{"id":182417,"date":"2026-08-17T13:13:09","date_gmt":"2026-08-17T13:13:09","guid":{"rendered":"https:\/\/www.europesays.com\/cz\/182417\/"},"modified":"2026-08-17T13:13:09","modified_gmt":"2026-08-17T13:13:09","slug":"souboj-pismen-a-generaci-jak-sladit-x-a-z-na-pracovisti","status":"publish","type":"post","link":"https:\/\/www.europesays.com\/cz\/182417\/","title":{"rendered":"Souboj p\u00edsmen a\u00a0generac\u00ed. Jak sladit X a\u00a0Z na pracovi\u0161ti"},"content":{"rendered":"

\u201ePokud v\u00a0\u017eivotopise vid\u00edm, \u017ee \u010dlov\u011bk ka\u017ed\u00fdch \u0161est m\u011bs\u00edc\u016f m\u011bn\u00ed pr\u00e1ci, znamen\u00e1 to pro m\u011b, \u017ee nedok\u00e1zal nic dot\u00e1hnout do konce\u00a0\u2014 a\u00a0takov\u00fd \u017eivotopis kon\u010d\u00ed v\u00a0ko\u0161i,\u201c prohl\u00e1sil v\u00a0\u0159\u00edjnu 2025\u00a0milion\u00e1\u0159 ze show Shark Tank Kevin O\u2019Leary na s\u00edti X<\/a>. \u201eNa discipl\u00edn\u011b, soust\u0159ed\u011bn\u00ed a\u00a0v\u00fdsledc\u00edch z\u00e1le\u017e\u00ed. Pr\u00e1v\u011b podle toho se rozhoduji, koho zam\u011bstn\u00e1m,\u201c doplnil.<\/p>\n

Jeho tvrzen\u00ed pochopiteln\u011b narazilo na tvrd\u00fd odpor p\u0159edev\u0161\u00edm u\u00a0mlad\u00e9 generace na soci\u00e1ln\u00edch s\u00edt\u00edch. Proto\u017ee je to pr\u00e1v\u011b nastupuj\u00edc\u00ed Gen Z, kter\u00e9 celo\u017eivotn\u00ed loajalita k\u00a0jedn\u00e9 firm\u011b a\u00a0v\u016fbec k\u00a0jednomu povol\u00e1n\u00ed ned\u00e1v\u00e1 smysl.<\/p>\n

Kanadsk\u00fd softwarov\u00fd podnikatel a\u00a0investor je sv\u00fdmi kontroverzn\u00edmi v\u00fdroky nejen na adresu mlad\u00e9 generace zn\u00e1m\u00fd, jeho v\u00fdrok v\u0161ak symbolizuje, co se dnes v\u00a0leckter\u00fdch kancel\u00e1\u0159\u00edch a\u00a0na jin\u00fdch pracovi\u0161t\u00edch odehr\u00e1v\u00e1. A\u00a0to i\u00a0v \u010cesku.<\/p>\n

Na stran\u011b managementu stoj\u00ed tradi\u010dn\u00ed l\u00edd\u0159i z\u00a0generace boomers nebo X<\/a>, kte\u0159\u00ed vy\u017eaduj\u00ed loajalitu, d\u0159inu a\u00a0p\u0159es\u010dasy, na druh\u00e9 stran\u011b z\u00e1stupci generace Z<\/a>, kte\u0159\u00ed bez v\u00e1h\u00e1n\u00ed opou\u0161t\u011bj\u00ed nevyhovuj\u00edc\u00ed pracovn\u00ed m\u00edsta u\u017e po p\u016fl roce a\u00a0v pr\u00e1ci hledaj\u00ed \u00fapln\u011b n\u011bco jin\u00e9ho. Pokud bychom to popsali p\u0159es stereotypy, kter\u00e9 o\u00a0jednotliv\u00fdch generac\u00edch panuj\u00ed, jde o\u00a0st\u0159et \u201eworkoholik\u016f, kte\u0159\u00ed nech\u00e1pou modern\u00ed sv\u011bt\u201c a \u201egenerace sn\u011bhov\u00fdch vlo\u010dek, co nechce pracovat\u201c.<\/p>\n

