The Leadership Model Proposed By Generation Z

The leadership model proposed by generation Z

ABSTRACT

The world is in a constant accelerated change, society, technology, organizations and the environment in which the human being has changed dramatically in recent years, which has led to individuals as such, presenting transformationsIn its behavior, in its way of living and in the interrelation with others, for this reason this article describes the generations: the so -called traditional generation, that of the Baby Boom, the generation X, Generation and, and the new generation Z,where this last distrust of authority and hierarchies, giving relevance to supersocial leaders. Thus we can determine how the transformational leadership theory (Bass, 1985) instilled by its four factors: charisma, inspirational motivation, intellectual stimulation and individualized consideration, substantially contribute to leadership in the 5 generations, delegating and giving information by the leader toTheir subordinates, thus will be allowed to develop behaviors to promote the growth of their workers.

INTRODUCTION

Social, economic and technological transformations involve a new context of business activity. The concept of a good leader has changed. “It is no longer about doing well what is established, characteristics such as initiative, decision making, risk assumption to solve problems, innovation in the job, self-control mechanisms and self-regulation and the development ofAutomotation strategies ”have gained greater value.

In this sense, organizations must assume the challenge of understanding their workers and the new leadership models that have been incorporated due to generational changes.

At present there is the circumstance that five generations coexist in most companies;The so -called traditional generation, that of the Baby Boom, the so -called generation X, the generation and and the new gene generation. These generations have “very different education, principles and life forms, a fact that makes a big difference with respect to previous stages and creates a series of conflicts in the event that they are not properly managed” ”.

This is why the need to reflect on the leadership model in the business field proposed by generation Z is born, inquiring about the need, interest and concept of leadership that this generation has.

Classification of the workforce

Researchers have determined that in Colombia existing generations are differentiated both by the nomenclature and the interval of years. The date of birth is one of the main factors that determine which generation an individual belongs, the variables that determine their behavior must be taken into account. Oblinger and Oblinger thus classifies the five generations: mature < 1945, Baby Boom 1947-1964, Generación X 1965-1980, Gen Y Milenaristas 1981-1995 y Post-milenaristas 1995- presente. 

It is clear that generations in Colombia have been separated because there are notable differences between them in different areas, if there is talk of work force, it is also necessary to talk about the organization and behavior of each of the generations in it, without deepeningToo much in this aspect there is a difference that can be highlighted in terms of the Baby Boom generation and the most recent generations (generation x, y y z) in the workplace and that new generations tend to take care or want to take care of their family relationshipsAnd personal without allowing these to be affected by the workplace, something that those of the "Baby Boom" generation do not have so present and for which they are characterized by being almost addicted to work.

Other differentiating factors between the most recent generations of Colombia and the "baby boom" or previous is their perception of a hierarchy, ethics at work and change management, for the youngest in Colombia it has become important to know and coincide withThe policies of your organization, the care of the environment is an example of this, as well as the relationship between work quality and time worked is very different, while the "baby boom" give more importance to the hours worked,For the following generations, the really important thing is to finish the work and show results without being so relevant how long it was used, finally the youngest seek to receive feedback when they want or need it and the fact that there is someone there to provide it is what they considerThe function of the hierarchy.

Leadership through generations

Leadership has changed over time, or at least the perception of this, culligan explains how a first phase called conquest leadership, where strength, terror and dominance were the foundations of this subordination, as the worldIt has changed and the behavior of society also the perception of a leader adapted to these changes, for example, in the industrial age there was talk of commercial leadership, then the leadership of organization would arrive and after the years the years began to speakInnovation and information leadership.

The ability to adapt to new times is one of the characteristics that has defined new generations and also their new leadership models, this because they were born in a time of great changes, of constant evolution, where the human beingHe wants to be and achieve more every day, and for the same reason the new leaders must aim to innovate and be ready for the changes that come with industry 4.0.

These new generations have been accompanied by social and values change, which are more focused on collaborative work, digital media, and even an environmental awareness. In this way, on the one hand there are the new leaders who appear with the Z generation, but on the other, actors of the previous generations that adapt the labor environments and the focus of the products, focused on the consumption habits that have originated.

In this perspective, a new way of conceiving these relationships appears, that authors such as Raúl Magallón Rosa call "collaborative economy". This is understood:

"That way of sharing or exchanging both tangible and intangible goods (time, space, hobbies) through modern technology and social communities".

These new scenarios and characters are born as a result of new values that develop in a global and collective way. This latest generation is according to Ricoh’s study, it is one of the greatest preparations at the level of training, but also, in regards to the use of new technologies and new forms of expression in labor environments, less and less traditional, and in thethat the members of the working groups are promoted as agents of change in society.

In Colombia, this generational phenomenon has also been presented within the framework of the transitional justice process to end the conflict between the State and the FARC guerrillas called “peace processes”, at its different times, it has generated some fields of production tostarting from foundations and ventures for demobilized, for victims and all those affected in this process. In addition to this, the migrations of Venezuelans to different cities of the national territory, and the arrival of foreign companies, makes these job expectations of the new generations not fulfilled are not met. In addition to this, it should be mentioned that unemployment rates, officially stipulated by the DANE, 9.5 % in 2019 to 10.3 % in the current year. This just to name some aspects.

