby Boomers Attitudes Toward Preventive Health Information: A Social Media Emphasis Joe Cangelosi, [email protected] David Kim, [email protected] * Ken Griffin, [email protected] Ed Ranelli, [email protected] Introduction and basic definitions In the US much attention is focused on cohort value systems where the generational cohorts the consumer was born into are measured and compared. The idea is that persons of the same generation have similar experiences that are significant enough to shape their attitudes and values. These tendencies are somewhat consistent and last throughout the consumer’s life. The interest in cohort value systems arises because of the relatively stable characteristics of cohorts that can be used to predict consumer behavior (Berkowitz 2017). This study compares the generational cohorts of Baby Boomers, Generation-X, and Millennials concerning their attitudes toward (1) the use of preventive health care information (PHCI), (2) the significance of social media, and (3) social networking methods in accessing preventive health information. Preventive Health Care (PHC) is care resulting from the awareness and efforts a person undertakes to enhance and preserve physical, mental, and emotional health for today and the future (Cangelosi & Markham, 1994). At the broadest level, PHC includes over-the-counter prescriptions, programs to curb smoking or overeating, and advanced genetic testing to identify a predisposition to certain cancers and other health issues. It also includes innovative products such as wrist watches to track biometric data. The potential impact and significance of PHCI is evidenced by the staggering health care costs estimated at $3.65 trillion in 2018.
    [Show full text]
  • The Interaction Between Multigenerational Advisors
    THE ADVISING WORKPLACE: GENERATIONAL DIFFERENCES AND CHALLENGES Margaret (Peg) J. Steele [email protected] Virginia N. Gordon [email protected] The Ohio State University NACADA 2004 SESSION’S PURPOSE To examine how generational differences influence our communication patterns, attitudes, and behaviors in the advising workplace. We will: • Provide an overview of the characteristics of different generations now working as academic advisors and how our histories, experiences, and values influence how we interact. • Discuss how advisors can use this knowledge to work together more effectively and how to incorporate generational preferences into our workplace and training programs. NACADA 2004 FOUR GENERATIONS IN THE ADVISING WORKPLACE • TRADITIONALISTS – 1934-1945 (59-70 yrs. old) • BABY BOOMERS – 1946–1964 (58-40 yrs. old) • GENERATION X – 1965-1980 (39-24) • MILLENNIALS – 1981-2000 (23-4) Lancaster & Stillman, 2002 NACADA 2004 CUSPER, THE FRIENDLY GHOST A “cusper” is a person positioned between two generations. Types of Cuspers: • Traditionalist/Baby Boomer (born 1940- 1945) • Baby Boomer/Generation Xer (born 1960- 1965 • Generation Xer/Millennial (born 1975-1980) “Because Cuspers stand in the gap between the two sides, they become naturals at mediating, translating and mentoring.” Lancaster & Stillman, 2002 NACADA 2004 QUALIFIER!! The generational descriptions used in this presentation are from the literature and are only intended to be general guidelines. “A generational identity is a state of mind shaped by many events and influences.” Only you can define into what generation you fit. Lancaster & Stillman, 2002 NACADA 2004 NACADA ADVISING ADMINISTRATORS WORKPLACE SURVEY • Respondents: 69% Boomers (58-40 yrs. old) 24% Gen Xers (39-24 yrs.
    [Show full text]
  • Gen X Vs. Gen Z
    Gen X vs. Gen Z Who Spawned This Generation?????? Agenda • Generation • Classification of Generation • Generational Key Historical Events • Generational Traits • Generation are Shaping Education/Workplace What is a generation? • A group of people who are roughly the same age and who were influenced by a set of significate events. These experiences supposedly create commonalities, making those in the group more similar to each other and more different from other groups and from groups of the same age in the past. Classification of Generation • Traditionalist 1925 – 1945 73 - 93 • Baby Boomers 1946 – 1964 54 - 72 • Generation X 1965 – 1980 38 - 53 • Generation Y (Millennials) 1980 – 2000 18 - 38 • Generation Z 2001 Silent Generation/Traditionalist born before 1946 Traditionalists Words of Wisdom Traditionalist Depression Patriotic Pearl Harbor Dependable World War II Conformist Cold War Era Respect Authority Cuban Missile Crisis Rigid Children were “seen, but not heard” Social and Financially Conservative Solid Work Ethic Baby Boomers (born 1946 – 1964) Baby Boomers • Assassinations of John, and Robert • Workaholic Kennedy and Martin Luther King Jr. • Idealistic • First Man on the Moon • Competitive • Watergate • Loyal • Vietnam War • Materialistic • Protests and Sit-Ins • Seeks personal fulfillment Generation X/ Busters born 1965 - 1980 Generation X • AIDS Epidemic • Self-reliant • Space Shuttle Challenger Catastrophe • Adaptable • Fall of the Berlin Wall • Cynical • Oklahoma City Bombing • Distrust Authority • Bill Clinton-Monica Lewinsky
