{"id":1188,"date":"2022-03-23T11:56:02","date_gmt":"2022-03-23T11:56:02","guid":{"rendered":"https:\/\/inclusiveworkplace.eu\/2022\/03\/23\/intergenerational-conflict-in-the-workplace-what-is-the-apple-of-discord\/"},"modified":"2022-11-09T14:48:27","modified_gmt":"2022-11-09T14:48:27","slug":"intergenerational-conflict-in-the-workplace-what-is-the-apple-of-discord","status":"publish","type":"post","link":"https:\/\/inclusiveworkplace.eu\/sk\/2022\/03\/23\/intergenerational-conflict-in-the-workplace-what-is-the-apple-of-discord\/","title":{"rendered":"Medzigenera\u010dn\u00fd konflikt na pracovisku: \u010do je jablkom sv\u00e1ru?"},"content":{"rendered":"\n<p>Dne\u0161n\u00e9 pracovisko je charakteristick\u00e9 koexistenciou r\u00f4znych gener\u00e1ci\u00ed, od Baby Boomers (alebo dokonca Veter\u00e1nov) a\u017e po Zoomerov, ktor\u00e9 pracuj\u00fa bok po boku, a s\u00fa tak konfrontovan\u00e9 s potenci\u00e1lnymi konfliktn\u00fdmi situ\u00e1ciami vypl\u00fdvaj\u00facimi priamo z ich genera\u010dn\u00fdch rozdielov. Ak\u00e9 s\u00fa v\u0161ak zdroje tak\u00fdchto konfliktov?<\/p>\n\n\n\n<!--more-->\n\n\n\n<p>\u0160t\u00fadia Uricka a kol. publikovan\u00e1 v roku 2016 vydavate\u013estvom Oxford University Press sk\u00famala tento fenom\u00e9n prostredn\u00edctvom rozhovorov so vzorkou 56 odborn\u00edkov &#8211; 28 z nich s priemern\u00fdm vekom 29 rokov a 28 s priemern\u00fdm vekom 71 rokov &#8211; s cie\u013eom presk\u00fama\u0165 povahu medzigenera\u010dn\u00fdch konfliktov vr\u00e1tane faktorov, ktor\u00e9 ich ovplyv\u0148uj\u00fa, a strat\u00e9gi\u00ed pou\u017e\u00edvan\u00fdch na ich rie\u0161enie.<\/p>\n\n\n\n<p>Boli identifikovan\u00e9 tri typy konfliktov, ako aj tri strat\u00e9gie pou\u017e\u00edvan\u00e9 na ich rie\u0161enie.<\/p>\n\n\n\n<p>Kateg\u00f3rie sa pod\u013ea zdroja nap\u00e4tia daj\u00fa rozdeli\u0165 takto:<\/p>\n\n\n\n<ul>\n<li>Nap\u00e4tie zalo\u017een\u00e9 na hodnot\u00e1ch. Vypl\u00fdva z konfliktu medzi tradi\u010dn\u00fdmi a progres\u00edvnymi ide\u00e1lmi, ke\u010f\u017ee mlad\u0161ia vzorka pova\u017euje star\u0161iu za konzervat\u00edvnu a menej akceptuj\u00facu rozmanitos\u0165, zatia\u013e \u010do star\u0161ia vzorka pova\u017euje mlad\u0161iu za politicky liber\u00e1lnej\u0161iu a menej vlasteneck\u00fa.<\/li>\n\n\n\n<li>Nap\u00e4tie zalo\u017een\u00e9 na spr\u00e1van\u00ed. Vych\u00e1dzaj\u00fa z toho, ako jednotliv\u00e9 gener\u00e1cie vn\u00edmaj\u00fa in\u00e9: mlad\u0161ia gener\u00e1cia pova\u017euje t\u00fa star\u0161iu za pr\u00edli\u0161 zameran\u00fa na pr\u00e1cu, neochotn\u00fa pou\u017e\u00edva\u0165 technol\u00f3gie a neschopn\u00fa prisp\u00f4sobi\u0165 sa s\u00fa\u010dasn\u00fdm m\u00e9di\u00e1m, zatia\u013e \u010do star\u0161ia gener\u00e1cia pova\u017euje t\u00fa mlad\u0161iu za privilegovan\u00fa, pova\u017euj\u00facu technol\u00f3gie za samozrejmos\u0165 a neschopn\u00fa efekt\u00edvne komunikova\u0165.<\/li>\n\n\n\n<li>Nap\u00e4tie zalo\u017een\u00e9 na identite. Pod\u013ea tohto typu konfliktu m\u00e1 mlad\u0161ia vzorka pocit, \u017ee star\u0161ia chce, aby sa viac orientovali na pr\u00e1cu, zatia\u013e \u010do star\u0161ia skupina sa domnieva, \u017ee mlad\u0161ia ich pova\u017euje za workholikov.<\/li>\n<\/ul>\n\n\n\n<p>Na zvl\u00e1dnutie medzigenera\u010dn\u00e9ho konfliktu boli identifikovan\u00e9 tri strat\u00e9gie:<\/p>\n\n\n\n<ul>\n<li>Strat\u00e9gia orientovan\u00e1 na \u00faspechy. T\u00e1 spo\u010d\u00edvaj\u00fa v pou\u017e\u00edvan\u00ed \u0161t\u00fdlu komunik\u00e1cie, ktor\u00fd preferuje druh\u00e1 genera\u010dn\u00e1 skupina, na zmiernenie konfliktu a v zd\u00f4raz\u0148ovan\u00ed dosiahnut\u00fdch spolo\u010dn\u00fdch cie\u013eov, aby sa zv\u00fd\u0161ila d\u00f4vera.