In this way, as in the rest of the world, they emerge linked to new technologies and the new ways of understanding economic phenomena and rhythms of life, other ways to make leadership in Colombia.

One of these phenomena is the appearance and dissemination of coworking, which are spaces designed as office, with very contemporary and free environments, which are rented for small and medium -sized companies for customer service. All this temporarily, for days, for hours, or for short months, because most of these companies have their greater functioning through social networks and websites.

These spaces are also characterized by being shared by different companies at the same time, this being a new way of creating relationships. This can be seen with the appearance of companies such as Wework, Prime My Office, Easy Office, Work Zone, which are announced as shared spaces, business communities and temporary offices, which show, a new way to conceive companies, that is,more as a virtual space, than as a concrete.

Also the new offers of formal and non -formal courses in digital marketing, the Landing Page offer show that, these generations are accompanied by new ventures that focus mainly on the digital world.

The new leaders

According to Navos or.In their research "new generations in companies" the leaders of the generations that are in the labor market at that time have a great challenge and therefore they must be prepared, for the first time in history there are so many generations working together at the same timeAnd therefore it is the first time in history that an organization’s work team can be so heterogeneous, in an office we can find from veterans to. belonging to generation Z and each will see and wait for something different from its leader.

The new generations mark important changes in expectations and behaviors and originate what Gennari [Footnoteref: 8] calls "generational turbulence". . 

The challenge of leaders. Management

It is clear then that the new leaders must be good to adapt to change, however, is this enough?, According to the survey by Deloitte the generation and and Z there are very clear profiles about what these generations are looking for in a leader.

Supersocial leaders are those who in addition to seeking income seek to help society in some way, the new generations consider that this is an aspect that aligns with their concerns which motivates them and leads them to achieve better results in and for thebusiness.

Leaders who base their decisions on data, in this case more than what young people want is what companies need, a leader who knows how to base their decisions on data is capable of finding the best way to follow and obtain the best results, thereason why this type of leader generates confidence to the generation and and z is because with industry 4.0 will come great changes in organizations and in different careers, according to Deloitte’s survey, these young people expect a leader like these to make decisions that end up benefiting the world and their professional careers at a time of uncertainty for them.

For what has been said, the 5 generations need a transformational leader. Avolio, b. J., & Bass, B. M propose that the transformational leader must motivate the members of his team, project a vision, gain the confidence of his followers, stimulate in them the reasoning, imagination and problem solving, observe with attention to each member of the team feedback andmaking them see that their individual contribution is important, achieving with this the development of behaviors and labor and personal growth of each member of the work team.

On the other hand, the appearance of workers in freelance mode is increasing both in the world and in the country. In fact it is only until 2015, that the Ministry of Information and Communications Technologies (MINTIC) conducted the first study of this type of work format. Thus, in an initial sample of 2.500 citizens, it could be concluded that approximately 3 out of 10 people work as a freelance in Colombia, or at least spend half of their workforce to this type of work. In addition, those who perform in this way are usually people of the last two generations (and and Z), mentioned above.

This form of work is the result of an amount of conditions that have been generated from these generational changes. With the appearance and normalization of new technologies, it is simple for almost any individual to offer products and services by the web, through different diffusion channels and investing little or nothing in advertising and spaces such as offices.

Thanks to the appearance of the Internet as a space, in which it is possible to get all kinds of customers, today people can work practically from anywhere that has a good connection.

In addition to this, due to its characteristics, generation Z is much more selective when choosing a place to work, than in many cases by not being able to meet their expectations or not to be able to develop its potential or its leadership capacity and collaboration of thebetter way, prefer to opt for the creation of their own entrepreneurs.

Conclusions

Each generation develops in a different cultural, social and economic context. The different events that go through each phase of time make human beings in a certain way, or have certain trends to carry out their activities. With the appearance of the Internet, a whole generation of digital natives appears. First the generation and that this moment of transition generated by this new phenomenon lives, but it is finally the gene generation that does not know the world before this new way of conceiving the world appeared.

This has not only caused changes in education, in everyday life, in private life, in the ways of communicating among people, but also, in the economy of countries and in the way in which companies are structured.

In this way the relationships between employers and employees, the levels of training of applicants and their expectations in what will be their work experience, have caused great generational clashes, of which it is possible to generate great learning.

The new leaders will not settle for doing a job that does not generate, in their opinion, personal satisfactions and social impacts. In addition to this, the new work environments must have the new spaces that have emerged from the new technologies and networks created from these, in order to grow and adapt to these new environments

Elements such as the collaborative economy have appeared, shared work spaces that denote a strong generational change with respect to the work modes of previous times. As well as companies that lack a physical space at all and that offer all their products and services through web pages.

The work in freelance mode is increasing. With increasingly simple tools and good results, this seems to be an option that will acquire strength over the years.

Finally, we can affirm that generation Z, in addition to all the aforementioned characteristics, in regards to the business field, can be framed in transformation leadership theory, because its human capital requires charism, motivation, stimulation, stimulationintellectual and individualized consideration, in order to appear as leaders and subordinates, but above all, to carry out the projects assigned collaboratively, so that their growth within a work group and the quality of the same is possible.

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