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Leadership Comparison Essay

2098 Words9 Pages

Introduction Each generation can be defined by shared characteristics, values, work ethics, and opinions. As each generation grows older they leave their mark on society and pave the way for the next generation to pick up where they left off with new contributions, ideas, and goals. In the summer of 2004 the first “millennials” graduated college and entered the workforce and with each additional year this generation makes up more and more of the workforce (Hershatter & Epstein, 2010). Like all generations Millennials distinguish themselves from other generations by seeing the world in new ways, being motivated by different ideals, and are attracted to different career options reflective of modern society (Johnson, 2015). The workplace must adapt to support the work style of this new generation to allow these bright young future leaders to become just that, future leaders. This concept of generational evolution in the workplace also applies to the age old profession of law enforcement. As older employees retire they are making way for Millennials and the strategy in which they are taught, led, allowed to grow and succeed must change. Principles taught and instilled in leadership must adapt and grow to involve the new generation and …show more content…

Florida Department of Law Enforcement’s (FDLE’s) Leadership Dimensions; Excellence in Character, Visionary, Change Agent, Risk Taker, Action Oriented, Motivator, Effective Communication, Team Builder, Strategic Thinker, and Leads by Example, need to be re-evaluated to see if they can be updated to better serve the members of FDLE. This study proposes that a survey be taken of members of FDLE to determine the leadership qualities that they see allowing them to effectively perform tasks, lower turnover rates, improve moral, and prevent cases of employee

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During her article, “The Tethered Generation,” Kathryn Tyler proposes that millennial’s relationship with technology has had an effect on, “the way millennials work, communicate, make decisions, and interact.” Tyler also notes that because the constant interaction of millennials with friends and family the lines between personal and work life often become blurred causing parents to sometimes intrude upon their children’s professional career (2). Born between 1980 and 2000 the millennials are rapidly entering the work force, filling many of the lower level jobs in companies. This has led Human Resource workers to look for ways to adapt to the unique challenges this new generation poses.

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“The Beat (Up) Generation: Millennials’ Attitudes about Work” is an article written by Abby Ellin and published in Psychology Today. It talks about the generation born between 1982 and 2004, how they react to working around the older generation and why they are hated by the older generation. 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.

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Businesses have reported challenges in integrating the Generation Y employees into the Baby Boomer culture. The Generation Y, also known as the Millennials form the latest generation of workers entering the job market. However, dealing with them is quite complex, which means managers balance both the expectations of the millennials and company objectives to achieve optimal performance and productivity. This report seeks to provide insight on recruitment, management, and retention of the Generation Y employees to Baxter Electronics, a Chicago-based software manufacturer. This report will also discuss the characteristics of the Millennials and provide recommendations for managing and retaining them in the workforce.

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This new loss of hard working labor in the legal profession, consist of mostly partners, executives, senior support staff, legal managers and other legal thought leaders, will drastically impact the legal industry. “Baby Boomers complain Millennials are easily distracted and lack discipline, focus, and commitment. Millennials believe Boomers are sexist, defensive, insensitive, resistant to change, and lack creativity.” (Vozza, Stephanie. 4 STEPS TO BRIDGING THE WORKPLACE GENERATION GAP). I can leverage my knowledge to advantage and avoid integrational conflict as well by showing the other person of older age respect in the workplace doing this will most likely benefit the relationship between the two generations because respect is usually

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For the purpose of this paper I will be addressing the Federal Government as one entity. This briefing will address the issue of an aging federal government workforce and how to attract and retain younger employees as evidenced by available research. As a federal government worker at the Department of State, my organization’s mission is to promote American foreign policy throughout the world. To ensure the continued serves to our nation, it is imperative that we plan for the future workforce. Aging population across the world will continue to pose a challenge for organizations.

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The article is useful because organizations and businesses can focus and fully understand about their employee’s needs so they can develop strategies to recruit, retain and motivates employees rather than treating employees purely based on their generational

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Generation X and Y will move on to another company if they do not obtain their way. It can be as small of an incident as they did not acquire a specific day off from work (Verschoor, 2013). The Matures and Boomers do not want to take days off from their jobs (Bannon, 2001). Generation Y’s core values are similar to that of the oldest generations, even though, they do not possess the same loyalty to company and hard work ethic as the Matures. Generation Y is the most likely to turn an employee in for committing a violation of the company’s policy.

