| Abstract [eng] |
The authority of the leader is the key to success in terms of organisational productivity, innovation and employee well-being. Leadership is also closely linked to the ability to inspire, manage and engage employees in a shared vision, taking into account the fact that the organisation has a diverse group of employees of all ages and backgrounds. This reveals that authority is a complex construct consisting of personal, business and power authority, which is collectively linked to the manager's ability to understand and adapt to the organisation's culture, changing workforce trends and the demands of rapidly evolving technology. The object of the paper is the assessment of managerial authority in different generations of employees. Subject of the thesis: Assessment of managerial authority of different generations (X, Y and Z). The aim of the paper is to examine the authority of the manager from the point of view of different generations of employees. An analysis of the scientific literature suggests that a manager's authority is defined as a person's status, a set of personal qualities/traits, a universally recognised influence/power, the relationship between the manager and his/her subordinates, and the ability to persuade, influence, manage and control others. A manager's authority is composed of the following components: personal, subject matter and power/fear authority. The analysis of the different generations has helped to highlight the key characteristics of a given generation: Generation X is characterised by professional experience, stability and the ability to cooperate, Generation Y by IT management skills, and Generation Z by innovativeness, creativity, strong interpersonal skills and continuous learning. The results of the factor analysis of the study on the evaluation of managerial authority among different generations of employees show that the most important factors for Generation X in evaluating their manager's personal authority are the example of success, measured expectations, creativity and empathy. Generation Y emphasises ethical behaviour, reputation, empathy, openness and example of success. Generation Z's descriptions of an authoritative manager include self-confidence, caring, creative solutions and team spirit. Generation X emphasises psychological readiness to lead, mentoring and transformational leadership when assessing the authority of a subject leader, while Generation Y associates the authority of a subject leader with ethical behaviour, reputation, empathy, open personality and transformational leadership. For Generation Z, mentoring, continuous learning and collaboration are the key factors for managerial subject authority. On the other hand, managing employees of different generations (X, Y and Z) and their different perceptions of managerial authority. |
