Theoretical and practical research on social and labor relations regulation based on the theory of generations

Abstract

Genesis analysis and the theory of generations determining two main stages of developmentbasic and practical-formation are highlighted. Within the frames of the base stage (from 1999 to 2000) the authors introduce individuals differentiation into groups criteria and determine a typological base for each group characteristics. The further development of the theory of generations is determined to be connected with active involvement of the determined groups in solving practical issues. The cross-cutting issues of the theory of generations are explained. The pool of practical issues using the generation groups for solving them is entered. Practical issues based on the theory of generations analysis lead to the conclusion that those which have cause and effect relationships between belonging to a group and a response signal to management influence dominate. The relationships check is completed by the personnel differentiation based on generation groups. So, a new research hypothesis on reaction of personnel to management influence applied in mixed (based on generations) teams is suggested. The check of hypothesis allows differentiating and determining the power of response to personnel management measures applied to the employees of different generation groups.

The Dynamics of Manpower Resources and Labor Value Criteria: Research Hypothesis Substantiation

“…1.). There are groups that dominate now on the labor market: generations «late Y» and «early Z» actively integrate into a working process [9,10].…”