Jak je to vlastn\u011b s\u00a0t\u011bmi generacemi? Opravdu maj\u00ed tak neslu\u010diteln\u00e9 p\u0159edstavy o\u00a0\u017eivot\u011b a\u00a0pr\u00e1ci a\u00a0d\u00e1 se v\u00a0takov\u00e9m nastaven\u00ed v\u016fbec v\u00a0zam\u011bstn\u00e1n\u00ed spole\u010dn\u011b existovat?<\/p>\n

Foto: Seznam Zpr\u00e1vy<\/p>\n

\u200b<\/p>\n

Gen Z\u00a0v\u00ed, \u017ee sv\u011bt se m\u011bn\u00ed<\/p>\n

Pro \u00faplnost jen dodejme, \u017ee ka\u017ed\u00e1 charakteristika skupiny lid\u00ed je zjednodu\u0161uj\u00edc\u00ed a\u00a0rozhodn\u011b to neznamen\u00e1, \u017ee neexistuj\u00ed lid\u00e9, kte\u0159\u00ed \u201etakov\u00ed nejsou\u201c nebo to \u201emaj\u00ed jinak\u201c. Jde sp\u00ed\u0161e o\u00a0popis konkr\u00e9tn\u00edch trend\u016f nebo p\u0159eva\u017euj\u00edc\u00edch postoj\u016f.<\/p>\n

\u201eRozd\u00edln\u00e9 p\u0159edstavy a\u00a0hodnoty opravdu existuj\u00ed a\u00a0je to pochopiteln\u00e9,\u201c uv\u00e1d\u00ed adiktolog a\u00a0kou\u010d mana\u017eer\u016f Adam Kulh\u00e1nek, kter\u00fd se zab\u00fdv\u00e1 leadershipem a\u00a0psychickou odolnost\u00ed ve firm\u00e1ch.<\/p>\n

Pro generaci Z\u00a0skute\u010dn\u011b pr\u00e1ce nen\u00ed st\u0159edobodem \u017eivota nebo hlavn\u00ed mo\u017enost\u00ed, jak se realizovat \u010di definovat svoji osobnost. \u201eNep\u0159edpokl\u00e1daj\u00ed, \u017ee na jednom m\u00edst\u011b z\u016fstanou do konce \u017eivota, nemus\u00ed dokonce z\u016fstat ani u\u00a0jedn\u00e9 profese. Po\u010d\u00edtaj\u00ed s\u00a0t\u00edm, \u017ee se bude m\u011bnit, nen\u00ed pro n\u011b probl\u00e9m najednou pr\u00e1ci ukon\u010dit a\u00a0jet t\u0159eba sb\u00edrat do ciziny ovoce nebo si vz\u00edt n\u011bjak\u00fd druh takzvan\u00e9ho sabaticalu,\u201c popsal odborn\u00edk v\u00a0podcastu Soul Talk<\/a> od Soulmio.<\/p>\n

V zam\u011bstn\u00e1n\u00ed kladou pak mlad\u00ed lid\u00e9 d\u016fraz na flexibilitu, smysluplnost pr\u00e1ce a\u00a0rovnov\u00e1hu mezi pracovn\u00edm a\u00a0osobn\u00edm \u017eivotem, z\u00e1rove\u0148 je pro n\u011b \u017e\u00e1douc\u00ed to, aby je pr\u00e1ce napl\u0148ovala a\u00a0mo\u017enost pracovat odkudkoliv.<\/p>\n

