GENERATIONSANPASSAT LEDARSKAP - En studie om olika generationers behov ochförväntningar på ledarskap i en privat organisation

Detta är en Kandidat-uppsats från Göteborgs universitet / / Institutionen för sociologi och arbetsvetenskap

Sammanfattning: The aim of this study was to increase knowledge on whether there is adifference in needs and expectations regarding leadership and differentleadership theories between younger and older generations in the workplace.Active on today’s labor market are three large groups from different generations- Baby Boomers (born 1943-1960), Generation X (born 1961-1981) andGeneration Y/Millennials (born 1982-2002). Previous studies show that eachgeneration has its own qualities and characteristics. Employees from GenerationY are the ones taking over the labor market as the older generations are on theverge of retirement. This poses a challenge when it comes to managing,attracting and retaining younger talents, which is why we found the topic to beof interest from an HR point of view. Three established leadership theories werechosen to compare the views on leadership between the different generations.The chosen theories were Transformative Leadership, Leader MemberExchange and Servant Leadership. This study was based on a mixed methoddesign between 15 semi-structured interviews and a quantitative survey with204 respondents. The qualitative data was processed through a thematicanalysis where the three chosen leadership theories formed the predeterminedhead themes. The questions used in the quantitative survey were alsoconstructed from the Transformative Leadership theory, LMX and ServantLeadership. The quantitative data was tested using independent t-tests. Thestudy did not show any significant differences between the generations’ needsand expectations on a leader in regards to the three chosen leadership theories.However, the qualitative interviews showed several distinctive characteristicsand expectations in terms of leadership. The younger generation displayed agreater wish and demand for present, supporting leaders who offered frequentintercommunication and provided guidance. Individual consideration was veryimportant to the younger employees. The older employees valued other thingsfrom their managers, such as trust, freedom at work, respect for theircompetence and the ability to affect their own work tasks. In conclusion, eventhough the study didn’t show any significant differences in regards toTransformative Leadership, LMX and Servant Leadership, the result still showsthat the younger generations’ demand for individual consideration will createchallenges for both managers and HR in the future.

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