The different generations' commitment to organisational culture

Baranyi Hajnalka (2023) The different generations' commitment to organisational culture. Pénzügyi és Számviteli Kar.

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Absztrakt (kivonat)

My thesis aims to explore how different generations are engaged within an organisational culture and to understand the other factors as well that contribute to their commitment. Moreover, finding solutions for that how can organisational culture be optimized to meet the expectations of different generations and increase employee engagement in the workplace. I think it's a very important topic in this context and could help all generations. I explain not only about the general retention factors but as a separate administrative body what are the strengths and weaknesses and what are the real retention problems, because today's and future public administrations in Hungary face more and more increasing challenges in providing a stable labour supply and ensuring skilled and committed professionals. Attracting and retaining employees is an even more serious task, and in the current situation, these problems appear with varying intensity. Since workplaces are mostly already characterized by the presence of different generations, today's organisations must play an important role in managing intergenerational diversity and in creating a culture that supports both intergenerational cooperation and individual values. In my paper I write about literature reviews, such as organisational culture in the public administration, different generations on recent labour market and public administration, workforce retention of the generation, problems and opportunities. Moreover, in my own primary research, I present the views of people of different generations on this topic, both through a questionnaire and through expert interviews. I think that organisations should do their utmost to meet the expectations of employees of different age groups in this area of public administration. However, management should also not bury their heads in the sand and blame everything on the system, not realising that they as a community may not be doing enough for their organisational culture, the values that they can influence and shape and potentially destroy the mental environment, while employees are longing to be loved, respected, and stable leaders alongside them, I cannot stress this enough. Of course, this is equally true in reverse, that subordinatesmust work on this in exactly the same way, standing up to the manager with any problems and communicating appropriately and respectfully with the manager. The secret to true long-term commitment to the organisational culture for generations within the organisation is to ensure a sense of stability. The very word stability now encompasses the following: financial and material stability, psychological stability, and an assured stable job position. Of course, it is not easy for the organisations to maintain a healthy work-life balance in the face of the pressure of work, and many of the subordinates and managers who work there are also showing signs of fatigue and burnout. In such a situation, if the manager and the employees are able to work together to create a good atmosphere in their department, everyone will be more willing to do their job, as can be seen both from the questionnaire completed by the subordinates and from the interviews with the managers. So organisational culture has a huge role and importance in such an organisation. It is like creating a special little community within a hard shell of a nutshell, where there is a good atmosphere and employees feel comfortable. In my thesis, I conclude by summarising that the presence of a positive organisational culture is essential for an organisation.

Intézmény

Budapesti Gazdasági Egyetem

Kar

Pénzügyi és Számviteli Kar

Tanszék

Menedzsment és Vállalkozás Tanszék

Tudományterület/tudományág

NEM RÉSZLETEZETT

Szak

Gazdálkodási és menedzsment

Mű típusa:	diplomadolgozat (NEM RÉSZLETEZETT)
Kulcsszavak:	commitment, generations, organizational culture, public administration, retention
SWORD Depositor:	Archive User
Felhasználói azonosító szám (ID):	Archive User
Rekord készítés dátuma:	2024. Máj. 14. 08:10
Utolsó módosítás:	2024. Máj. 14. 08:10

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