Abstract:

Generational diversity plays a crucial role in people management within multigenerational organizations. By effectively leveraging the potential of different employee groups, it is possible to build a competitive advantage. However, this requires understanding the attitudes, behaviors, and expectations toward employers held by representatives of different generations in the labor market. The article focuses on diagnosing work-related expectations among Generation Y and Generation Z. The choice of these generations stems from the fact that they currently represent the dominant group of employees in the labor market.