MANAGEMENT OF AGE-DIVERSE TEAMS AND THE TYPE OF ORGANIZATIONAL CULTURE

Abstract

The modern world brings demographic changes that are of great importance to employers. There are currently four generations on the labour market – baby boomers, X, Y and Z, who differ in their approach to work, needs and expectations. However, good cooperation in the workplace is necessary. A appropriate solution in this case is proper management of generational diversity in the organization. However, its level depends on many factors, including the type of organizational culture. It was decided to examine this relationship. Therefore, research were conducted, the results of which showed whether and how the type of organizational culture determines the management of an age-diverse team. The purpose of the research is a recognition of relationship between the type of organizational culture and the level of age management in the organization. The research outcomes showed that the type of organizational culture is one of the factors determining the level of management of generational diversity in an enterprise. Interestingly, organizations with a clan-type culture that assumes values and practices in line with the idea of multigenerational management are not the best at managing an age-diverse team.

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