The Changing Values of Generation Y and Z. Impact on Personnel Management

Diploma Thesis from the year 2019 in the subject Leadership and Human Resource Management - Leadership, grade: 1,0, Management School Wiesbaden, language: English, abstract: The aim of this paper is to provide an overview of the effects of changing values and preferences on personnel management, and then to develop recommendations for action that take into account the generation-specific aspects of management. This is followed by an answer to the question of what future leadership development, in light of the changing employee preferences of the newer generations, should look like. In the past decades, many theoretical approaches and perspectives on human resource management have been developed and published. They are mostly based on empirical surveys, theories or practical experience. If you look at these, you find that the trend is toward flatter hierarchies and thus more self-organization among employees. If one believes the researchers, Germany has been undergoing a change in values for several decades, which is also decisive for the world of work and management in companies. One of the most important consequences is the striving for more self-realization and self-development. Every individual has the need to understand his strengths and also weaknesses, to develop his talents as well as to contribute to society. This change in values is characterized by the attitudes of generations Y and Z, with regard to life and work concepts, changed preferences with regard to work, and the demand for more co-determination in companies. Companies are increasingly focusing on the concerns of the coming generations, as they pose new challenges for managers. Against the backdrop of the incoming generations, the question arises as to how far the already known personnel management approaches take this into account and deal with changed preferences of generations Y and Z.