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Author: Zydèlia Kleinhans Publisher: ISBN: Category : Generation Y. Languages : en Pages : 372
Book Description
Every few decades, a new generation enters the workplace and organisational leaders are facing challenges with finding the best ways to lead and maximise their contributions within the multi-generational workforce. The generational cohort, Generation Y (millennials), born between 1979 to 1997, is the newest entrants in the workplace. Similar to previous generations who entered the workplace, Generation Y also brings unique characteristics and strengths to organisations, such as tech-savviness and willingness to make a meaningful contribution, which makes it impractical to have a one-size fits-all leadership approach in leading the multi-generational workforce. If the potential of Generation Y employees is unlocked through the right leadership styles and leadership communication approaches, they could turn out to be an organisation’s biggest assets. Approached from a post-modern world view, the aim of this study was to determine the preferred leadership style and leadership communication for Generation Y employees. This was done by conducting 20 face-to-face semistructured interviews with Generation Y employees across a few industries. With the consent of interviewees, the researcher took voice recordings and manually transcribed the interviews. The researcher made use of both manually and automated coding using the software programme Leximancer. The purpose of this study was to propose guidelines and develop a conceptual framework to organisational leaders based on the preferences of Generation Y employees in terms of leadership styles and leadership communication. From the findings, there is no one leadership style that would be ideal in managing Generation Y employees, instead a combination of leadership styles is preferred depending on the circumstances. The circumstances may require characteristics of the autocratic, participative, transformational, laissez-faire, servant and/or the communicative leadership style. With regards to leadership communication, important to Generation Y employees is that there is clear, open and frequent communication at all times. Organisational leaders should ensure that the preferred topics are included in the communication activities to these employees, namely: growth opportunities; personal performance; financial performance; expectations, roles and responsibilities; and any updates that may impact them. The preferred organisational leader would engage in face-to-face communication to speak to employees, and would share an email afterwards with the main points discussed to ensure that there is a paper trail. Although guidelines and a conceptual framework are proposed by this study, it remains the responsibility of organisational leaders to assess the various circumstances and determine what the ideal leadership style and leadership communication approaches would be for the different scenarios.
Author: Zydèlia Kleinhans Publisher: ISBN: Category : Generation Y. Languages : en Pages : 372
Book Description
Every few decades, a new generation enters the workplace and organisational leaders are facing challenges with finding the best ways to lead and maximise their contributions within the multi-generational workforce. The generational cohort, Generation Y (millennials), born between 1979 to 1997, is the newest entrants in the workplace. Similar to previous generations who entered the workplace, Generation Y also brings unique characteristics and strengths to organisations, such as tech-savviness and willingness to make a meaningful contribution, which makes it impractical to have a one-size fits-all leadership approach in leading the multi-generational workforce. If the potential of Generation Y employees is unlocked through the right leadership styles and leadership communication approaches, they could turn out to be an organisation’s biggest assets. Approached from a post-modern world view, the aim of this study was to determine the preferred leadership style and leadership communication for Generation Y employees. This was done by conducting 20 face-to-face semistructured interviews with Generation Y employees across a few industries. With the consent of interviewees, the researcher took voice recordings and manually transcribed the interviews. The researcher made use of both manually and automated coding using the software programme Leximancer. The purpose of this study was to propose guidelines and develop a conceptual framework to organisational leaders based on the preferences of Generation Y employees in terms of leadership styles and leadership communication. From the findings, there is no one leadership style that would be ideal in managing Generation Y employees, instead a combination of leadership styles is preferred depending on the circumstances. The circumstances may require characteristics of the autocratic, participative, transformational, laissez-faire, servant and/or the communicative leadership style. With regards to leadership communication, important to Generation Y employees is that there is clear, open and frequent communication at all times. Organisational leaders should ensure that the preferred topics are included in the communication activities to these employees, namely: growth opportunities; personal performance; financial performance; expectations, roles and responsibilities; and any updates that may impact them. The preferred organisational leader would engage in face-to-face communication to speak to employees, and would share an email afterwards with the main points discussed to ensure that there is a paper trail. Although guidelines and a conceptual framework are proposed by this study, it remains the responsibility of organisational leaders to assess the various circumstances and determine what the ideal leadership style and leadership communication approaches would be for the different scenarios.