    [Show full text]
  • Generation X and the Invention of a Third Feminist Wave
    GENERATION X AND THE INVENTION OF A THIRD FEMINIST WAVE by ELIZABETH ANN BLY Submitted in partial fulfillment of the requirements For the degree of Doctor of Philosophy Dissertation Advisor: Dr. Renée Sentilles Department of History CASE WESTERN RESERVE UNIVERSITY January, 2010 CASE WESTERN RESERVE UNIVERSITY SCHOOL OF GRADUATE STUDIES We hereby approve the thesis/dissertation of _____________________________________________________ candidate for the ______________________degree *. (signed)_______________________________________________ (chair of the committee) ________________________________________________ ________________________________________________ ________________________________________________ ________________________________________________ ________________________________________________ (date) _______________________ *We also certify that written approval has been obtained for any proprietary material contained therein. Copyright © 2009 by Elizabeth Ann Bly All rights reserved iii For Gabe, Kristin, and Xoe And in memory of Judith Northwood (1964-2009) iv TABLE OF CONTENTS LIST OF ILLUSTRATIONS viii ACKNOWLEDGEMENTS ix ABSTRACT xiii INTRODUCTION 1 White Grrrls 7 ―We Don‘t Need Another Wave‖ 11 Generation X, Feminism, and Contemporary History 19 ―The Order of Things‖ 25 CHAPTER ONE: “Generation X and the 1970s Pop Cultural Discourse on „Women‟s Lib‟” 32 ―Women‘s Lib‖: The Media‘s ―Charred Bra‖ Revolution 35 A Day in the Life: ―Women‘s Lib‖ as Spectacle 38 ―And Then There‘s Maude‖: ―Women‘s Lib‖ and Adult TV 46 Women‘s Lib
    [Show full text]
  • Generations FRM18
    Thinking About Different Generations Why does it matter? !1 !2 WHAT’S YOUR GENERATION AND WHY DOES IT MATTER? In society today use of generalizations is common in many situations. Describing the spectrum of population cohorts is one used by both demographers and market researchers. You can better understand the needs and desires of those population groups if you know a little about their background and their realities/norms. !3 Who are we? In Sweet Adelines chapters, we now have SIX socially identified generations – The same challenge facing many work environments today! MIXED AGES PHOTOS !5 What are these groups? GI GENERATION also known as the BUILDERS Born 1928-1945 (ages 73+) BABY BOOMERS – Born 1946-1954 (ages 64-72) BOOMERS II - Generation Jones Born 1955-1965 (ages 53-63) GENERATION X – Born 1966-1976 (ages 42-52) GENERATION Y-Millenials – Born 1977-1994 (ages 24-41) iGen - GENERATION Z – Born 1995-2012 (ages 8-23) !6 Region #10 Membership For this presentation, a snapshot as of 09/04/18 included 635 members, with 17 dual members counted in both of their choruses. 30 members have none or impossible birthdates on file with SAI Headquarters and thus are not included in the following statistics, giving us 595 included members. !7 Region #10’s membership: 595 Members # of Region 10 Ages % of Region 10 GI Generation 103 73+ 17.14% Baby Boomers 191 64-72 32.1% Boomers II 169 53-63 28.4% Gen X 47 42-52 7.9% Gen Y 68 24-41 11.4% iGen/Gen Z 17 Under 23 2.86% 595 !8 While all designations are generalizations, here are a few details that show how demographers describe/define these groups.
    [Show full text]
  • MANAGING GENERATION X by Carolyn Wiethojf
    MANAGEMENT BASICS: MANAGING GENERATION X by Carolyn Wiethojf oday's workforce is dominated by two Adolescent Boorners were idealistic reb ls, questioning generations: "Baby Boorners" the statu quo. As they began th ir profe sional career , ("Boorners"), born between 1946 and Boomer were driven and d dicated. Boomer quat 1964, and 'Generation X" ("Gen Xers' or work with self-worth, contribution to ociety and 'Baby Busters"), born roughly between personal fulfillment. Their comp titiv nature drov 1965 and 1979. A third generation is them to aspire for higher monetary cornpensati n and beginning to enter the workforce: Generation Y titles (Cordeniz, 2002). (' Nexters" or "The Internet Generation' or "The Echo Boorners"), the eldest of whom just turned 24 Generation X's childhood was dramaticall differ­ (Rodriguez, Green & Ree, 2003). As is somewhat typical ent. Betwe n 1965 and 1977, tl1e di ore rate in of intergenerational groups, there have been substan­ America doubled. Ovtr 40% of:Xer corn from brok n tive misunderstandings between Boorners, Gen Xers, families, and 12% of elementary school children and and Gen Yers. Gen Xers have been called everything 30% of middle school childr n grew up as "latchkey from slackers to disloyal, from dumb to just plain bad kids," re ponsible for their own w lfare after school (O'Bannon, 2001). Gen Yers, often called the "MTV until their parents returned from work (Zill & Generation," are portrayed with tattoos and multiple Robinson, 1995). Gen Xers a.re accust med to great body piercings in most media outlets (Paul, 2001). On diversity in family situations, relationships, sexual the other hand, Gen Xers categorize Boorners as orientation, ethnicity, gender roles, religion, and managers that ignore ideas from employees, provide political affiliation.
