Human capital as a manager’s challenge. Generation Z on the labor market

Abstract

Purpose: The reason for writing this article is the still existing gap in research on the attitudes of Generation Z. In particular, on attitudes related to work, including cooperation between managers, bosses and subordinates. In the context of contemporary socio-demographic changes in the labor market, the issue of generational diversity and the challenges it presents for employers, as well as for human resource management within organizations, has become increasingly important. Members of Generation Z are ambitious and independent. Project/methodology/approach: The objectives of the article were achieved through the analysis of available texts. This method was used to research the described issue. The approach to the topic results from the specificity of the studied group, which is amorphous and, despite similar activities, does not have a developed strategy for its activity on the labor market. Findings: The research results showed that for representatives of Generation Z, professional satisfaction, although important, is less important than personal life, interests, and self-fulfillment. Very often, Generation Z representatives are ready to change jobs if they see their self-development as incompatible. Practical implications: Generation Z clearly differs in its attitudes from previous generations. For employers, this means new challenges; they will have to learn the values of Generation Z employees and try to find a model of cooperation between managers and their subordinates that will allow for the development of organizations in which the youngest generations have found employment. Social implications: The article may be a signal to management staff that Generation Z, increasingly represented on the labor market, poses new, previously unknown challenges to managers. It also shows that they can be applied in practice. Originality/value: The article discusses a problem that has so far been poorly researched in Poland. Research conducted in other countries shows that it is important for management staff. In theory, this is the first article in a series analyzing the attitudes of Generation Z on the Polish and Central European labor markets. It also shows that automatic implementation of Western European or Far Eastern solutions will not always be a solution on the Polish labor market.