<\/li>\n\n\n\n<li>Strat\u00e9gia orientovan\u00e1 na imid\u017e. T\u00e1to strat\u00e9gia zah\u0155\u0148a kontrolu vlastn\u00e9ho imid\u017eu prostredn\u00edctvom riadenia zdie\u013ean\u00fdch inform\u00e1ci\u00ed a &#8222;zvidite\u013e\u0148ovania sa&#8220;, \u010do m\u00f4\u017ee spo\u010d\u00edva\u0165 v obliekan\u00ed sa pod\u013ea pracovn\u00e9ho dress k\u00f3du alebo pr\u00e1ce v \u0161tandardnom pracovnom \u010dase.<\/li>\n\n\n\n<li>Strat\u00e9gie orientovan\u00e9 na ego. Spo\u010d\u00edvaj\u00fa v interakcii s kolegami z r\u00f4znych gener\u00e1ci\u00ed tak\u00fdm sp\u00f4sobom, aby sa chr\u00e1nili vlastn\u00e9 osobn\u00e9 potreby, alebo v \u00fastupe z potenci\u00e1lnych konfliktn\u00fdch situ\u00e1ci\u00ed, aby sa predi\u0161lo nap\u00e4tiu.<\/li>\n<\/ul>\n\n\n\n<p>Hoci \u00fastrednou t\u00e9mou tohto \u010dl\u00e1nku je konflikt, citovan\u00e1 \u0161t\u00fadia dok\u00e1zala, \u017ee medzigenera\u010dn\u00e9 nap\u00e4tie m\u00f4\u017ee ma\u0165 aj pozit\u00edvnu str\u00e1nku. Ak toti\u017e zamestnanec prisp\u00f4sob\u00ed \u0161t\u00fdl komunik\u00e1cie, vyvinie \u00fasilie by\u0165 vidite\u013enej\u0161\u00ed alebo sa zameria na spolo\u010dn\u00fd cie\u013e, aby sa vyhol konfliktu, tak\u00e9to strat\u00e9gie m\u00f4\u017eu vies\u0165 k lep\u0161\u00edm v\u00fdsledkom, lep\u0161ej spolupr\u00e1ci a vzdel\u00e1vaniu. Napriek tomu treba tie\u017e poznamena\u0165, \u017ee uveden\u00e9 zdroje konfliktov a strat\u00e9gie ich rie\u0161enia sa m\u00f4\u017eu u jednotliv\u00fdch \u013eud\u00ed l\u00ed\u0161i\u0165, preto\u017ee s\u00fa ovplyvnen\u00e9 stereotypmi a o\u010dak\u00e1vaniami, ktor\u00e9 maj\u00fa \u013eudia vo\u010di in\u00fdm gener\u00e1ci\u00e1m, a tie s\u00fa zasa ovplyvnen\u00e9 kontextov\u00fdmi prvkami, ako s\u00fa spolo\u010dnos\u0165, m\u00e9di\u00e1, hospod\u00e1rstvo, politick\u00e9 udalosti a osobn\u00e9 pracovn\u00e9 alebo \u017eivotn\u00e9 sk\u00fasenosti. Tak\u017ee\u2026 \u010co vy na to? \u010co je medzi vami a va\u0161\u00edm kolegom z inej gener\u00e1cie jablkom sv\u00e1ru?<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Dne\u0161n\u00e9 pracovisko je charakteristick\u00e9 koexistenciou r\u00f4znych gener\u00e1ci\u00ed, od Baby Boomers (alebo dokonca Veter\u00e1nov) a\u017e po Zoomerov, ktor\u00e9 pracuj\u00fa bok po boku, a s\u00fa tak konfrontovan\u00e9 s potenci\u00e1lnymi konfliktn\u00fdmi situ\u00e1ciami vypl\u00fdvaj\u00facimi priamo z ich genera\u010dn\u00fdch rozdielov. Ak\u00e9 s\u00fa v\u0161ak zdroje tak\u00fdchto konfliktov?<\/p>\n","protected":false},"author":1,"featured_media":1152,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[45,11],"tags":[],"_links":{"self":[{"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/posts\/1188"}],"collection":[{"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/comments?post=1188"}],"version-history":[{"count":2,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/posts\/1188\/revisions"}],"predecessor-version":[{"id":1722,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/posts\/1188\/revisions\/1722"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/media\/1152"}],"wp:attachment":[{"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/media?parent=1188"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/categories?post=1188"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/inclusiveworkplace.eu\/sk\/wp-json\/wp\/v2\/tags?post=1188"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}