Intergenerational Differences in the Perception of the Assumptions of Individual Organizational Management Models in the Context of Sustainable Development

The concept of sustainable development requires a more human-centered approach to management. Frederic Laloux’s organizational management models—green and teal organizations—offer a response to this challenge. Generational cohorts currently active in the labor market (Baby Boomers, Generation X, Generation Y, and Generation Z) differ in values, beliefs, and preferences, which may influence their acceptance of various organizational management models. This study aimed to examine how representatives of these generations perceive organizational management styles in the context of sustainable development. A qualitative study was conducted using a questionnaire completed by 263 respondents. The survey focused on teal, green, orange, amber, and red organizational models, and the results were analyzed statistically. The analysis showed that respondents’ work experiences with specific organizational management models are not dependent on generational affiliation. The highest levels of acceptance were observed for models aligned with sustainable development—green and teal organizations. Acceptance of these models is higher among younger generations, with the teal organizational model showing a statistically significant generational dependency. As Generation Z enters the labor market, some traditional management practices are becoming obsolete. The green organizational model demonstrates strong potential for current labor market conditions, while the teal organizational model shows high future implementation potential. The forecast suggests that acceptance of the teal organizational model among Generation Alpha may exceed 90%.