Borisova A.A., Ryazantseva I.V., Snegirev V.A., Koval A.L.Published in:
Russian Journal of Labor Economics
– Volume 6, Number 2 (April-June 2019)



Keywords: criteria of differentiation, management decisions, theory of generations, types of employees


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Abstract:

The analysis of genesis and formation of the theory of generations, which distinguishes two main stages of development – basic and applied, is shown. Within the framework of the basic stage (from 1991 to 2000), the authors introduce criteria for differentiation of individuals into groups and determine the typological grounds that lay the characteristics of each group. It is determined that the further development of the theory of generations is associated with the active use of the selected groups for solving applied problems. The interdisciplinary nature of the application of the theory of generation is substantiated. The pool of applied problems for which the generational grouping is used is fixed. Analysis of applied research using the theory of generations allows us to conclude that the dominant ones are those in which the causal relationship between belonging to the group and the response to the management impact. Verification of relationships is carried out on the differentiation of employees in the context of generational groups. Therefore, a new research hypothesis is put forward to test the response of employees to management measures of influence applied in mixed (by generations) teams. Testing the hypothesis allows us to differentiate and identify the strength of responses to the used tools of personnel management in relation to employees belonging to different generational groups.

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