Author: Arnold B. Bakker Publisher: Psychology Press ISBN: 1136980881 Category : Business & Economics Languages : en Pages : 218
Book Description
This book provides the most thorough view available on this new and intriguing dimension of workplace psychology, which is the basis of fulfilling, productive work. The book begins by defining work engagement, which has been described as ‘an opposite to burnout,’ following its development into a more complex concept with far reaching implications for work-life. The chapters discuss the sources of work engagement, emphasizing the importance of leadership, organizational structures, and human resource management as factors that may operate to either enhance or inhibit employee’s experience of work. The book considers the implications of work engagement for both the individual employee and the organization as a whole. To address readers’ practical questions, the book provides in-depth coverage of interventions that can enhance employees’ work engagement and improve management techniques. Based upon the most up-to-date research by the foremost experts in the world, this volume brings together the best knowledge available on work engagement, and will be of great use to academic researchers, upper level students of work and organizational psychology as well as management consultants.
Author: Darcia Ann Marie Roache Publisher: Business Science Reference ISBN: 9781668488225 Category : Communication in management Languages : en Pages : 0
Book Description
"This book will aim to provide relevant theoretical, conceptual/procedural, frameworks, and the latest empirical research findings in the that critically examines area of leadership, leadership styles, management studies, and communication for leaders globally. It will be written for professionals, organizational leaders, and practitioners who want to improve their understanding of leadership roles, styles, management practices, principles, and communication strategies to bring about change, information, and knowledge to society"--
Author: Dana C. Martin (Jr.) Publisher: ISBN: Category : Corporate culture Languages : en Pages : 84
Book Description
Millennials account for the largest generational cohort in the workforce. Their propensity for turnover is costly to organizations, not just monetary impact, but skill development and sustainability as well. This study attempted to understand if leadership and the preferred leadership style of Millennial employees contribute to job satisfaction. This mixed-methods sequential explanatory study examined how leadership and the preferred leadership style of Millennial employees, from the perspectives of Millennial employees and those who manage them, contribute to job satisfaction. The Job Satisfaction Survey (JSS) was used as the survey tool for the qualitative study (see Appendix A). A questionnaire was sent via email to collect interview responses from Millennial employees and supervisors of Millennials. The sample used for the study consisted of Millennial employees and supervisors of Millennials within Texas and SatInc, a satellite internet company. The JSS tool and its results were used, as well as the raw data to further analyze trends and correlations between job characteristics and job satisfaction. Inductive and deductive coding was used in the qualitative portion of the study. The supervisory factor was the most impactful characteristic of job satisfaction. It is imperative that organizations understand the high level of impact that direct management and their leadership style can have on Millennial employees and their job satisfaction. Keywords: Millennials, job satisfaction, leadership style, supervisor, adaptive leadership, Job Satisfaction Survey, Millennial employees, organizational culture, mixed-methods sequential explanatory study
Author: Mark McCrindle Publisher: The ABC of XYZ ISBN: Category : Australia Languages : en Pages : 11
Book Description
"Based on more than a decade of research, The ABC of XYZ is designed for educators, business managers and parents who want a short and lively introduction to Australia's living generations. The book explores what a generation is, how its definition has changed over the years, and the trends that are emerging for the future. It examines generational conflicts in the school, home and workplace, and the ways in which they can be understood and resolved, and what might be beyond Z. Written by one of Australia's foremost social researchers, this revised edition of The ABC of XYZ reveals the truth behind the labels and is essential reading for anyone interested in how our current generations live, learn and work."--Cover.