Podle pr\u016fzkum\u016f cht\u011bj\u00ed p\u0159\u00edslu\u0161n\u00edci Gen Z\u00a0zm\u011bnit pracovn\u00ed n\u00e1pl\u0148 nebo dostat t\u011b\u017e\u0161\u00ed \u00fakoly ka\u017ed\u00e9 t\u0159i m\u011bs\u00edce. \u201eJde o\u00a0viditeln\u00fd posun\u00a0\u2013 r\u016fst v\u00a0kompetenc\u00edch, nov\u00e9 odpov\u011bdnosti, sb\u00edr\u00e1n\u00ed bod\u016f, zm\u011bny v\u00a0e-mailov\u00e9m podpisu. Ve firm\u00e1ch se daj\u00ed nastavit \u00farovn\u011b r\u016fstu, i\u00a0pro juniory\u00a0\u2013 t\u0159eba postup od \u201aultra juniora\u2018 po plnohodnotn\u00e9ho juniora nebo intern\u00ed kari\u00e9rn\u00ed schody. D\u016fle\u017eit\u00e9 je, aby zam\u011bstnanec vid\u011bl sm\u011br a\u00a0c\u00edtil pokrok. To v\u0161e podpo\u0159\u00ed dlouhodob\u00fd rozvojov\u00fd pl\u00e1n, kter\u00fd zaji\u0161\u0165uje smysl, p\u0159edv\u00eddatelnost a\u00a0motivaci,\u201c vysv\u011btluje Petra Kubita Nul\u00ed\u010dkov\u00e1, HR mana\u017eerka Pale Fire Capital, v\u00a0podrobn\u011bj\u0161\u00edm textu o\u00a0pracovn\u00edch n\u00e1vyc\u00edch Gen Z<\/a>.<\/p>\n

Generace X jako symbol stability<\/p>\n

Star\u0161\u00ed generace oproti tomu \u010dast\u011bji vol\u00ed stabilitu, finan\u010dn\u00ed jistotu a\u00a0minimum zm\u011bn.<\/p>\n

\u201eVyr\u016fstali je\u0161t\u011b v\u00a0obdob\u00ed komunismu, byli k\u00a0sob\u011b celkem tvrd\u00ed a\u00a0\u017eij\u00ed sv\u016fj \u017eivot s\u00a0v\u011bt\u0161\u00ed \u010di men\u0161\u00ed hro\u0161\u00ed k\u016f\u017e\u00ed,\u201c vysv\u011btluje Kulh\u00e1nek. Pro jejich pracovn\u00ed prost\u0159ed\u00ed je typick\u00e1 oslava lehk\u00e9ho workoholismu: des\u00edtky let se v\u00a0zam\u011bstn\u00e1n\u00edch adoroval vzorec, kdy nebylo oce\u0148ov\u00e1no to, \u017ee \u010dlov\u011bk d\u011bl\u00e1 dob\u0159e a\u00a0efektivn\u011b svou pr\u00e1ci a\u00a0rozum\u00ed j\u00ed, ale to, \u017ee d\u0159e (samoz\u0159ejm\u011b tak, aby to ostatn\u00ed vid\u011bli).<\/p>\n

\u201eMak\u00e1me 16\u00a0hodin denn\u011b, a\u00a0to i\u00a0o v\u00edkendu,\u201c chlub\u00ed se na soci\u00e1ln\u00edch s\u00edt\u00edch sou\u010dasn\u00fd premi\u00e9r Andrej Babi\u0161 a\u00a0jeho prav\u00e1 ruka Karel Havl\u00ed\u010dek a\u00a0d\u00e1vaj\u00ed tak jasn\u011b najevo, co je pro n\u011b kvalitou.<\/p>\n

Jak ale upozor\u0148uje Kulh\u00e1nek, ne ka\u017ed\u00fd, kdo pracuje dlouho, je workoholik. Nez\u00e1le\u017e\u00ed na tom, jak dlouho \u010dlov\u011bk str\u00e1v\u00ed na pracovi\u0161ti, ale na tom, zda se od pr\u00e1ce dok\u00e1\u017ee odpoutat. Existuje i\u00a0skupina takzvan\u00fdch \u201etich\u00fdch workoholik\u016f\u201c, kte\u0159\u00ed nemaj\u00ed ten typick\u00fd vzhled p\u0159epracovan\u00e9ho mana\u017eera, ani se hodinami p\u0159es\u010das\u016f nechlub\u00ed. My\u0161lenky na pr\u00e1ci je prov\u00e1zej\u00ed i\u00a0ve chv\u00edl\u00edch, kdy na pracovi\u0161ti nejsou. U\u00a0sv\u00e9 profese jsou v\u00a0hlav\u011b v\u00a0podstat\u011b neust\u00e1le. Mysl\u00ed na to, co komu v\u00a0pr\u00e1ci odpov\u00ed, \u010dtou pracovn\u00ed texty nebo maily, p\u0159em\u00fd\u0161lej\u00ed o\u00a0tom, co d\u011blat jinak a\u00a0podobn\u011b.<\/p>\n

