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Generation differences in work attitudes and diversity management
Milerová, Alžběta ; Mudd, Dana (advisor) ; Buriánek, Jiří (referee)
This thesis focuses on generation difference between work attitude and diversity management. The aim of this work is to describe generation differences between work attitudes and subsequently implement diversity management as a tool to improve labour productivity in working groups of diverse ages. Demographic changes lead to extension of the average life expectancy and the resulting ageing population. An ageing population has an impact on economics, as well as the social sphere. People will go into retirement later than they used to and multiple generations will encounter each other at one workplace. Diversity management should meet some of generation individual requirements to encourage their work satisfaction that could lead to higher work efficiency. Companies focused on the diversity of their work force will profit from higher competitiveness and achieve the label of socially responsible company. Data from the "Aktér 2008" research were analysed using secondary analysis. This analysis found 5 areas in which generation differences appeared. These differences were: wage value, career growth, security of work, variety of work and personal and work life balance. The field of work attitude has not been researched extensively for the time being. Research has confirmed that there are more...
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Employee Resource Groups As a Tool For Achieving LGBT Equality In Corporate Environment
Švarcová, Michaela ; Kobová, Ĺubica (advisor) ; Pavlík, Petr (referee)
Employee Resource Groups (ERG) are groups of employees based on a shared identity, background, experience or interests, which are also formally established or supported by the company's management. Although their form and activities vary, their main goal is usually to support the voice of the group within the company, as well as education, awareness or counseling. Employee Resource Groups, as one of the tools of diversity management in companies, have existed in Western countries since the 1960s, yet they are a relatively new trend in the Czech environment, as they have only appeared in local corporations in the last decade. In my thesis, therefore, through semi-structured interviews, I analyze how members of seven ERGs aimed at supporting LGBT workers understand the organizational form of these groups and how they construct their importance for achieving LGBT equality. Keywords: Employee Resource Groups, employee networks, diversity management, LGBT, work.
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Generation differences in work attitudes and diversity management
Milerová, Alžběta ; Mudd, Dana (advisor) ; Buriánek, Jiří (referee)
This thesis focuses on generation difference between work attitude and diversity management. The aim of this work is to describe generation differences between work attitudes and subsequently implement diversity management as a tool to improve labour productivity in working groups of diverse ages. Demographic changes lead to extension of the average life expectancy and the resulting ageing population. An ageing population has an impact on economics, as well as the social sphere. People will go into retirement later than they used to and multiple generations will encounter each other at one workplace. Diversity management should meet some of generation individual requirements to encourage their work satisfaction that could lead to higher work efficiency. Companies focused on the diversity of their work force will profit from higher competitiveness and achieve the label of socially responsible company. Data from the "Aktér 2008" research were analysed using secondary analysis. This analysis found 5 areas in which generation differences appeared. These differences were: wage value, career growth, security of work, variety of work and personal and work life balance. The field of work attitude has not been researched extensively for the time being. Research has confirmed that there are more...
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Workplace diversity in the company CSOB
Hekšová, Tereza ; Palíšková, Marcela (advisor) ; Němec, Otakar (referee)
This thesis deals with diversity and its level in the company CSOB. The main objective is to describe the current situation, make an analysis, identify strengths and weaknesses and come up with suggestions for the company and government, which would have positive effect on diversity. The methods used in this work include an analysis of internal documents, comparison of theory and practise and personal interview with responsible manager. The thesis is divided into two main parts, theoretical and practical. The theoretical part is based on study of literature, legislation and actual studies and focuses on definitions and theoretical bases. The practical part contains an introduction of CSOB and evaluation of the state support effectiveness. Next part is focused on description of current activities in the company that support diversity and analysis of its current level. The final part contains recommendations for the company and government that should lead to an improvement of the current situation.
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