Author: Caroline M. Hoxby Publisher: University of Chicago Press ISBN: 022657458X Category : Business & Economics Languages : en Pages : 337
Book Description
How do the benefits of higher education compare with its costs, and how does this comparison vary across individuals and institutions? These questions are fundamental to quantifying the productivity of the education sector. The studies in Productivity in Higher Education use rich and novel administrative data, modern econometric methods, and careful institutional analysis to explore productivity issues. The authors examine the returns to undergraduate education, differences in costs by major, the productivity of for-profit schools, the productivity of various types of faculty and of outcomes, the effects of online education on the higher education market, and the ways in which the productivity of different institutions responds to market forces. The analyses recognize five key challenges to assessing productivity in higher education: the potential for multiple student outcomes in terms of skills, earnings, invention, and employment; the fact that colleges and universities are “multiproduct” firms that conduct varied activities across many domains; the fact that students select which school to attend based in part on their aptitude; the difficulty of attributing outcomes to individual institutions when students attend more than one; and the possibility that some of the benefits of higher education may arise from the system as a whole rather than from a single institution. The findings and the approaches illustrated can facilitate decision-making processes in higher education.
Author: Dave Ulrich Publisher: Harvard Business Press ISBN: 142214030X Category : Business & Economics Languages : en Pages : 208
Book Description
What makes a great leader? It's a question that has been tackled by thousands. In fact, there are literally tens of thousands of leadership studies, theories, frameworks, models, and recommended best practices. But where are the clear, simple answers we need for our daily work lives? Are there any? Dave Ulrich, Norm Smallwood, and Kate Sweetman set out to answer these questions—to crack the code of leadership. Drawing on decades of research experience, the authors conducted extensive interviews with a variety of respected CEOs, academics, experienced executives, and seasoned consultants—and heard the same five essentials repeated again and again. These five rules became The Leadership Code. In The Leadership Code, the authors break down great leadership into day-to-day actions, so that you know what to do Monday morning. Crack the leadership code—and take your leadership to the next level.
Author: Emma Parry Publisher: Springer ISBN: 1137467819 Category : Business & Economics Languages : en Pages : 769
Book Description
This Handbook incorporates a variety of disciplines and approaches in order to provide a comprehensive and authoritative examination of the issues that result from increasing age diversity at work. Despite interest in this area exploding over the past few years amongst academics, practitioners and policy makers, the analysis of age diversity has remained primarily within disciplinary ‘silos’ such as Psychology or Sociology with a focus on ageing or generational differences, rather than a combination of approaches to understanding age diversity. Unique in its coverage of multiple perspectives, it considers not only generational and ageing perspectives to age diversity, but also highlights the importance of context in driving both the impact and response to this issue. The Palgrave Handbook of Age Diversity and Work includes contributions from leading scholars in age and generational diversity from across the world, discussing cutting-edge research findings about the nature and impact of age diversity and presenting approaches to managing this phenomenon.
Author: James M. Kouzes Publisher: John Wiley & Sons ISBN: 0470651717 Category : Business & Economics Languages : en Pages : 282
Book Description
The first true revision of the classic book from the bestselling author of The Leadership Challenge As the world falls deeper into economic downturns and warfare, the question of credibility (how leaders gain and lose it) is more important than ever. Building on their research from The Leadership Challenge, James Kouzes and Barry Posner explore in Credibility why leadership is above all a relationship, with credibility as the cornerstone, and why leaders must "Say what you mean and mean what you say." This first full revision of the book since its initial publication in 1993 features new case studies from around the world, fully updated data and research, and a streamlined format. Written by the premier leadership experts working today, Credibility: Reveals the six key disciplines that strengthen a leader's capacity for developing and sustaining credibility. Provides rich examples of real managers in action Includes updates to the applications and research This personal, inspiring, and genuine guide helps you understand the fundamental importance of credibility for building personal and organizational success.
Author: Zydèlia Kleinhans
Author: Zydèlia Kleinhans
Author: Melissa C. Cruz
Author: Arnold B. Bakker
Author: Darcia Ann Marie Roache
Author: Dana C. Martin (Jr.)
Author: Mark McCrindle
Author: Caroline M. Hoxby
Author: Dave Ulrich
Author: Emma Parry
Author: James M. Kouzes