Relationship of generations X, Y, Z with new communication technologies

The COVID-19 pandemic, which became a global crisis in 2020, has radically transformed people’s normal lives in a matter of weeks. In addition to the health consequences, the virus has had a significant impact on the society and the economy, including the labor market. The present study aims to assess how traditional working has been transformed into teleworking in Slovakia. The study examines whether Slovakian workers are satisfied with teleworking. The questionnaire survey was conducted in December 2020 during the second wave of the coronavirus in Slovakia. Based on the obtained results, a significant relationship between teleworking satisfaction and salary satisfaction, supervisory support, and job autonomy was found. Based on the obtained results, teleworking introduced due to the coronavirus had a clear positive effect on job satisfaction of the examined Slovakian employees. As a result of teleworking, the relationship between manager and subordinate has improved, and work-life balance has also developed favorably.

Acknowledgments
This study was funded by the Pallas Athéné Foundations.

Over the years, technological progress has accelerated highly, and the speed, flexibility, human error reduction, and the ability to manage the process in real time have become more critical and required production companies to adapt production and business models according to the needs. The demand for real-time decision support systems adapted to these raising business needs is continuously growing. Nevertheless, businesses usually face challenges in identifying new indicators, data sources, and appropriate financial modeling methods to analyze them. This paper aims to define and summarize the main financial/economic forecasting methods for production companies in the context of Industry 4.0. Main findings show forecasting accuracy of up to 96% when combining economic and demand information, optimal forecasting period from 10 months to five years, more frequent use of soft indicators in forecasting, the relationship between company’s size and production planning. Four groups of indicators used in financial modeling, such as (I) production-related, (II) customers’ and demand-oriented, (III) industry-specific, and (IV) media information indicators, were separated. The analysis forms a suggestion for decision-makers to pay more attention to the forecasting object identification, indicators’ selection peculiarities, data collection possibilities, and the choice of appropriate methods of financial modeling.

Acknowledgment
This work was partly supported by Project No. 0121U100470 “Sustainable development and resource security: from disruptive technologies to digital transformation of Ukrainian economy”.

The effective performance of any company is determined by the degree of motivation of its staff. In a pandemic, it is important to explore changes in the values and motivational profiles of staff, especially young people. The aim of the paper is to study the internal motives of millennials and Generation Z, to identify modern motivational tools, taking into account the challenges of an unstable global ecosystem. To assess the changes in the motives for work, a questionnaire was used. The survey was conducted (at the end of 2020 and the beginning of 2021) among young people in Kyiv (Ukraine) aged 17-22 (287 people participated), who had previous work experience. All results were proven to be valid. The results of the study showed that changes in the motivational profile of millennials and Generation Z under the influence of restrictive measures due to the pandemic occurred in the range of values of awareness of individuality: motives for maintaining health, balancing life, personal and professional growth came out to be more relevant. Such changes indicate positive opportunities for young people due to high adaptability to changing and unstable conditions, and, on the other hand, they bring challenges for companies – the loss of personnel. The most optimal models will be career-oriented and adaptive with elements of well-being management to motivate millennials and Generation Z.