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It has been claimed that millennials have different expectations of what office life is and how they should be treated at the workplace. With regards to this, two articles were written by Fromm and Asher respectively to explore how millennials are different in the workplace and the factors that are important to them.

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The Times Talk's topic this time around was CRISPR-Cas9. CRISPR-Cas9 is a widely used genome editing technique that is already widely used in laboratory studies. This means that it can easily alter an organism's DNA, almost like a computer can edit a word in a document. CRISPR-Cas9 has many uses, including but not limited to: drug development, animal models, genetic variation, materials, food, fuel, and genetic surgery. Rewriting DNA means that we can finally fix flawed genes in people, which opens up the door for treating, or potentially curing diseases.

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In general, a group of policies set by administration at any organization is nothing more than a broad-spectrum compromise that attempts to satisfy the bulk of employees. While this works well for smaller organizations, the task of satisfying the majority of employees in a large institution employing thousands of individuals becomes monumental. As Robbins, DeCenzo, and Wolter (2013) outline the value stereotypes of baby boomers and Generation X employees, it is apparent where organizational policies fall short in appealing to each generation. While baby boomers and traditionalists appreciate and thrive under hierarchical, autocratic organization, Gen X and Y employees excel in a democratic, participatory environment. Thus, employees at the opposite ends of the generational spectrum could potentially be working for and being motivated by completely different organizational goals.

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In the podcast, Working Across Generations, we learned that the difference in generations bring a variety of backgrounds and experiences to an organization. For example, the podcast explained that the generation known as the baby boomers were a very work driven generation. The baby boomer generation focused so much on their work life, that they failed to or neglected other aspect of life, such as family. Generation X however, as the children of the baby boomers have learned to equal out all like experiences. Generation X has shown to make sure that their work life does not overflow into other aspects of like unlike the baby boomer generation.

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1275 Words | 6 Pages

Based upon world events that framed their youth and initial work experiences, members of each generation have develop somewhat unique mental models. These learned models/patterns are logical and consistent with their lived experience. Although each individual is unique, members of each generation do develop a collective personality with assumptions about organizations, attitudes related to authority, and expectations for success at work (Zemke et al. 2000). • Certainly, differences between generations are not new. However, two significant changes over the past 60 years have forced the current generations in the workforce into more intense interaction.

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1024 Words | 5 Pages

Intergenerational issues in the workplace can cause tension between the employees and employer. Millennials feel that it is harder to grow and develop their careers in organizations because of this problem due to an absence of guidance from other generations in higher positions. Where Millennials feel lack of guidance, Baby Boomers and Generation X feel that Millennials entering the workforce are directly after their positions, therefore causing a strain on workplace relationships between employees. If intergenerational problems in the workplace continue to remain unsolved, it can and will cause disruption within the organization. Productivity can decline due to low cooperation between multigenerational employees resulting in lower efficiency and completion objectives leading to disruption within the organization.

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870 Words | 4 Pages

A millennial is the title of anyone who is born after 1984. The author, Simon Sinek, is not a millennial, but does express his opinion in his informal lecture, “Millennials in the Workplace.” Sinek argues that all of the millennial’s issues stem from bad parenting, technology, impatience, and the environment and their long lasting effect the workplace. The only way to resolve the problem is to have corporate environments take responsibility and train the new employees to their standards. It is reasonable to agree with a majority of Sinek’s argument, but a corporation does not need to overcompensate; it is best to give millennials a push in the right direction and let them experience the world with the proper tools and skills necessary.

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729 Words | 3 Pages

1. Describe an example of your leadership experience in which you have positively influenced others, helped resolve disputes, or contributed to group efforts over time. I consider myself a leader, i believe this because i am the type of person that feels like if i am not the one to do it then it will not be done the right way. Whenever i would work in groups i would designate myself to be the one to do the harder assignment, because i only trusted that would take it serious, not anyone else. Also, whenever i do anything that involves a team, i like to take control, because i feel like i am the best one to work under pressure or i can choose the best solution for any situation.

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