Det nya arbetslivet’ är ett koncept utvecklat för de kommande medarbetarna från Generation Y som efterfrågar ett arbetssätt med möjlighet till balans mellan arbete och fritid. Arbetssättet ska ge ökad flexibilitet genom digitala hjälpmedel och även bidra till reducerade kontorsytor inom företaget, vilket innebär minskade utgifter. Övergången till arbetssättet kan dock upplevas som en svårighet för dagens medarbetare som främst består av den äldre generationen; Baby boomers och Generation X. Forskning visar att generationer har olika synsätt och värderingar som präglats av deras samtid. Detta medför att de har olika behov, exempelvis finns det skillnader i hur generationerna ser på arbete, förändringar eller preferenser i att arbeta självständigt eller i grupp. Idag är konceptet implementerat hos Microsoft som till störst del består av den äldre generationen. Vi vill därför studera dessa åldersgrupper och se hur de upplever konceptet då det i grunden är utvecklat för Generation Y. Studien är en fallstudie hos företaget Microsoft Sverige som infört ’Det nya arbetslivet’. Vi kommer att studera vilka hinder och möjligheter generationerna Baby boomers och Generation X upplever i ’Det nya arbetslivet’ utifrån de valda faktorerna; tillhörighet, förtroende och handledning. Arbetet har en deduktiv ansats, vilket innebär att faktorerna ligger som underlag för den empiriska studien. Empirin har vi därefter samlat in genom kvalitativa intervjuer hos medarbetarna på Microsoft Sverige. Slutsatserna från studien visar bland annat att Generation X såg fler möjligheter med ‘Det nya arbetslivet’ i jämförelse med Baby boomers som upplevde det svårare. Störst hinder var den minskade tillhörigheten till de närmsta kollegorna på grund av öppna kontorsytor. Respondenterna såg även tillhörighet som en utmaning för de nyanställda eftersom risken var stor att de kunde känna sig vilsna i ’Det nya arbetslivet’. Respondenterna ansåg att det fanns möjligheter för faktorerna; handledning och förtroende och största anledningen till det, var användningen av Microsofts målstyrning. Målstyrningen bidrog till att förtroendet var lättare att skapa och underhålla mellan medarbetarna. Den regelbundna handledningen gjorde även att medarbetarnas målsättning alltid var tydlig. Vidare upptäckte vi att många respondenter uppskattade det flexibla arbetssättet men de hade svårigheter att finna balansen mellan arbete och fritid.

Purpose: To examine the relationship between social engagement (SE) and health care use (HCU) in baby-boomers (age 45-64) and older adults (65+). Methods: Data from the Wellness Institute Services Evaluation Research III was used. SE was assessed using measures of formal, informal, and civic activities. HCU was assessed using administrative health care records (hospital use and length of stay, overall general and family physician use). Results: Higher formal SE indicated higher contact with physicians in general, higher hospital visits, and longer lengths of stay in hospital. Higher informal SE indicated shorter lengths of stay. Results were found while controlling for demographic variables, chronic conditions, and self-rated health. Older adults had higher HCU overall, compared to baby-boomers. Conclusion: While further research is necessary, this study has implications in determining the impact that certain types of SE can have on the health care system for different age groups.

Purpose: To examine the relationship between social engagement (SE) and health care use (HCU) in baby-boomers (age 45-64) and older adults (65+). Methods: Data from the Wellness Institute Services Evaluation Research III was used. SE was assessed using measures of formal, informal, and civic activities. HCU was assessed using administrative health care records (hospital use and length of stay, overall general and family physician use). Results: Higher formal SE indicated higher contact with physicians in general, higher hospital visits, and longer lengths of stay in hospital. Higher informal SE indicated shorter lengths of stay. Results were found while controlling for demographic variables, chronic conditions, and self-rated health. Older adults had higher HCU overall, compared to baby-boomers. Conclusion: While further research is necessary, this study has implications in determining the impact that certain types of SE can have on the health care system for different age groups.

As the baby boomer generation move inexorably towards retirement and the requirement for health care services increases, the supply of nurses available to provide care at the patient bedside is forecast to fall significantly short of demand. This thesis has explored the perspectives of midlife nurses, asking what it would take to keep them in bedside practice until retirement. These nurses have provided insights which offer employers of valuable senior nurses, suggestions for maximising their potential. Through the use of questionnaires and focus groups nurses aged 45 years and over were asked what the employer can do to ensure that they are able to continue to work at the patient bedside until they reach the age of retirement. The results of this research demonstrate a workforce of nurses who are passionate and committed to their profession, but feeling disillusioned and disempowered. The nursing environment has changed over the span of their career and they find the increased workload, together with increasing professional demands, too hard to cope with. They feel they have no control over their workload, their shift patterns, or the expectations of their patients and colleagues. They want their experience to be recognized but they do not want to have to prove competency; they want to have a voice but they are unwilling to pursue postgraduate education to learn how to become visible and emancipated.