To v\u0161e na \u00fakor odpo\u010dinku, kon\u00ed\u010dk\u016f, rodiny a\u00a0p\u0159\u00e1tel a\u00a0dal\u0161\u00edch aktivit. N\u00e1sledky workoholismu – a\u0165 u\u017e skryt\u00e9ho, nebo viditeln\u00e9ho – jsou zn\u00e1m\u00e9: \u0161patn\u00fd sp\u00e1nek, permanentn\u00ed \u00fanava, stres, pozd\u011bji se p\u0159id\u00e1 slab\u0161\u00ed imunita (\u010dast\u011bj\u0161\u00ed vir\u00f3zy), bolesti hlavy nebo zad, za\u017e\u00edvac\u00ed pot\u00ed\u017ee, v\u00a0krajn\u00edm p\u0159\u00edpad\u011b vyho\u0159en\u00ed.<\/p>\n

Jak poznat, \u017ee je \u010dlov\u011bk workoholik?<\/p>\n

Podle glob\u00e1ln\u00ed studie<\/a> vykazuje zn\u00e1mky workoholismu 14\u00a0procent populace na sv\u011bt\u011b. Jak poznat, \u017ee je \u010dlov\u011bk workoholik?<\/p>\n

Nedok\u00e1\u017eu ovl\u00e1dat svou touhu po pr\u00e1ci, a\u010dkoliv si v\u011bdom\u011b p\u0159eji m\u00edt nad n\u00ed kontrolu.Pokud p\u0159eru\u0161\u00edm pr\u00e1ci, a\u0165 dobrovoln\u011b, \u010di nedobrovoln\u011b (nemoc, v\u00edkendy, dovolen\u00e1 apod.), c\u00edt\u00edm \u00fazkost, smutek, bol\u00ed m\u011b hlava, \u017ealudek.Onemocn\u011bl jsem z p\u0159epracov\u00e1n\u00ed.M\u00e1m probl\u00e9my s partnerem\/partnerkou, kter\u00e1 si st\u011b\u017euje, \u017ee s n\u00ed netr\u00e1v\u00edm \u017e\u00e1dn\u00fd \u010das. Nest\u00fdk\u00e1m se s p\u0159\u00e1teli kv\u016fli nadm\u011brn\u00e9mu pracovn\u00edmu nasazen\u00ed.<\/p>\n

Rozd\u00edly mezi generacemi<\/a> se projevuj\u00ed ale nap\u0159\u00edklad i\u00a0v komunikaci: Generace X sp\u00ed\u0161e preferuje osobn\u00ed setk\u00e1v\u00e1n\u00ed a\u00a0pravideln\u00e9 form\u00e1ln\u00ed hodnocen\u00ed. Generace Z\u00a0je naopak zvykl\u00e1 na rychlou digit\u00e1ln\u00ed komunikaci a\u00a0o\u010dek\u00e1v\u00e1 pr\u016fb\u011b\u017enou zp\u011btnou vazbu v\u00a0re\u00e1ln\u00e9m \u010dase. <\/p>\n

Zaj\u00edmav\u00fd je tak\u00e9 pohled na u\u010den\u00ed. Generace X preferuje systematick\u00e9 vzd\u011bl\u00e1v\u00e1n\u00ed, mentoring a\u00a0osvojov\u00e1n\u00ed zku\u0161enost\u00ed prax\u00ed, generace Z\u00a0d\u00e1v\u00e1 p\u0159ednost kr\u00e1tk\u00fdm, interaktivn\u00edm a\u00a0digit\u00e1ln\u00edm form\u00e1m vzd\u011bl\u00e1v\u00e1n\u00ed, nap\u0159\u00edklad microlearningu nebo t\u00fdmov\u00e9 spolupr\u00e1ci.<\/p>\n

Kde naj\u00edt \u0159e\u0161en\u00ed<\/p>\n

A\u010dkoliv to m\u016f\u017ee na prvn\u00ed pohled vypadat, \u017ee tyto sv\u011bty jsou neslu\u010diteln\u00e9, opak je pravdou, ob\u011b skupiny se od sebe maj\u00ed co u\u010dit.<\/p>\n

