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V delovnih organizacijah se pogosto srečujemo s sodelavci, ki sodijo v različne starostne skupine. Trenutno na trgu dela prevladujeta generaciji X in Y, počasi odhaja generacija baby boom in prihaja generacija Z. Generacije se razlikujejo med sabo v vrednotah in stališčih, v odnosu do dela in denarja, materialnih dobrinah in načinu komuniciranja. Dobro sodelovanje različnih generacij na delovnem mestu prispeva k boljši delovni klimi in boljšim delovnim rezultatom. V teoretičnem delu smo opredelili generacije in predstavili značilnosti generacij veteranov, baby boom, X, Y in Z. Predstavili smo medgeneracijske razlike med generacijo X in generacijo Y. Opredelili smo pojme, kot so delovno mesto, delovno aktivno prebivalstvo, motivacija na delovnem mestu, pa tudi medosebne odnose in delovne vrednote. S pomočjo anketnega vprašalnika smo izvedli raziskavo, s katero smo ugotovili razlike med generacijami na delovnem mestu: kako poteka komunikacija med njimi, kaj jih motivira, katere delovne vrednote so pomembne za posamezne generacije, kako poteka deljenje znanja med sodelavci različnih generacij in kakšni so medosebni odnosi. Rezultati raziskave so pokazali, da se generaciji X in Y najbolj razlikujeta v druženju zunaj delovnega časa generacija Y se več druži s svojimi sodelavci tudi po službi. Manjše razlike so se pokazale tudi v medosebnih odnosih, komunikaciji, načinu komuniciranja, posredovanju znanja med sodelavci, v motivih za delo in prav tako v delovnih vrednotah. Razlike med njima niso velike, vendar jih delodajalci morajo upoštevati, če želijo uspešno voditi svoja podjetja. Work organizations are often facing a crowd of colleagues from different age groups. The labor market is currently dominated by generations X and Y. Generation of baby boomers is slowly leaving work and is being replaced with youngsters. People from different age gaps, have different views and values in relation to work, money and communication methods. Good cooperation between generations in the workplace contributes to better working climate and better work results. First of all we descriped characteristics of veterans, baby boomers, X, Y and Z generations. We will focus on differencies between generations X and Y. Secondly we will touch concepts of workplace, working population, work motivation, mutual relations and work ethics. We made a research with a survey, hoping to find differences between the generations in the workplace. We were interested in different communication methods, how are they motivated, which values are most relevant, how they share knowledge among each other, and their personal relations between them. Results of the survey showed, that the generation X and Y are different the most in socializing outside of working hours. Generation Y is more hanging out with their colleagues outside the working hours. Minor differences are being indicated also in the relationship, the way of communication and how they share the knowledge between the colleagues. Some differences are also in the motives for work and how they understand the working values. The differences between them are not great, but employers must follow them, if they want to successfully run their businesses.