As the baby boomer generation move inexorably towards retirement and the requirement for health care services increases, the supply of nurses available to provide care at the patient bedside is forecast to fall significantly short of demand. This thesis has explored the perspectives of midlife nurses, asking what it would take to keep them in bedside practice until retirement. These nurses have provided insights which offer employers of valuable senior nurses, suggestions for maximising their potential. Through the use of questionnaires and focus groups nurses aged 45 years and over were asked what the employer can do to ensure that they are able to continue to work at the patient bedside until they reach the age of retirement. The results of this research demonstrate a workforce of nurses who are passionate and committed to their profession, but feeling disillusioned and disempowered. The nursing environment has changed over the span of their career and they find the increased workload, together with increasing professional demands, too hard to cope with. They feel they have no control over their workload, their shift patterns, or the expectations of their patients and colleagues. They want their experience to be recognized but they do not want to have to prove competency; they want to have a voice but they are unwilling to pursue postgraduate education to learn how to become visible and emancipated.

Due to a demographic change in today’s society, it often occurs that people from different generations cohabitate in workplaces with each other. Due to this change, we observe a re-orientation of society and its beliefs and values, which affects not only organizations themselves, but also the work relationship between younger and older generations and explicitly the relationship between a leader and a follower. Generational diversity evolves, which can have a positive but also a negative impact on the workforce in organizations. The aim of this master thesis is to give an insight of how generations experience their leader-follower relationships in multigenerational workplaces, on the example of Millennials and Baby Boomers. For this purpose, a tendency to an inductive research approach was chosen. Firstly, a theoretical background is comprised, which includes a description of generations as well as leader-follower relationships. Secondly, a qualitative empirical study was pursued, with interview participants of the Millennial as well as Baby Boomer generation, in either leading or following positions. Based on the empirical data, nine areas of experience were discovered. These include open communication connected with honesty, work climate, mindset towards change, learning from each other, appreciating each other, respect, trust, intensity of relationship and preconceptions. The experiences of Millennials and Baby Boomers in leading as well as following positions can be categorised in these areas. The findings shall serve as a contribution for leaders as well as followers who cohabitate with each other in multigenerational workplaces. The study provides an insight of what Millennials and Baby Boomers value and expect in their workplace today, with the help of which a positive work climate can be ensured.

The findings of this study show that packaging and labeling are not decisive for women’s final purchase-decision. Instead, they rely on recommendations from friends and family. The study further shows that sponsoring local beer events hosted by opinion leaders will have the most impact on women’s attitude to beer

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Purpose: The purpose of particular study is to explore individuals’ perceptions of knowledge sharing and its obstacles in a multigenerational engineering company. This study focuses on two groups of individuals: employees and managers. The perception of knowledge sharing and how differently generations perceive it is covered in this study. The obstacles which could occur during knowledge sharing between different generations in the engineering field are explored. The role of management in knowledge sharing processes is also covered. Methodology: To explore individuals’ perceptions of knowledge sharing and its obstacles in a multigenerational engineering company. A qualitative research approach was applied, using single company case study strategy. The case company is one of the leading construction engineering companies in Latvia. The primary data was gathered by conducting 12 semi-structured interviews, 3 interviews per every generation (Millennial, Generation X and Baby boomer) and 3 interviews with managers. The secondary data was obtained from the company, which included internal documents covering the general information about the company, guidelines and policies. By the usage of primary and secondary data triangulation of the study was reached. Findings: The thesis provides analysis of knowledge sharing and its obstacles within the multigenerational workforce of a construction engineering company. The perceptions of three generational cohorts such as Baby Boomers, Generation X and Millennials are presented. The conceptual framework for the study was built on the basis of three dimensions such as organizational. individual and technological obstacles. Based on the conceptual framework, authors brought up several propositions which supported the analysis process. The analysis showed that there are differences in perception of knowledge sharing and obstacles connected with it between engineers of different generations. Originality: There has not been any research about knowledge sharing between different generations in Latvia nor in Northern Europe, in general. The engineering field is a knowledge intensive sector, therefore knowledge sharing is crucial. Labor force still contains three different generations, thus it is important to explore whether engineering companies in Latvia have faced knowledge sharing obstacles, as it is a rapidly developing sector in this particular country.

This diploma thesis deals with intergenerational cooperation of employees in the field of services, with satisfaction and working effectiveness of elderly employees. The aim of the thesis is to make suggestions and provide recommendations to improve the cooperation of intergenerational employees in the field of services, as well as suggestions that human resources and managers can take to improve the satisfaction and working effectiveness of elderly employees. In the section of quantitative questionnaire research there are applied methods of statistical analysis and in pursuance of qualitative research there are applied methods of semi-structured interviews with employees of selected organisations. The closing part contains suggestions and advice for improvement of inter-generational cooperation and improvement of satisfaction and working effectiveness of elderly employees.