What Gen Z Thinks Are the Most Impactful in Organizational Change Management: Current Practice and Perspective

Abstract

Transformations of traditional management systems in a competitive environment require the implementation of appropriate strategies for managing organizational change. The dynamic regulation of power hierarchies in organizations occurs in parallel with the entry of new employees, representing so-called generation Z, into the labor market. The success of such organizational transformations, both technological and managerial, largely depends on the basic attitudes of this generation. This research examines the attitudes of Generation Z, aged 18-21, towards the most efficient strategies of organizational change. Along with describing existing attitudes, the author suggests possible strategies for optimizing profits from organizational innovation in the future. The results of the study can be useful to the companies that seek to remain competitive in a changing external environment and are interested in obtaining the fullest possible support for their organizational changes from representatives of the younger generation of employees.