Russian Federation
Russian Federation
This article examines the role of human resources in sustainable business development, analyzes the concept of employee engagement, its impact on productivity, and provides a description of the principle of engagement management. It also describes the theory of generations, including the specific features of the theory of generations in the context of the history of the USSR and Russia. The article provides a description of the methodology for studying employee engagement. It examines the relationship between the theory of generations and the level of employee engagement in the work process. The article analyzes the characteristics of different generational groups and their impact on organizational behavior. The article provides evidence of differences in each of the generation groups in terms of employee engagement, its components (initiatives, passion, and company commitment), and the motivational profile of employees. The article examines the applicability of the generational theory as a useful tool for understanding the values, motivators, and behaviors of employees of different ages and for selecting an engagement management strategy. The article offers practical recommendations for improving employee engagement, taking into account the generational differences.
laborhuman resources, sustainable development, generational theory, silent generation, baby boomers, generation X (the lost generation), generation Y (millennials), zillennials, generation Z (zombies), generation α (alpha children), engagement, engagement model, engagement components, initiative, passion, commitment, motivation, motivational profile, influencing factors, productivity
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