Generation Y och dess förväntningar på framtidens ledarskap och lärande på arbetsplatsen

Sammanfattning: This study, aims to create a deeper understanding of what expectations Generation Y has on their future leadership, especially the aspects of an educational leadership that can be adapted for this generation. The study is based on both qualitative and quantitative data. The research questions in this study are “What expectations does generation Y have on leadership in the future?” and “To what extent does generation Y value different aspects of an educational leadership?”. Considering earlier research, the study will present theories within the fields of Generation Y, generational differences, leadership, educational leadership, workplace learning and leadership in changing environments.  The research method used for collecting data for this study is a questionnaire and the data collection has happened during two separate occasions. The questionnaire contains both open and closed questions and has been answered by 60 people born between 1981-1997. The data has been processed using thematic coding and a deductive approach. The study uses two types of leaderships for learning and together they form the theoretical framework for this study. The analysis of the empirical material reveals that the group values freedom and responsibility, a caring and encouraging leader who invests in their employees’ personal development. When it comes to learning in the workplace the group wants to be challenged to learn and grow within the frame of their work. They also want their leader to promote thinking outside the box that will help the group to develop new skills. Besides from that, they also want to learn continuously in their daily work and they want their leader to take initiative for activities that promotes their employees’ learning. This can be activities such as work trips, conferences or personal development plans.  The conclusion is that an educational leadership is appreciated by this group and that there are no big differences regarding what type of learning is preferred. However, a leadership based on development is a bit more preferred than the adjustment-based leadership. In addition, the study exposes some other expectations beyond the content of the theoretical framework, such as freedom and responsibility, as well as a leader who is caring, who challenges and encourages their employees. In conclusion, these factors can be taken into consideration when organizations want to attract or retain this generation in the workplace.