Managerial Approaches to Age-related Differences in Work Values: The Case of Federal Documents Authentication and Registration Office
| dc.contributor.advisor | Jebena, Tariku (PhD) | |
| dc.contributor.author | Habtamu, Tadesse | |
| dc.date.accessioned | 2021-06-04T07:40:17Z | |
| dc.date.accessioned | 2023-11-04T13:53:40Z | |
| dc.date.available | 2021-06-04T07:40:17Z | |
| dc.date.available | 2023-11-04T13:53:40Z | |
| dc.date.issued | 2015-05 | |
| dc.description.abstract | Age diversity is a central theme in today’s complex, evolving workplace, which is explained by the differences of work values orientation in terms of age groups ((Blauth et al., 2011; Kooij et al). The better managers know employees, the more likely they are to have insight into their inter-relational comfort. Otherwise, failure on the part of managers to understand and adjust appropriately to age-related differences can result in misunderstandings, miscommunications, and mixed signal, and can affect employee productivity, innovation, and corporate citizenship thereby resulting in problems with employee retention and turnover. Therefore, the objective of this study is to explore the managerial approaches to age-related differences in terms of work values in the workplace for public organization in Documents Authentication and Registration Office. The study focused on identifying the instrumental and terminal work values of younger and older employees having equal sample size (210) in the age groups 18-29 and 30-60 years old, respectively. And, it also focused on identifying the managerial approaches, the ACORN imperatives, which are appropriate to this kind of issue. The study employed independent samples t-test to examine the variance in mean of the differences in instrumental and terminal work values of younger and older employees by testing their effect size. Regarding this, the result confirms that five instrumental and five terminal work values have been identified as the outstanding values of the younger employees which differ them from the older employees in DARO. In addition, the study further found out that three instrumental and four terminal work values have also been identified as the dominant values of the older employees that differ them from the younger employees in the organization. Besides, from the results of the study, DARO is not in a good position in implementing the ACORN managerial approaches satisfactorily in creating harmonious relations between the younger and older employees across the organization | en_US |
| dc.identifier.uri | http://etd.aau.edu.et/handle/123456789/26673 | |
| dc.language.iso | en_US | en_US |
| dc.publisher | Addis Ababa University | en_US |
| dc.subject | Work values | en_US |
| dc.subject | Instrumental values | en_US |
| dc.subject | Terminal values | en_US |
| dc.title | Managerial Approaches to Age-related Differences in Work Values: The Case of Federal Documents Authentication and Registration Office | en_US |
| dc.type | Thesis | en_US |