Intergenerational Cooperation, Learning and Knowledge-Sharing in the Workplace

Abstract

Background and Originality: The article focuses on organizations that face the challenge of establishing a working environment adapted to the characteristics of different generations of employees. Each of the generations in the workplace must be motivated to work, cooperate and share knowledge among co-workers of different ages. Many research studies have been done on motivation in the workplace, but we have not found the research on the impact of different learning forms to motivate different generations to cooperate and exchange knowledge at the workplace, either on a Slovenian or global scale.

Method: In this study, we examine the following two issues: If different approaches are needed to motivate different generations of employees to cooperate, and whether different generations differ in the desired ways of acquiring and sharing knowledge, using Piktialis and Greenes (2008) categorization of learning and knowledge-sharing forms at work. In the critical assessment of motivation for intergenerational cooperation and knowledge-sharing, we used a quantitative research method. The survey was conducted on a random sample among employees in a selected organization with 2,000 staff, with 334 responding to the survey.

Results: The results showed that for Generation Z it is least important that they to share their knowledge and work experience with colleagues from other generations and that the younger generations (Y and Z) are less suited to knowledge-sharing through storytelling (examples from practice, comparisons, summarizing experiences) and summaries of key knowledge (from conversations, interviews, conferences).

Society: The concept of intergenerational cooperation in the workplace includes knowledge-sharing among staff,  as well as a shift from knowledge-sharing to co-creating knowledge. We believe this shift is of key importance for further development of human capital as well as knowledge accumulation in the organization. Therefore, co-creating knowledge should represent the future ambitions of every organization and research's communities.

Limitations / further research: Research limitations and suggestions for further research.

A selective sample should be taken into account as this research only included one organization and individuals from this particular organization that were motivated to participate. The small sample of generation Z should also be mentioned. The main limitation of this research was the failure to consider an individual's characteristic, organizational climate and communication pattern among different departments. At the same time, the focal organization operates in different geographical locations, as this can play an important role in intergenerational cooperation and knowledge-sharing. Herefore, each organization needs to determine the preferred form of knowledge-sharing in each specific environment and choose a form that suits both the employees who provide information and those who receive it. This is also an area of further research, thus the influence of organizational climate and culture on the process of intergenerational cooperation and knowledge exchange.