T. Blyznyuk. Generational theory in personnel management.

Abstract

Modern theory and practice of personnel management should consider the impact of such dynamic components as changes of organizational personnel that are caused by the processes of globalization and internationalization, urbanization of lifestyle, demographic imbalance, aging nations, worsening environmental problems and the effects of technological revolutions. The purpose of this article is to adapt the basic aspects of generational theory to the domestic practice of personnel management, with considering value-oriented approach and humanistic paradigm. Generational theory is based on the main categories such as «generation» and «values», the essence and the basic characteristics of them are reviewed. Each generation has its own generational values which differ from the values of other generations, formed in previous or subsequent periods. Generational values of representatives of a generation in different countries are universal. There are four «conversion» in within one generational cycle: rise, revival, destruction and crisis. Each generation has the experience of going through all four conversions, but the turning points of each generation are experiencing at different ages. During adulthood each generation forms its archetype. Four major archetypes of generations (prophets, nomads, heroes and artists) are identified. The main characteristics of four modern generations of Ukrainian adults (generational values, the period of birth and archetype) are systematized; the main methods for the non-material motivation of each generation are identified. Adaptation of the basic aspects of generational theory under value-oriented approach to national personnel management practices in the long run will be allowed to manage effectively organizational personnel on basis of humanistic paradigm.