Smrt je bila v predmodernih družbah sprejeta pozitivno, naravno in pričakovano. V sodobnosti pa, kot izpostavi Aries, smrt postane tabu tema, torej tema, ki mora ostati skrita in nedotaknjena. Posledično se pojavljajo predsodki do starega telesa, negativni občutki glede smrti ter odmikanje smrti iz domačega okolja v institucije. Pravila glede smrti so na zahodu vezana na molk, temačnost, zaviranje čustev, strah in podobno. Pri večini se kaže negativen odnos do smrti, z razvojem medicine pa jo želimo tudi čim bolj oddaljiti. Da bi se presegel ta slabšalni odnos do smrti, je nastala mednarodna organizacija Hospic, ki v Sloveniji obstaja vse od leta 1995. Skozi empirični del diplomske naloge sem ugotovila, da moji sovrstniki in starejši posamezniki/-ce dojemajo smrt na podoben način. Po večini jo povezujejo s koncem življenja, odhodom ter čustvi, ki jih pogosto ne znajo ubesediti. To je neizbežno povezano z dejstvom, da se intervjuvani o smrti ne pogovarjajo, o njej pa tudi večinoma ne premišljujejo, kljub temu da so se s smrtjo že vsi srečali. Žalost je glavno čustvo, ki ga pripadniki/-ce obeh generacij občutijo. Kljub temu da avtorji poudarjajo, da je umiranje v institucijah največja novost sodobnosti, intervjuvani niso bili naklonjeni umiranju v institucijah. In premodern societies death was accepted positively, as something natural and expected. In modern times, as Aries stresses, death became a taboo subject, a subject, which must stay hidden and unapproached. Consequently, prejudices towards an old body and negative feelings towards death arose, and people started removing death from homely environment into institutions. Rules regarding death in the West are bound to silence, darkness, hindering of emotions, fear etc. Mainly a negative attitude towards death is shown. With the progress of medicine, we want to distance it as much as possible. To overcome the derogatory attitude towards death an international organization Hospic was established. In Slovenia Hospic has existed since 1995. Through the empirical part of my master’s thesis, I have determined that my peers and elderly perceive death similarly. The majority connects death with the end of life, departure and emotions that they cannot put into words. This is inevitably connected with the fact that the interviewed do not talk about death, do not think about it, despite the fact that they all crossed paths with it. Sadness is the main feeling that members of the both generations feel. Even though the authors underline that dying in institutions is the biggest novelty in modern times, the interviewed were not keen on dying in institutions.

Prihod novih generacij vpliva na delovna mesta, zato se trg dela neprestano spreminja. Na trgu dela se uresničuje proces zaposlovanja, katerega element je tudi iskanje zaposlitve. Iskalci zaposlitve smo različnih starosti, v različnih življenjskih obdobjih smo pridobili drugačne izkušnje, različno se tudi razvijamo in ravno to v največji meri vpliva na razvrščanje ljudi v generacije. Generacije se med seboj razlikujejo po značilnostih, sposobnostih in vrednotah njenih pripadnikov. Okoliščine, ki vplivajo na generacije, vplivajo na odnos do dela, odnos do delovnega okolja in odnos do sodelavcev. Medgeneracijska komunikacija je zato še kako pomembna. Jobs are influenced by the arrival of new generations and that is why the labour market is constantly changing. Hiring is fulfilled through activities in the labour market, one of which is also the job hunting process. Jobseekers are classified into different generational groups, because of their different ages and experiences, gained in different life periods, and also because of their differences in development. Generations are different in their traits, abilities and values. Circumstances that influence generations also influence their attitude towards work, working environment and co-workers. That is why intergenerational communication is essential.

V zadnjih desetletjih so se življenjske okoliščine precej spremenile, kar ima velike posledice za telesne značilnosti in telesni razvoj otrok in mladostnikov. Spremembe so mnogo večje, kot so bile prej v tisočih letih človeškega razvoja. Cilj raziskave je bil ugotoviti medgeneracijske razlike v telesni masi in telesni višini slovenskih otrok in mladostnikov v starosti od 7 do 18 let. Uporabili smo podatke iz presečne študije ARTOS (Analiza razvojnih trendov otrok v Sloveniji), ki vključuje 11 osnovnih šol iz cele Slovenije. Raziskava se je izvajala na reprezentativnem vzorcu otrok in mladine med 7. in 18. letom starosti na istih šolah na vsakih deset let (1970, 1983, 1993/94, 2003/04 in 2013/14). Analizirali smo podatke, pridobljene iz petih