    [Show full text]
  • The Study of Generations: a Timeless Notion Within a Contemporary Context
    CORE Metadata, citation and similar papers at core.ac.uk Provided by CU Scholar Institutional Repository University of Colorado, Boulder CU Scholar Undergraduate Honors Theses Honors Program Spring 2016 The tudS y of Generations: A Timeless Notion within a Contemporary Context Lauren M. Troksa University of Colorado Boulder, [email protected] Follow this and additional works at: http://scholar.colorado.edu/honr_theses Part of the American Popular Culture Commons, Cultural History Commons, Intellectual History Commons, Labor History Commons, Public History Commons, Social History Commons, and the United States History Commons Recommended Citation Troksa, Lauren M., "The tudyS of Generations: A Timeless Notion within a Contemporary Context" (2016). Undergraduate Honors Theses. Paper 1169. This Thesis is brought to you for free and open access by Honors Program at CU Scholar. It has been accepted for inclusion in Undergraduate Honors Theses by an authorized administrator of CU Scholar. For more information, please contact [email protected]. The Study of Generations: A Timeless Notion within a Contemporary Context By Lauren Troksa Department of History at the University of Colorado Boulder Defended: April 4, 2016 Thesis Advisor: Professor Phoebe Young, Dept. of History Defense Committee: Professor Phoebe Young, Dept. of History Professor Mithi Mukherjee, Dept. of History Professor Vanessa Baird, Dept. of Political Science The Study of Generations: A Timeless Notion within a Contemporary Context Author: Lauren Troksa (University of Colorado Boulder, Spring 2016) Abstract: The study of generations has been timeless. Dating as far back as Plato’s time (428 B.C.E) to present-day (2016), scholars of all fields have used generations to study large trends that emerge over time in specific groups of people.
    [Show full text]
  • The Employees of Baby Boomers Generation, Generation X
    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 ▪ Bejtkovský Jiří Abstract The corporations using the varied workforce can supply a greater variety of solutions to prob- lems in service, sourcing, and allocation of their resources. The current labor market mentions four generations that are living and working today: the Baby boomers generation, the Gen- eration X, the Generation Y and the Generation Z. The differences between generations can affect the way corporations recruit and develop teams, deal with change, motivate, stimulate and manage employees, and boost productivity, competitiveness and service effectiveness. A corporation’s success and competitiveness depend on its ability to embrace diversity and realize the competitive advantages and benefits. The aim of this paper is to present the current genera- tion of employees (the employees of Baby Boomers Generation, Generation X, Generation Y and Generation Z) in the labor market by secondary research and then to introduce the results of primary research that was implemented in selected corporations in the Czech Republic. The contribution presents a view of some of the results of quantitative and qualitative research con- ducted in selected corporations in the Czech Republic. These researches were conducted in 2015 on a sample of 3,364 respondents, and the results were analyzed. Two research hypotheses and one research question have been formulated. The verification or rejection of null research hy- pothesis was done through the statistical method of the Pearson’s Chi-square test. It was found that perception of the choice of superior from a particular generation does depend on the age of employees in selected corporations.
    [Show full text]
  • Superhero Book
    Super Heroes 2nd Edition 11/1/11 7:31 PM Page i About the Author Gina Misiroglu—also known by her code name, the Taskmistress—has authored or edited more than three dozen books in the popular culture, biography, American history, folklore, and women’s studies genres. She is the editor of the three-volume reference work American Coun- tercultures: An Encyclopedia of Nonconformists, Alternative Lifestyles, and Radical Ideas in U.S. History (2009—winner of the 2010 RUSA Award for Outstanding Reference Source) and the Encyclopedia of Women and American Popular Culture (2012), which explores women’s contribu- tions to film, television, comics, music, fashion, and graphic art. Misiroglu was the co-editor of the first edition of The Superhero Book and its companion title The Supervillain Book, both of which received numer- ous accolades from the comics and film communities, including a Top Picks selec- tion from SCOOP. She is a frequent speaker at the San Diego Comic Con, where she moderates panels for the Comics Arts Conference, a gathering of scholars who pub- lish in the American studies and popular culture genres. Super Heroes 2nd Edition 11/1/11 7:31 PM Page ii Also from Visible Ink Press American Murder: Real Miracles, Divine Intervention, and Criminals, Crime and the Media Feats of Incredible Survival by Mike Mayo by Brad Steiger ISBN: 978-1-57859-191-6 and Sherry Hansen Steiger ISBN: 978-1-57859-214-2 Conspiracies and Secret Societies: The Complete Dossier, 2nd edition Real Nightmares: True and Truly Scary by Brad Steiger Unexplained Phenomena and Sherry Hansen Steiger by Brad Steiger ISBN: 978-1-57859-368-2 eBook only The Dream Encyclopedia, 2nd edition Real Vampires, Night Stalkers, by James R.
    [Show full text]