\u201eGen Z\u00a0opravdu nedosp\u00edv\u00e1 v\u00a0jednoduch\u00e9 dob\u011b. Soci\u00e1ln\u00ed s\u00edt\u011b, na kter\u00fdch se ka\u017ed\u00fd srovn\u00e1v\u00e1 nebo je jednoduch\u00e9 n\u011bkoho \u0161ikanovat nebo ur\u00e1\u017eet, jsou sou\u010d\u00e1st\u00ed jejich \u017eivota,\u201c \u0159\u00edk\u00e1 Kulh\u00e1nek. Vedle toho je tak\u00e9 dobr\u00e9 vz\u00edt v\u00a0potaz, \u017ee jde o\u00a0generaci, pro kterou je osobn\u00ed kontakt skute\u010dn\u011b slo\u017eit\u011bj\u0161\u00ed: klidn\u011b se budou s\u00a0chatboty radit o\u00a0tom, jak si maj\u00ed pov\u00eddat na rande nebo jak v\u00e9st v\u00a0pr\u00e1ci small talk.<\/p>\n

Jak\u00e9 jsou tedy efektivn\u00ed postupy na pracovi\u0161ti? \u201eGenerace Z\u00a0dob\u0159e reaguje na partnersk\u00e9 veden\u00ed a\u00a0principy tzv. unbossingu, z\u00e1rove\u0148 ale n\u011bkdy pot\u0159ebuje od mana\u017eera i\u00a0ur\u010ditou \u201arodi\u010dovskou\u2018 roli. Oporu, hranice a\u00a0pocit jistoty. Dobr\u00fd leader d\u00e1 juniorn\u00edmu kolegovi prostor, ale sou\u010dasn\u011b jasn\u011b uk\u00e1\u017ee, co se od n\u011bj o\u010dek\u00e1v\u00e1 a\u00a0za co nese odpov\u011bdnost,\u201c nab\u00edz\u00ed \u0159e\u0161en\u00ed kou\u010d. <\/p>\n

\u201eOd generace Z\u00a0se naopak mohou star\u0161\u00ed generace tak\u00e9 inspirovat. P\u0159in\u00e1\u0161\u00ed p\u0159irozen\u00e9 digit\u00e1ln\u00ed kompetence, agiln\u00ed pr\u00e1ci a\u00a0velmi dobr\u00e9 jazykov\u00e9 schopnosti v\u00a0angli\u010dtin\u011b. Tak\u00e9 jim velmi z\u00e1le\u017e\u00ed na vz\u00e1jemn\u00e9m respektu, toleranci a\u00a0psychologick\u00e9m bezpe\u010d\u00ed na pracovi\u0161ti,\u201c uzav\u00edr\u00e1 Kulh\u00e1nek.<\/p>\n","protected":false},"excerpt":{"rendered":"\u201ePokud v\u00a0\u017eivotopise vid\u00edm, \u017ee \u010dlov\u011bk ka\u017ed\u00fdch \u0161est m\u011bs\u00edc\u016f m\u011bn\u00ed pr\u00e1ci, znamen\u00e1 to pro m\u011b, \u017ee nedok\u00e1zal nic dot\u00e1hnout…\n","protected":false},"author":2,"featured_media":182418,"comment_status":"","ping_status":"","sticky":false,"template":"","format":"standard","meta":{"footnotes":"","_share_on_mastodon":"0"},"categories":[7],"tags":[43,42,41,40,19387,3043,1512,43386,43387,10537],"class_list":["post-182417","post","type-post","status-publish","format-standard","has-post-thumbnail","category-cesko","tag-ceska-republika","tag-cesko","tag-czech-republic","tag-czechia","tag-generace-x","tag-generace-z","tag-time-management","tag-vztahy-na-pracovisti","tag-work-life-balance","tag-workoholik"],"share_on_mastodon":{"url":"https:\/\/pubeurope.com\/@cz\/117111030139327366","error":""},"_links":{"self":[{"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/posts\/182417","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/comments?post=182417"}],"version-history":[{"count":0,"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/posts\/182417\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/media\/182418"}],"wp:attachment":[{"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/media?parent=182417"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/categories?post=182417"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.europesays.com\/cz\/wp-json\/wp\/v2\/tags?post=182417"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}