Our organization is also affected by problems arising from the increasing presence of new generations in the labour market, such as differences in values, conflict situations and succession related difficulties. Therefore, a survey on the situation of new generations was carried out at the county police headquarters in the summer of 2020 (Tőzsér, 2020a). As part of this, an online questionnaire was conducted with the command staff (73 people) and the age group born from (after) 1 January 1990 (60 people). Both questionnaires included a structured interview part, but we also obtained quantifiable data - by evaluating 10 values from two perspectives. The results confirmed that there are large differences in terms of the perspective of the representatives of the older and younger generations. Young people are willing to meet only purposeful expectations that can be interpreted by them, and their loyalty is limited and based on reciprocity. Commander expectations for certain parameters, such as load capacity (resilience), may not prevail because they are not as important to young people. At the same time, leaders see the fast, efficient, and open-minded thinking of young people as an advantage. Overall, the study confirms the presence of a constant dynamic need for modernization within the organization.