Characteristics Of Contingency Leadership

Bottom of FormThink of first generation students as pioneers. They are the first person in the family to go to college and explore the unknown. It’s an experience that their family did not go through and they are the first one to experience it. Parents know nothing about college. Although it’s a new experience it builds up a lot of pressure for the first generation college students because their family excepts you to do well and make them proud. In a recent interview I did with a fellow classmate, Carmen Li, she talks about how “Going to college is not only the dream of my parents but also mine as well. I want to be a useful person and find a good career to support my family. I don 't want to live in the box under the bridge.” Many first generations can agree with what she said because no parents want their children to be living in a box under the bridge. Parents have high expectations for their children to succeed. It would be ashamed if they fail their expectation and end up sleeping on the street. Parents did not get the chance to go to college, and they don 't want their own children to miss the opportunity to succeed.

My current employer has multigenerational workforce from baby boomer to Gen Y. According to Shroer (n.d.) the baby boomer were born from 1945 to 1964, which would make the generation with 71 million people who were 20 years apart in age. The baby boomer life experience were completely different bonded by the Kennedy and Martin Luther King assassinations, the Civil Rights movements and the Vietnam War. Generation X were born from 1966 to 1976 sometimes referred to as lost generation with stereotype of first generation with “latchkey” kids, exposed to lots of daycare and divorce. Gen X is often characterized as high level of skepticism and some of the worst music to gain popularity. Also, Gen X has the best educated generation with 29% obtaining

Leaders are able to inspire their team and accomplish goals. Having a strong leader standing behind you can push members to do the best they can. In this paper I’m going to discuss the leadership style that I possess. I will also describe what leadership and management theories that align with my leadership style. Finally, I will discuss the type of work environment I create, based upon my leadership style and three key actions or behaviors I demonstrate to be a successful leader.

To begin, in “The Value of Millennials: That’s my generation” by Claire Whitley, it is inarguable that Millennials have to overcome and adapt to more unexpected changes and developments than generation X had to. Many

Leadership has been defined in a variety of ways, there are multiple authors and theorists who have tried to define and understand leadership, all leading to varying theories and conclusions, but one thing that is universally understood is the importance of effective leadership and how someone with good leadership skills can impact so many people around them. (Kakabadse and Kakabadse, 1999; Yukl, 2002; Northouse,2013)

Since 2006, it has been a pleasure to be a part of an outstanding Training & Procedures group of a large, private utility company. Within our organization there are over 3,000 employees that specialize in various aspects of the business. My specific line of business supports all aspects of training, including training design and development, eLearning, on-the-job training, classroom training; and occasionally change management and project management.

The millennial generation was born during the rise of technology. They can do a lot of work remotely and not have to work as hard because of all the technology they have access to and the boomer generation doesn’t understand it they equate working hard with time and physical work. The boomers feel that millennials are just lazy and have no respect.

The youth of today will be tomorrow’s leaders sooner than it’s realized. Millennials are people that were born in the 1990s - the early 2000s and they will be who this country relies on to make it a better place to live. With so much media presence in society,

Recently, there has been a change in the workplace dynamics which has resulted in there being different sets of values, beliefs and expectations depending on the individuals’ generation. According to the article Managing an Intergenerational Workforce: Health Care Transformation there are currently four types of generations in the workforce; Traditionalist, Baby Boomers, Generation X, and Millennials (Managing an Intergenerational Workforce 6). In order to maintain a positive workforce dynamic management must implement ways to influence an integrated culture. In addition, to understanding the differences between each generation based on their “priorities, attitudes, communication styles, and ways to engage with peers…” (6). For instance, by

Different generational cohorts bring a variety of value sets and traits that have to be accounted for when dealing with employees from different generations. Studies show that different generations hold different expectations and value different aspects of their job (Eisner, 2005; Lancaster & Stillman, 2002; Macky, Gardner, Forsyth, Dries, et al., 2008; Smola & Sutton, 2002). Based on the work of Kupperschmidt (2000), Strauss and Howe (1991) and Mannheim (1952), we define a generation as a group of people or cohort that share birth years, significant experiences of life events and therefore mutual value sets. In this study, belonging to a generation covers the physical existence in a certain period, the experience of the same events as well

According to Donald S. Miler and Thomas E. Slocombe in “Preparing Students for the New Reality,” they suggest methods to assist students into the new reality and how to be prepared to face competitors and succeed. They explain this in thee ways: discussing the hypercompetitive new reality and cultural changes, millennials unrealistic expectations and decline in academic performances, and the suggested methods directed to educators on how to assist millennials.

In recent times, there have been issues arising in organizations with multigenerational workforces due to the differences of each generation. Unfortunately, generations like the Baby Boomers and Generations X do not understand Millennials and feel that they do not have the same motivations, work

This paper is going to encompass different leadership theories and their relevance to my own personal personality and method of leadership. There will be information on the advantages and disadvantages of the leadership theories and information on each including examples. The purpose of this paper is to view various kinds of leadership theories and apply them to a real-life scenario.

Leadership is the process of influencing the motive of the employees and so directing, guiding them to the proper completion of the short-term goals and the mission, vision of the firm. Leadership referring to achieve a specific set of goals of the business enterprise by minimizing risk and more advantage of opportunities is also called Entrepreneurial Leadership (Rao, 2015). Today leadership is such an iterative process when the leaders should have a variety of qualities and expertise in different area of management. Here, different theories will be explained which can clearly identify the scope, the responsibilities and the area of expertise required to be successful leader.

Each generation has a unique set of strengths and weaknesses and it is the managers’ jobs to identify those points and find ways to get the most out of their employees.