Purpose:The article aims to show what challenges stem from employees' generational diversity and determine the level of engagement that leaders face in a public organization, using the example of the army. Design/Methodology/Approach:To answer the research problem, an analysis of the source literature (both Polish and foreign) together with a diagnostic survey was carried out with the use of questionnaire techniques on a sample of 158 soldiersstudents and attendees of the courses conducted at the War Studies University in Warsaw. The results of the research were subjected to statistical analysis, which allowed to answer the research problem. Findings: The conducted research confirmed the existence of different thinking patterns of the representatives of generations X, Y, and Z, which constitutes a challenge for commanders in the army. The differences were noticed, especially about generation Z in the scope of interpersonal relations, teamwork, and work organization. Practical Implications: The results of the research are significant in the process of building the commitment of employees in public institutions. They reveal differences in the needs and expectations of a multigenerational team, which undoubtedly spur challenges for the leader to reconcile these needs and directly impact the level of commitment and, therefore, the ability to achieve the set goals. Originality/Value: The research provides theoretical assumptions and practical answers to encourage further research globally.

Purpose: This article discusses the possibilities and consequences of the Polish Armed Forces (which is a type of public organization) utilizing the concept of New Public Management (NPM). The key element of NPM focuses on the citizenthe customer of public services who assesses the quality of service and effects. The research aimed to evaluate the service understood as activities and the value that a citizen receives from the military units from the perspective of the need to ensure security in the time of peace. Approach/Methodology/Design: Scientific literature and results from the research among 600 inhabitants from the Polish cities and other reports were analyzed. The article contains the results of own analyses, which were carried out based on data obtained in the research conducted using a mix-mode research procedure CATI (Computer-Assisted Telephone Interviewing) and CAWI (Computer-Assisted Web Interview). Findings: To evaluate the service security offered by the armed forces, it is possible to use the Need-Feature-Benefit (NFB) principle, and its specification understood as a portfolio of implemented activities and values. The research results show that respondents who evaluated the values (like solidarity, justice, patriotism, love in human relations, conscientiousness, perseverance) higher also showed greater appreciation for the security service delivered by the armed forces. Practical Implications: The results are of significant importance to a public organization. The applied research allowed creating an approach to evaluating the armed forces' service applying the Need-Feature-Benefit (NFB) principle for practical implications that could help not only in Poland but also worldwide. Originality/Value: The research provides theoretical assumptions and practical answers to encourage further research globally.

Using competencies to manage business organizations and to base a competency model on attributes of a preferable organizational culture is a common practice in business. Competency criteria allow improvement of workers’ performance by informing them what behaviors further achieving the required organizational goals. Public organizations, faced with challenges of being a part of the European Union, have been learning how to use competencies to pursue new goals and create new organizational cultures of the offices. The goal of this article is to present practices of the competencies evaluation usage in the Customs Service to shape behaviors accordingly to its preferable organizational culture.

Целью этой статьи является представление баланса компетенции стажёров, принимающих участие в проекте «Высшее учебное заведение ближе к бизнесу – выпускник вуза ‑ ближе к работе» в Польско‑японской академии компьютерной техники (PJATK). В проекте с помощью Development Center оценке подвергалась компетенция стажёров на протяжениия 3 лет. В следующие годы компетенции стажёров были на значительно высшем уровне, хотя не достигли хорошего уровня. Значительно повышался уровень компетенции: коммуникация, сотрудничество, последовательность в стремлении к достижению определённых целей и умению хорошо справляться с разными проблемами. Зато компетенция, связанная с предпринимательством вообще существенным образом не увеличилась. Заметными стали определённые пробелы в компетенции, которые стоит развивать с целью обеспечения пригодности выпускников к спросу на рынке труда. Слова‑ключи: компетенция, оценка компетенции, development center, стажировка, обучение.