• Intergenerational Transgressions in Re-living War and the Uncertainty of Displacement: A Privilege or a Curse for the Third Generation

    Author: Anna Odrowąż-Coates
    Institution: The Maria Grzegorzewska University in Warsaw
    Year of publication: 2019
    Source: Show
    Pages: 55-70
    DOI Address:
    PDF: kie/124/kie12404.pdf

    Transgression is often seen as a negative term; to cross social or ethical boundaries. In this paper, it is defined as ‘blurring of the symbolic boundaries between grandparents and younger generations in terms of the WWII experience’, which leads to living memory of the war, but also to experiencing and re-living the trauma of war and dislocation. It occurs through the immersion of younger generations in family history narratives, memorabilia, diaries and photographs that become a family treasure, owned jointly by the family members. In this paper, intergenerational transgression is analysed as a softand symbolic phenomenon, which on one hand preserves the memory of past, but on the other, cascades the negative experiences onto children and grandchildren. If this is true for WWII survivors, then it should be considered in other cases of long-term conflict and dislocation, particularly in recent conflicts such as Syria, Iraq, and Afghanistan. Understanding the connection between intergenerational transgression of war trauma may aid the process of healing.

  • Generationally Diversified Labor Groups in Contemporary Labor Market. A Chance or a Threat for Organizations?

    Author: Rafał Muster
    Institution: University of Silesia (Poland)
    Year of publication: 2020
    Source: Show
    Pages: 170-188
    DOI Address:
    PDF: ppsy/49-2/ppsy2020210.pdf

    Demographic changes connected with aging of Polish society shall determine the situation in the labor market to an ever-growing extent. The increase of average lifespan in combination with limited options of early retirement and smaller supply of employees shall lead to higher percentage of personnel aged 60 and more inside organizations. All these factors signify that more and more frequently contemporary companies shall function with personnel characterized by a truly large age gap. Undoubtedly, age of employees significantly influences their attitude to work, system of values, loyalty toward both the co-workers and the employer, as well their professional ambitions. In spite of these major differences, individuals from various generations will be forced to cooperate in the same teams. This article presents partial results of empiric studies dealing with the issue of generational diversification of human resources conducted in local labor market of the city of Ruda Śląska, both among the employees and employers. Opinions of employees and employers concerning the quality of mutual cooperation of individuals characterized by large age differences have been analyzed and simultaneously potential opportunities for mutual learning of employees belonging to different age groups have been presented.

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