generacij (N=5), skupni vzorec je vključeval dvajset tisoč osemsto deset preizkušancev (n=20810). Za testiranje razlik v telesni višini med obdobji meritev smo za posamezno starostno skupino uporabili enosmerno analizo variance. Za testiranje razlik v telesni masi med obdobji meritev smo za posamezno starostno skupino uporabili analizo kovariance. Celotno analizo smo izvedli pri predhodno postavljeni stopnji tveganja 5 % in podatke predstavili v preglednicah. Pri telesni višini smo v letih merjenja pri obeh spolih ugotovili značilne razlike pri večini starostnih obdobij (od 7 do 15 let). V 16. in 17. letu starosti smo ugotovili statistično značilne razlike v telesni višini le pri dečkih, medtem ko pri 18- in 19-letnikih nismo ugotovili podobnih razlik. Iz tega sklepamo, da se medgeneracijsko spreminja zlasti čas telesnega dozorevanja otrok, ob koncu obdobja telesne rasti pa medgeneracijskih razlik ni. Pri telesni masi smo pri obeh spolih ugotovili značilne razlike v primerjavi po letih merjenja pri starostnih obdobjih od 7 do 16 let. V 17. in 18. letu starosti smo ugotovili statistično značilne razlike v telesni masi le pri dečkih. V vseh primerih je telesna višina značilno vplivala na razlike v telesni masi med obdobji meritev posamezne starostne skupine. Največji vpliv telesne višine na povečanje telesne mase v tridesetletnem obdobju (1983 - 2013) smo ugotovili pri fantih v naslednjih starostnih skupinah: 8 let (sprememba za 17,5 %), 10 let (21,0 %), 11 let (20,5 %), 14 let (16,0 %) in 15 let (9,5 %). Naše ugotovitve bi lahko bile podlaga pri oblikovanju šolskega pohištva in športne opreme / pripomočkov ter tudi pri določanju standardov in normativov za tovrstno opremo in dejavnosti. Da bi pri tem posameznemu otroku oz. mladostniku zagotovili tudi čim večjo potrebno individualno prilagojenost, bi bilo priporočljivo iskati inovativne rešitve izdelave dimenzijsko in funkcionalno prilagodljivega pohištva. Over the last decades, the life circumstances have changed considerably, which has great consequences on the physical characteristics and physical development of children and adolescents. Changes are much greater than they were in thousands of years of human development. The aim of the study was to determine the secular differences in body weight and body height of Slovenian children and adolescents aged 7 to 18 years. We used data from the cross-sectional study ACDSi (Analysis of Childrens Development (Trends) in Slovenia), which includes 11 primary schools from all over Slovenia. The survey was carried out on a representative sample of children and youth between the ages of 7 and 18 in the same schools every ten years (1970, 1983, 1993/94, 2003/04 and 2013/14). We analyzed the data obtained from five generations (N = 5), the total sample included 20810 participants (n = 20.810). In order to test the differences in body height between the measurement periods, a one-way variance analysis was used for each age group. In order to test the differences in body mass between the measurement periods, a covariance analysis was used for each age group. The complete analysis was carried out at a pre-established risk level of 5% and presented in the spreadsheets. Regarding the body hight in both genders significant differences were established between the years of measurement in most age periods (7 to 15 years). At age 16 and 17, statistically significant differences in body height were found only in boys, while in the 18 and 19 year old we did not find similar differences. From this we conclude that intergenerationally changing is particularly the time of physical maturation while at the end of the period of physical growth there is no intergenerational difference. In the body mass, there were significant differences in both genders in comparison with years of measurement in the age range of 7 to 16 years. At age 17 and 18, statistically significant differences in body weight were found only in boys. In all cases, body height expressed a significant impact on body mass differences between the measurement periods in each age group. The highest impact of the thirty year period (1983-2013) on weight gain was found in boys in the following age groups: 8 years (a change for 17,5 %), 10 years (21,0 %), 11 years (20,5 %), 14 years (16,0 %) and 15 years (9,5 %). Our findings could also be used in ergonomic design and manufacturing of school furniture and sports equipment/devices as well as for setting standards and normatives for such equipment and activities. In order to ensure the individual adaptation to each child/youngster is acheived, it would be advisable to work on innovative solutions of dimensionally and functionally adaptable furniture.

Diplomsko delo Medgeneracijske razlike v rabi prekmurskega besedja zajema izsledke, v katerih smo želeli ugotoviti razlike v rabi prekmurščine v različnih raziskovalnih točkah vseh treh podnarečij v Prekmurju. Vanjo so vključeni informatorji uravnoteženega vzorca po starosti, spolu in podnarečjih. Pri raziskavi je bilo uporabljeno slikovno gradivo, ki je služilo kot pripomoček pri ugotavljanju dejanske rabe narečja v vsakdanjiku. K izrazitejšim rezultatom pa so pripomogli podani prekmurski izrazi, ki so temeljili na samem prepoznavanju prekmurskega besedja. V raziskavo so zajeti posnetki informatorjev, ki so zapisani po slušnem vtisu, rezultati pa so statistično prikazani po smiselnih kategorijah. S pridobljenimi rezultati je dokazano, da se prekmursko besedje z generacijami izgublja in počasi tone v pozabo. The diploma work entitled Generation differences in the use of the Prekmurje vocabulary includes the results where we were trying to find out differences in the use of Prekmurian dialect in various research points of all three sub dialects in Prekmurje. There are various informers included according to their age, sex and sub dialects. Visual image material used in the research helped us to determine the actual use of a dialect in everyday situations. More results are presented through Prekmurian terminology based on knowledge of Prekmurian vocabulary. There are informers' recordings included and written according to listening comprehension. The results are statistically listed by sensible categories. The results gathered in the research reflect disappearance of Prekmurian terminology within generations and sinking into oblivion.

Komunikacija je sestavni del našega življenja. Omogoča prenos informacij med zaposlenimi, rešuje in odpravlja nesporazume med njimi in s tem sooblikuje organizacijsko kulturo. Kjer se pojavljajo interakcije med ljudmi, kjer poteka komuniciranje, se pojavljajo tudi konflikti. Komuniciranje omogoča reševanje konfliktov, hkrati pa je lahko tudi vzrok za nastanek konfliktne situacije. Pomembno je, da konflikte rešujemo sproti, ter da k reševanju konfliktov pristopimo konstruktivno. Danes se na delovnem mestu srečujemo s štirimi generacijami: veterani, otroci blaginje, generacijo X in generacijo Y. Vsaka generacija prinaša s seboj posebne značilnosti, izkušnje in pričakovanja. V diplomski nalogi prestavljamo medgeneracijske razlike pri komuniciranju na delovnem mestu v podjetju Gorenje d.d. V empiričnem delu diplomskega dela bomo preučili, kako generacije komunicirajo med seboj na delovnem mestu, s katero generacijo se najbolje razumejo in s katero najpogosteje prihajajo v konflikt, in sicer s pomočjo anketnega vprašalnika. Na podlagi rezultatov smo prišli do sklepa, da razlike med generacijami v Gorenju d.d. obstajajo, vplivale na bi tudi na medosebne odnose in konflikte, ki obstajajo med zaposlenimi v Gorenju d.d. Communication is a component part of our lives. It enables the transfer of information among employees, solves and eliminates misunderstandings between them, and so helps outline organizational culture. Wherever there are interactions between people, wherever their is communication, there are also conflicts. Communication enables resolving problems, but can at the same time be a cause of a conflict situation. It is important to resolve conflicts as they come along and to solve them in a constructive way. Today, four generations meet in the workplace: veterans, baby boomers, generation X, and generation Y. Each generation carries with them their own characteristics, experiances and expectations. This thesis represents a definition of a different generations intergenerational differences in communicating in the workplace at the company Gorenje d.d. In the empirical part of the thesis we will explore how generations communicate with each other in the workplace, which generation is best understood and which most often comes into conflict through the questionnaire. Based on the results, we came to the conclusion that the differences between generations in Gorenje d.d. are there and would also affect the interpersonal relationships within the company, and the conflicts that exist between employees of Gorenje d.d.